Motivational Theory
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Project 3: Motivational Theory
After questioning both individuals in these interviews, I learned a great deal of motivational components and tactics that are essential when being involved with a company; whether you are a manager or an employee, motivation is an important psychological feature that encourages people to achieve set goals to drive a company, as well as themselves towards success. I learned that motivation comes in multiple forms, including incentives and fear; motivation can be both positive and negative. I also learned that happiness in the workplace is not entirely based on money, but rather treatment towards each other.
When listening, I absorbed strikingly similar thoughts being elicited regarding issues of motivation in the workplace. One interviewee is employed in retail, while the other is more based in the food service industry; it appeared that both individuals stated that there was not enough motivation involved in their daily routines to exceed goals, particularly from Samuel Clemens, who believed that motivation is “a must” in an environment such as retail.
Retail is an environment where employees are being paid a low wage. Both industries pay an exceedingly low wage which seems to cause a decrease in motivation, as they are not able to make enough to afford certain wants and needs. Higher wages would increase motivation because employees would have a reason to work harder. The lack of incentives seemed to be an issue, as both companies seemed to lack bonuses and tangible awards for exceeding goals. Whether its due to a lack of finances or too much revenue being spent, its important that rewards are given when goals are exceeded, so that employees will know they are working towards things they want.
Both individuals also agreed that not enough time is given when training associates. Training creates motivation by showing employees that their job is of importance and seriousness. Stephanie stated that Teavana Inc should offer more training to associates, rather than focus on lecturing them to attain company goals. Samuel felt the same way, noting that Brookstone gives quotes and stories on how to improve, rather than training its employees how to do specific things.
When interviewing the two employees, I also found numerous differences in their opinions on certain topics. According to Samuel, criticism is something that could carefully be dealt with, not taken lightly in the least. He stated that praise should be given just as much as criticism to create an effective form of feedback. Stephanie however, said that negative feedback helped quicken the pace of improvement for employees, as it highlights the mistakes they are making, as well as what they can do better at.
Another distinct difference between the two was the things that they enjoyed about their jobs. Samuel seemed to enjoy