Chapters 5 and 6 of the text explore theories related to individual motivation, as well as tactics that can influence motivation to strengthen motivation and performance. For this portion of the assignment, please (1) Consider your level of motivation for the MHR 300 team project and outside team project: Were you equally motivated for each project? Why or why not? Please explain what influenced your motivation in each case, identifying specific influences.
(2) Which two motivational theories seem to best capture your experience of work-related motivation related to the MHR 300 team project? Why?
(3) Consider both intangible and tangible rewards available to you through these team projects. Which types of intangible rewards might have strengthened your motivation to contribute to your team’s performance? Which tangible rewards might have influenced you?
Please briefly explain all of these.
(1) In regards to my level of motivation for the MHR 300 team project and outside team project, I was not equally motivated for each project. The main factor that influenced my motivation was the level of interest I had in the project. For the MHR 300 team project, I was highly motivated because the topic was directly related to my major and it aligned with my career goals. I was excited to apply the knowledge and skills I had learned in my courses to a real-life project. On the other hand, for the outside team project, I was less motivated because the topic was not as relevant to my interests and career aspirations. Additionally, the MHR 300 team project had clear guidelines and expectations, which helped to further motivate me.
(2) The two motivational theories that best capture my experience of work-related motivation related to the MHR 300 team project are the goal-setting theory and the self-determination theory. The goal-setting theory resonates with me because the project had clear goals and objectives that provided me with direction and a sense of purpose. The theory suggests that setting specific and challenging goals leads to higher performance, and this was true in my case. The self-determination theory also applies as it emphasizes the importance of intrinsic motivation. I was motivated to contribute to the team project because I personally found value and meaning in the work, and it aligned with my own interests and goals.
(3) In terms of intangible rewards, recognition and feedback would have strengthened my motivation to contribute to my team's performance. Being acknowledged for my efforts and receiving constructive feedback would have made me feel valued and appreciated, which would in turn have motivated me to continue working hard. Additionally, opportunities for personal and professional growth, such as learning new skills or expanding my network, would have been valuable intangible rewards.
As for tangible rewards, financial incentives such as bonuses or scholarships could have influenced my motivation. While money is not the sole motivator, it can serve as a tangible recognition of my contributions and provide increased motivation. Other tangible rewards could include opportunities for advancement or gaining access to resources or opportunities that can enhance my future career prospects.