Motivation Article Summary

While surfing the internet, there are many forms of advertising or flashy animation that may appear in an attempt to evoke one to click to explore further. This exemplifies the initiation of motivation, as defined by K. and P. Shaw as a need stimulated by urgency leading to the “creation of tension, which urges the person to forget everything else and cater to the aroused need first” (n.d.). Internet advertising can be so flashy and annoying; however, that one may choose to ignore what may have been compelling information to that individual, if only another motivational tactic had been applied. The way individuals are motivated to act is different from one person to another. Therefore, understanding what type of motivation compels one to perform any desired task can greatly improve any business. Professionals in the marketing and communication field can especially benefit from investigating related articles, such as K. and P. Shaw’s Motivation, to learn how to access the basis of motivation in a perspective customer.


There are seven types of motivation described in the article Motivation. Among these motivation types are the following: Achievement, Affiliation, Competence, Power, Attitude, Incentive, and Fear (Shaw, n.d.). The definition of each motivation type can expose one’s own or other individual’s basis for action. In relation to my motivational type, I would classify myself as being motivated by a combination of “Achievement Motivation” (Shaw, n.d.), and “Incentive Motivation” (Shaw, n.d.). I wish, in the words of Shaw on Achievement Motivation, “to achieve objectives and advance up the ladder of success” (n.d.). I know that this does not guarantee a pay raise or a higher position, however, I agree that the “accomplishment is important for its own sake” (Shaw, n.d.). My motivation to earn my master’s degree is not only to have the intrinsically gratifying experience of achievement; I also know that I have a very good chance of reaping great financial benefit which would maintain that my motivation is of the Incentive type. In addition to the seven types of motivation that can be helpful in determining proper motivational strategies, Shaw outlines fourteen theories of motivation that can be studied in order to develop one’s own definition of motivation.


Among these theories, Jeremy Bentham’s age-old “The carrot and the stick approach,” outlined by Shaw, was particularly applicable to a professional situation for me. In the words of Shaw, Bentham’s theory maintains, “whether managers are first-level supervisors or chief executives, the power of their position to give or withhold rewards or impose penalties of various kinds gives them an ability to control, to a very great extent, the economic and social well-being of their subordinates” (n.d.). This theory can be demonstrated by a situational event I incurred in my work experience. I held a position as project manager for a very small new media, interactive company. The company had a culture revolving around having minimal hierarchy between positions. The CEO believed that everyone, regardless of position, should be equal. This meant that no one was able to discipline, or in this case, motivate. This “low context” (Barrett, 2008) culture created an adverse situation for anyone in a managerial position. In my situation, my subordinates would come in to work, several hours late everyday without punishment. They did not have any incentive, or “carrot” (as cited by Shaw, n.d.) to be on time, nor punishment, or “Stick” (as sited by Shaw, n.d.) for tardiness. Employing management without authority disabled productivity, and it did create the tension necessary for me to be motivated to search and obtain a position elsewhere. Shaw would refer to the motivation I experienced to depart from the company as “Power Motivation” (Shaw, n.d.), defined as “the drive to influence people and change situations” (Shaw, n.d.). I knew that I could not make an impact on my subordinate employees or on the company’s bottom-line, so I was motivated to leave.


K. and P. Shaw conclude Motivation with seven suggested ways to be “A Motivating Manager” (n.d.). These ideas, stated by Shaw, include the following: “Treat staff well,” “Think like a winner,” “Recognize the difference,” “Set realistic goals,” “Prevent Demotivation,” “Job-financial enrichment and small job changes are handy,” and “Non-financial rewards” (n.d). Shaw’s Motivation can help communication and marketing professionals, as well as managers, better understand the complexity of motivation, while fostering knowledge of the importance of using the proper type of motivational method for productivity in individuals.

References

Shah, K. & Shaw, P. (n.d.) Motivation. Retrieved October 3, 2007, from http://www.laynetworks.com/Motivation.html.

Barrett, D. J. (2008). Developing emotional intelligence and cultural literacy to strengthen leadership communication. Leadership communication (pp. 222 – 234). New York: McGraw- Hill/Irwin.

Hamilton, Cheryl (2008). Effective Listening. Communicating for results: A guide for business

and the professions. Eighth edition. (pp. 101-103). Belmont, CA: Thomson Wadsworth.