MBA505 | Business Psychology, Coaching and Mentoring |Personal Experience Essay
Introduction
Motivation is crucial in enabling an employee to achieve their full potential in the workplace. Bengt et al. (2022) show that motivation plays a leading role in employees’ performance and achievement of job requirements. My experience with job satisfaction and dissatisfaction attributes to the influence of motivation at the workplace. In this essay, I will analyse and apply three motivation theories in the context of job satisfaction and dissatisfaction. I will focus on three theories including McGregor’s theory X and Y, Herzberg’s dual factor theory, and self-determination theory. I will apply these theories to my job as a finance assistant at Telford Offshore. The primary objective of this essay is to discuss the application of motivation theories on job satisfaction based on my personal experience.
Discussion of job satisfaction/ dissatisfaction related to the three theories
Job satisfaction can be defined as the level of contentment employees feel with their job. McGregor’s theory X and Y provides two distinct characteristics of employees; it assumes that X people have an innate fear of jobs and avoid them where possible. Such people tend to rely on keeping a safe distance from responsibility and have little motivation (Ahmad, et al., 2021). On the other hand, McGregor’s theory assumes that Y people are intrinsically motivated and are ready to take on responsibilities. Based on this theory, Y people are more likely to be satisfied with their job since they do not need to be forced to work. The fear of work and reliance on other people’s guidance as exhibited by X people can attribute to job dissatisfaction.
Herzberg’s dual factor theory explains the factors that determine job satisfaction and dissatisfaction. According to this theory, satisfiers or motivation factors enhance employees’ satisfaction on the job. As asserted by Thant and Chang (2021), motivational factors include performance and achievement, recognition, personal growth, opportunities for advancement, and the work itself. Herzberg assumes that the availability of these factors will motivate employees, thus enhancing their job satisfaction. Hygiene factors or dissatisfies include salary, working conditions, the physical workspace, relationship with colleagues and supervisors, policies, and rules. Herzberg assumes that these factors can significantly influence job dissatisfaction in the workplace. With the identification of motivators and hygiene factors, the dual factor theory is essential in determining employees’ job satisfaction.
Self-determination theory is essential in understanding the influence of human behaviour on job satisfaction and performance. Chengwei (2022) asserts that self-determination theory views an individual’s motivation as a continuous spectrum, ranging from intrinsic motivation, different types of extrinsic motivation, and instrumental regulation. Chngwei found that in line with the expectations, psychological needs of autonomy and relatedness were positively related to intrinsic motivation. Hence, intrinsic motivation is essential in enabling an employee to meet their expectations at the workplace. Job satisfaction can be determined by the achievement of expectations and the psychological needs of autonomy and relatedness as assumed by the self-determination theory.
Description of my selected job
I worked as a finance assistant at Telford Offshore in Dubai, the company offers cost-effective construction and project management solutions in the oil and gas industry. The requirements of my job included good knowledge of accounting and bookkeeping procedures, familiarity with accounting software such as QuickBooks, attention to detail, an ability to identify numerical errors, and advanced MS Excel skills. These skills and requirements are significantly relevant for the performance of the job and fulfilling organisational requirements. In addition to these skills, my academic achievements and soft skills enabled me to perform the job effectively.
My responsibilities as the finance assistant included updating spreadsheets with daily transactions, tracking and reconciling bank statements, and creating cost analysis reports. Also, I complete multiple tasks including recording accounts payable and accounts receivables, participating in quarterly and annual audits, and providing administrative support during budget preparation. These roles enabled me to gain adequate experience in the workplace including teamwork and time management. With the availability of the different forms of motivation by the management of Telford Offshore, the working environment was conducive. However, my experience at the workplace was not exclusively positive. On some occasions, I felt dissatisfied with the job and this affected my performance.
Application and analysis of motivation theories and my experience in the selected job
My performance at Telford Offshore positively related to personal attributes. Some of the personal attributes that enabled me to work effectively include being happy to work on my initiative, being self-motivated, and being more involved in decision-making. Self-motivation enabled me to complete multiple tasks and meet deadlines despite the huge workload. Intrinsic motivation enabled me to work and assist the management in achieving the organisational goals. As a financial assistant, I enabled the organisation to track its finances, which is essential in decision-making. My intrinsic motivation can be linked to the assumptions of McGregor’s theory X and Y. Lawter et al. (2015) argue that type Y employees have a high level of encouragement, autonomy, responsibility, and intrinsic motivation. In line with Lawter et al.’s assertions, I can identify myself as a type Y employee. I was always ready to take responsibility and motivated to work without follow-up by the supervisor. More specifically, I enjoy taking ownership of my work and I tend to view work as fulfilling and challenging.
My intrinsic motivation can also be explained by the assumptions of self-determination theory. Based on the assumptions of self-determination theory, people are motivated to grow and change by three psychological needs including competence, connection, and autonomy. Giebe and Rigotti (2022) explain that the concept of intrinsic motivation or engaging in activities for the inherent reward plays an important role in self-determination theory. The need for growth and self-determination significantly impacted my behaviour at the workplace. I was always ready to take on new experiences and challenges to achieve my goals. It was interesting to take on new responsibilities and engage in different activities at the workplace. Since my job included different responsibilities, I enjoyed completing different tasks as a way of fulfilling my need for growth.
Even though the company provided a decent salary and other allowances, external motivations did not highly influence my performance on the job. As described by the self-motivation theory, internal sources of motivation such as a need to gain knowledge or independence impacted my performance on the job. Notably, the need to gain knowledge or independence not only enabled me to achieve my job satisfaction but also to enrol in an MBA. I believe that autonomous motivation is essential in achieving job satisfaction and independence; this is in line with the assertions by Meyer et al. (2022). Meyer et al. argue that motivational strength, autonomy, and external control are essential for the achievement of self-determination goals. Autonomy and high motivation strength enabled me to complete multiple tasks on the job. I enjoyed completing the tasks due to my intrinsic motivation and the need for professional growth.
Besides my intrinsic motivation, the job itself motivated me to work towards achieving organisational goals. Working as a finance assistant at Telford Offshore was a valuable opportunity to learn more about finance and accounting concepts. It was interesting to learn more about accounting software and the overall workplace experience. In addition to the job itself, the organisation presented opportunities for growth and advancement. Also, the organisation rewarded performance and achievement by recognising those who exemplary achieved the organisational objectives. These aspects are directly related to the motivation factors as illustrated in Herzberg’s dual factor theory. According to Herzberg’s theory, the availability of opportunities for growth and achievement motivates employees to achieve their potential (Bhatt et al., 2022). Considering the opportunities presented by the management of Telford Offshore, the job enabled me to achieve professional growth. It was motivating to work as a finance assistant due to the external recognition by the management and inclusion in decision-making. Involving employees in decision-making by the management of the organisation encouraged me to work towards achieving the organisational goals.
Despite the availability of opportunities to grow, the workload and some policies and rules of the organisation were not pleasing. On some occasions, the management provided short deadlines to complete huge tasks. It was not only tiresome but also exhausting to complete a large amount of work within a short period. With strict rules on time management, the organisation did not allow more time to complete tasks despite the workload. It was dissatisfying to work in such an environment despite the salary and physical workplace. I learned that working conditions play an important role in determining job satisfaction or dissatisfaction.
The large workload and short time frames attributed to job dissatisfaction, however, some of these factors were not persistent. As revealed by Bassett and Lloyd (2005), money and recognition are not the primary sources of motivation, however intrinsic motivation plays an important role. My intrinsic motivation enabled me to complete the tasks regardless of the huge workload and limited time.
Conclusion
I have learned that my experience as a finance assistant at Telford Offshore attributes to the assumptions of McGregor’s theory X and Y, Herzberg’s dual factor theory, and self-determination theory. One of the primary insights in this essay is that intrinsic motivation is essential for achieving job satisfaction. McGregor’s theories X and Y and self-determination theory emphasize the importance of intrinsic motivation in enabling employees to be satisfied with their work. My intrinsic motivation allowed me to complete tasks despite working conditions and organisational policies and rules. I have learned that the management plays a leading role in motivating employees, especially by focusing on motivators and hygiene factors in Herzberg’s dual factor theory.
References
Ahmad, M.,M.S.L.I.S., Khan, A., PhD. & Arshad, M. 2021, “Major theories of Job Satisfaction and their use in the field of Librarianship”, Library Philosophy and Practice, , pp. 1-17. https://www.proquest.com/docview/2603245429/638CE048BAC84DF6PQ/9
Bassett-Jones, N. & Lloyd, G.C. 2005, “Does Herzberg’s motivation theory have staying power?”, The Journal of Management Development, vol. 24, no. 10, pp. 929-943. https://www.proquest.com/docview/216356386/5DAB222EEFD64880PQ/6
Bengt, L., Ulfsdotter, E.Y. & Petra, A. 2022, “Motivating and Demotivating Effects of Performance-Related Pay in Swedish Public Sector Organizations”, Review of Public Personnel Administration, vol. 42, no. 3, pp. 444-463.
Bhatt, N., Chitranshi, J. & Mehta, M. 2022, “Testing Herzberg’s two factor theory on millennials”, Cardiometry, , no. 22, pp. 231-236. https://www.proquest.com/docview/2675713681/5DAB222EEFD64880PQ/1
Chengwei, X. 2022, “Work Motivation in the Public Service: A Scale Development Based on the Self-Determination Theory”, Sage Open, vol. 12, no. 2. https://journals.sagepub.com/doi/pdf/10.1177/21582440221091263
Giebe, C. & Rigotti, T. 2022, “Tenets of self-determination theory as a mechanism behind challenge demands: a within-person study”, Journal of Managerial Psychology, vol. 37, no. 5, pp. 480-497.
Lawter, L., Kopelman, R.E. & Prottas, D.J. 2015, “McGregor’s Theory X/Y and Job Performance: A Multilevel, Multi-source Analysis: JMI”, Journal of Managerial Issues, vol. 27, no. 1-4, pp. 84-101,7. https://www.proquest.com/docview/1756232048/473ACA6DABF749C0PQ/9
Meyer, J.P., Espinoza, J.A., Vaters, C., Anderson, B.K. & Beletski, L.V. 2022, “Motivational mindsets versus reasons for action: implications for the dimensionality debate in self-determination theory”, Motivation and Emotion, vol. 46, no. 4, pp. 486-507.
Thant, Z.M. & Chang, Y. 2021, “Determinants of Public Employee Job Satisfaction in Myanmar: Focus on Herzberg’s Two Factor Theory”, Public Organization Review, vol. 21, no. 1, pp. 157-175. https://www.proquest.com/docview/2495701438/B944344974AA461EPQ/1