Handy Discussion 4 psyc 648

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Oct 30, 2023

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Motivation is fabricated from several actions by a person to achieve a goal therefore the theory of goal setting can be established from motivation. I believe that when a person knows the direction that they are headed in and how much work it will take to get there then they begin to push themselves harder step by step to reach it. Spector (2021) speaks of motivation as having a desire to accomplish a goal. Moreover, people’s behavior is affected, and they acquire to attain the goal. When perspectives such as direction, intensity, and persistence take place, it sets an internal state that engages the person to have different levels of behavior defined as motivation to successfully complete their goals (Spector, 2021). In a remote workplace, most employees want to fulfill their highest potential and strive for things like good job performance, promotions, raises, and bonuses. They love to be awarded for job efficiently hard work and this performance comes from the fueling of their motivational behavior (Reizer et al., 2019). Edwin Locke discovered the goal-setting theory in the 1960’s but linked it to task performance. Most employees who work in organizations have the desire to do what it takes to help that organization become successful. It is with full consideration that all organizations have plans based off goals (Spector, 2021). Goal setting is very important in a remote environment because upper management will thrive when they use many different practical ways of goal setting to motivate their remote employees. However, if a remote employee is not motivated by their leaders, they will struggle to reach high heights to perform a goal, they will have a low commitment level to that goal which lowers their work performance. Furthermore, their lack of motivation will cause them to struggle as well as their leaders. Moreover, this will lead to remote workers having bad behavior habits, lack of trust, and even dissatisfaction of wanting to remain a part of the organization. So, it is very important for leaders to have a goal setting plan set out for their remote workers because if not then there will be no motivational direction of where the remote workers are heading to become successful. On the other hand, remote employees thrive when they are committed to performing work goals, they have higher actions of job performance, and motivational behavior abilities. Also, leaders will begin to thrive in organizations because they will be able to satisfy their remote workers by using actions to promote raises, bonuses, awards, and promotions to their remote employees (Schmidt, 2019). Some unique challenges that need more attention are diversity, technology, and communication. Before the pandemic, companies did not support remote work and most companies did not allow it but now it is widely available without any thought whatsoever. Now, organizations are more widely diverse therefore attitudes are misjudged due to lack of understanding different backgrounds of workers, so organizations should focus more research and attention on the relationship between diversity and motivation. Furthermore, technology is rising, and the use of Al and automation has caused workload to increase or decrease, also remote workers are fearing that their job security is in jeopardy therefore future research can focus more on how technology impacts motivation. Lastly, communication needs more attention because it can either make or break the motivation of all workers, the need for more face-to-face interactions can show the effectiveness of how this traditional strategy has maintained high levels of motivations of workers. Future research can focus more attention on the different forms of communication as it relates to employee motivation (Reizer et al., 2019).
References Reizer, A., Brender-Ilan, Y., & Sheaffer, Z. (2019). Employee motivation, emotions, and performance: a longitudinal diary study. [Employee motivation, emotions, and performance] Journal of Managerial Psychology, 34 (6), 415-428. https://doi.org/10.1108/JMP-07-2018-0299 Schmidt, G. B. (2019). The need for goal-setting theory and motivation constructs in Lean management. Industrial and Organizational Psychology, 12 (3), 251-254. https://doi.org/10.1017/iop.2019.48 Spector, P. E. (2021). Industrial and organizational psychology: Research and practice (8th ed.). Wiley. ISBN: 9781119805311.
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