motivational essay about work

The Science of Improving Motivation at Work

The topic of employee motivation can be quite daunting for managers, leaders, and human resources professionals.

Organizations that provide their members with meaningful, engaging work not only contribute to the growth of their bottom line, but also create a sense of vitality and fulfillment that echoes across their organizational cultures and their employees’ personal lives.

“An organization’s ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage.”

In the context of work, an understanding of motivation can be applied to improve employee productivity and satisfaction; help set individual and organizational goals; put stress in perspective; and structure jobs so that they offer optimal levels of challenge, control, variety, and collaboration.

This article demystifies motivation in the workplace and presents recent findings in organizational behavior that have been found to contribute positively to practices of improving motivation and work life.

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This Article Contains:

Motivation in the workplace, motivation theories in organizational behavior, employee motivation strategies, motivation and job performance, leadership and motivation, motivation and good business, a take-home message.

Motivation in the workplace has been traditionally understood in terms of extrinsic rewards in the form of compensation, benefits, perks, awards, or career progression.

With today’s rapidly evolving knowledge economy, motivation requires more than a stick-and-carrot approach. Research shows that innovation and creativity, crucial to generating new ideas and greater productivity, are often stifled when extrinsic rewards are introduced.

Daniel Pink (2011) explains the tricky aspect of external rewards and argues that they are like drugs, where more frequent doses are needed more often. Rewards can often signal that an activity is undesirable.

Interesting and challenging activities are often rewarding in themselves. Rewards tend to focus and narrow attention and work well only if they enhance the ability to do something intrinsically valuable. Extrinsic motivation is best when used to motivate employees to perform routine and repetitive activities but can be detrimental for creative endeavors.

Anticipating rewards can also impair judgment and cause risk-seeking behavior because it activates dopamine. We don’t notice peripheral and long-term solutions when immediate rewards are offered. Studies have shown that people will often choose the low road when chasing after rewards because addictive behavior is short-term focused, and some may opt for a quick win.

Pink (2011) warns that greatness and nearsightedness are incompatible, and seven deadly flaws of rewards are soon to follow. He found that anticipating rewards often has undesirable consequences and tends to:

• Extinguish intrinsic motivation
• Decrease performance
• Encourage cheating
• Decrease creativity
• Crowd out good behavior
• Become addictive
• Foster short-term thinking

Pink (2011) suggests that we should reward only routine tasks to boost motivation and provide rationale, acknowledge that some activities are boring, and allow people to complete the task their way. When we increase variety and mastery opportunities at work, we increase motivation.

Rewards should be given only after the task is completed, preferably as a surprise, varied in frequency, and alternated between tangible rewards and praise. Providing information and meaningful, specific feedback about the effort (not the person) has also been found to be more effective than material rewards for increasing motivation (Pink, 2011).

They have shaped the landscape of our understanding of organizational behavior and our approaches to employee motivation. We discuss a few of the most frequently applied theories of motivation in organizational behavior.

Herzberg’s two-factor theory

Frederick Herzberg’s (1959) two-factor theory of motivation, also known as dual-factor theory or motivation-hygiene theory, was a result of a study that analyzed responses of 200 accountants and engineers who were asked about their positive and negative feelings about their work. Herzberg (1959) concluded that two major factors influence employee motivation and satisfaction with their jobs:

• Motivator factors, which can motivate employees to work harder and lead to on-the-job satisfaction, including experiences of greater engagement in and enjoyment of the work, feelings of recognition, and a sense of career progression
• Hygiene factors, which can potentially lead to dissatisfaction and a lack of motivation if they are absent, such as adequate compensation, effective company policies, comprehensive benefits, or good relationships with managers and coworkers

Herzberg (1959) maintained that while motivator and hygiene factors both influence motivation, they appeared to work entirely independently of each other. He found that motivator factors increased employee satisfaction and motivation, but the absence of these factors didn’t necessarily cause dissatisfaction.

Likewise, the presence of hygiene factors didn’t appear to increase satisfaction and motivation, but their absence caused an increase in dissatisfaction. It is debatable whether his theory would hold true today outside of blue-collar industries, particularly among younger generations, who may be looking for meaningful work and growth.

Maslow’s hierarchy of needs

Abraham Maslow’s hierarchy of needs theory proposed that employees become motivated along a continuum of needs from basic physiological needs to higher level psychological needs for growth and self-actualization . The hierarchy was originally conceptualized into five levels:

• Physiological needs that must be met for a person to survive, such as food, water, and shelter
• Safety needs that include personal and financial security, health, and wellbeing
• Belonging needs for friendships, relationships, and family
• Esteem needs that include feelings of confidence in the self and respect from others
• Self-actualization needs that define the desire to achieve everything we possibly can and realize our full potential

According to the hierarchy of needs, we must be in good health, safe, and secure with meaningful relationships and confidence before we can reach for the realization of our full potential.

For a full discussion of other theories of psychological needs and the importance of need satisfaction, see our article on How to Motivate .

Hawthorne effect

The Hawthorne effect, named after a series of social experiments on the influence of physical conditions on productivity at Western Electric’s factory in Hawthorne, Chicago, in the 1920s and 30s, was first described by Henry Landsberger in 1958 after he noticed some people tended to work harder and perform better when researchers were observing them.

Although the researchers changed many physical conditions throughout the experiments, including lighting, working hours, and breaks, increases in employee productivity were more significant in response to the attention being paid to them, rather than the physical changes themselves.

Today the Hawthorne effect is best understood as a justification for the value of providing employees with specific and meaningful feedback and recognition. It is contradicted by the existence of results-only workplace environments that allow complete autonomy and are focused on performance and deliverables rather than managing employees.

Expectancy theory

Expectancy theory proposes that we are motivated by our expectations of the outcomes as a result of our behavior and make a decision based on the likelihood of being rewarded for that behavior in a way that we perceive as valuable.

For example, an employee may be more likely to work harder if they have been promised a raise than if they only assumed they might get one.

Expectancy theory posits that three elements affect our behavioral choices:

• Expectancy is the belief that our effort will result in our desired goal and is based on our past experience and influenced by our self-confidence and anticipation of how difficult the goal is to achieve.
• Instrumentality is the belief that we will receive a reward if we meet performance expectations.
• Valence is the value we place on the reward.

Expectancy theory tells us that we are most motivated when we believe that we will receive the desired reward if we hit an achievable and valued target, and least motivated if we do not care for the reward or do not believe that our efforts will result in the reward.

Three-dimensional theory of attribution

Attribution theory explains how we attach meaning to our own and other people’s behavior and how the characteristics of these attributions can affect future motivation.

Bernard Weiner’s three-dimensional theory of attribution proposes that the nature of the specific attribution, such as bad luck or not working hard enough, is less important than the characteristics of that attribution as perceived and experienced by the individual. According to Weiner, there are three main characteristics of attributions that can influence how we behave in the future:

Stability is related to pervasiveness and permanence; an example of a stable factor is an employee believing that they failed to meet the expectation because of a lack of support or competence. An unstable factor might be not performing well due to illness or a temporary shortage of resources.

“There are no secrets to success. It is the result of preparation, hard work, and learning from failure.”

Colin Powell

According to Weiner, stable attributions for successful achievements can be informed by previous positive experiences, such as completing the project on time, and can lead to positive expectations and higher motivation for success in the future. Adverse situations, such as repeated failures to meet the deadline, can lead to stable attributions characterized by a sense of futility and lower expectations in the future.

Locus of control describes a perspective about the event as caused by either an internal or an external factor. For example, if the employee believes it was their fault the project failed, because of an innate quality such as a lack of skills or ability to meet the challenge, they may be less motivated in the future.

If they believe an external factor was to blame, such as an unrealistic deadline or shortage of staff, they may not experience such a drop in motivation.

Controllability defines how controllable or avoidable the situation was. If an employee believes they could have performed better, they may be less motivated to try again in the future than someone who believes that factors outside of their control caused the circumstances surrounding the setback.

Theory X and theory Y

Douglas McGregor proposed two theories to describe managerial views on employee motivation: theory X and theory Y. These views of employee motivation have drastically different implications for management.

He divided leaders into those who believe most employees avoid work and dislike responsibility (theory X managers) and those who say that most employees enjoy work and exert effort when they have control in the workplace (theory Y managers).

To motivate theory X employees, the company needs to push and control their staff through enforcing rules and implementing punishments.

Theory Y employees, on the other hand, are perceived as consciously choosing to be involved in their work. They are self-motivated and can exert self-management, and leaders’ responsibility is to create a supportive environment and develop opportunities for employees to take on responsibility and show creativity.

Theory X is heavily informed by what we know about intrinsic motivation and the role that the satisfaction of basic psychological needs plays in effective employee motivation.

Taking theory X and theory Y as a starting point, theory Z was developed by Dr. William Ouchi. The theory combines American and Japanese management philosophies and focuses on long-term job security, consensual decision making, slow evaluation and promotion procedures, and individual responsibility within a group context.

Its noble goals include increasing employee loyalty to the company by providing a job for life, focusing on the employee’s wellbeing, and encouraging group work and social interaction to motivate employees in the workplace.

There are several implications of these numerous theories on ways to motivate employees. They vary with whatever perspectives leadership ascribes to motivation and how that is cascaded down and incorporated into practices, policies, and culture.

The effectiveness of these approaches is further determined by whether individual preferences for motivation are considered. Nevertheless, various motivational theories can guide our focus on aspects of organizational behavior that may require intervening.

Herzberg’s two-factor theory , for example, implies that for the happiest and most productive workforce, companies need to work on improving both motivator and hygiene factors.

The theory suggests that to help motivate employees, the organization must ensure that everyone feels appreciated and supported, is given plenty of specific and meaningful feedback, and has an understanding of and confidence in how they can grow and progress professionally.

To prevent job dissatisfaction, companies must make sure to address hygiene factors by offering employees the best possible working conditions, fair pay, and supportive relationships.

Maslow’s hierarchy of needs , on the other hand, can be used to transform a business where managers struggle with the abstract concept of self-actualization and tend to focus too much on lower level needs. Chip Conley, the founder of the Joie de Vivre hotel chain and head of hospitality at Airbnb, found one way to address this dilemma by helping his employees understand the meaning of their roles during a staff retreat.

In one exercise, he asked groups of housekeepers to describe themselves and their job responsibilities by giving their group a name that reflects the nature and the purpose of what they were doing. They came up with names such as “The Serenity Sisters,” “The Clutter Busters,” and “The Peace of Mind Police.”

These designations provided a meaningful rationale and gave them a sense that they were doing more than just cleaning, instead “creating a space for a traveler who was far away from home to feel safe and protected” (Pattison, 2010). By showing them the value of their roles, Conley enabled his employees to feel respected and motivated to work harder.

The Hawthorne effect studies and Weiner’s three-dimensional theory of attribution have implications for providing and soliciting regular feedback and praise. Recognizing employees’ efforts and providing specific and constructive feedback in the areas where they can improve can help prevent them from attributing their failures to an innate lack of skills.

Praising employees for improvement or using the correct methodology, even if the ultimate results were not achieved, can encourage them to reframe setbacks as learning opportunities. This can foster an environment of psychological safety that can further contribute to the view that success is controllable by using different strategies and setting achievable goals .

Theories X, Y, and Z show that one of the most impactful ways to build a thriving organization is to craft organizational practices that build autonomy, competence, and belonging. These practices include providing decision-making discretion, sharing information broadly, minimizing incidents of incivility, and offering performance feedback.

Being told what to do is not an effective way to negotiate. Having a sense of autonomy at work fuels vitality and growth and creates environments where employees are more likely to thrive when empowered to make decisions that affect their work.

Feedback satisfies the psychological need for competence. When others value our work, we tend to appreciate it more and work harder. Particularly two-way, open, frequent, and guided feedback creates opportunities for learning.

Frequent and specific feedback helps people know where they stand in terms of their skills, competencies, and performance, and builds feelings of competence and thriving. Immediate, specific, and public praise focusing on effort and behavior and not traits is most effective. Positive feedback energizes employees to seek their full potential.

Lack of appreciation is psychologically exhausting, and studies show that recognition improves health because people experience less stress. In addition to being acknowledged by their manager, peer-to-peer recognition was shown to have a positive impact on the employee experience (Anderson, 2018). Rewarding the team around the person who did well and giving more responsibility to top performers rather than time off also had a positive impact.

Stop trying to motivate your employees – Kerry Goyette

Other approaches to motivation at work include those that focus on meaning and those that stress the importance of creating positive work environments.

Meaningful work is increasingly considered to be a cornerstone of motivation. In some cases, burnout is not caused by too much work, but by too little meaning. For many years, researchers have recognized the motivating potential of task significance and doing work that affects the wellbeing of others.

All too often, employees do work that makes a difference but never have the chance to see or to meet the people affected. Research by Adam Grant (2013) speaks to the power of long-term goals that benefit others and shows how the use of meaning to motivate those who are not likely to climb the ladder can make the job meaningful by broadening perspectives.

Creating an upbeat, positive work environment can also play an essential role in increasing employee motivation and can be accomplished through the following:

• Encouraging teamwork and sharing ideas
• Providing tools and knowledge to perform well
• Eliminating conflict as it arises
• Giving employees the freedom to work independently when appropriate
• Helping employees establish professional goals and objectives and aligning these goals with the individual’s self-esteem
• Making the cause and effect relationship clear by establishing a goal and its reward
• Offering encouragement when workers hit notable milestones
• Celebrating employee achievements and team accomplishments while avoiding comparing one worker’s achievements to those of others
• Offering the incentive of a profit-sharing program and collective goal setting and teamwork
• Soliciting employee input through regular surveys of employee satisfaction
• Providing professional enrichment through providing tuition reimbursement and encouraging employees to pursue additional education and participate in industry organizations, skills workshops, and seminars
• Motivating through curiosity and creating an environment that stimulates employee interest to learn more
• Using cooperation and competition as a form of motivation based on individual preferences

Sometimes, inexperienced leaders will assume that the same factors that motivate one employee, or the leaders themselves, will motivate others too. Some will make the mistake of introducing de-motivating factors into the workplace, such as punishment for mistakes or frequent criticism, but negative reinforcement rarely works and often backfires.

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There are several positive psychology interventions that can be used in the workplace to improve important outcomes, such as reduced job stress and increased motivation, work engagement, and job performance. Numerous empirical studies have been conducted in recent years to verify the effects of these interventions.

Psychological capital interventions

Psychological capital interventions are associated with a variety of work outcomes that include improved job performance, engagement, and organizational citizenship behaviors (Avey, 2014; Luthans & Youssef-Morgan 2017). Psychological capital refers to a psychological state that is malleable and open to development and consists of four major components:

• Self-efficacy and confidence in our ability to succeed at challenging work tasks
• Optimism and positive attributions about the future of our career or company
• Hope and redirecting paths to work goals in the face of obstacles
• Resilience in the workplace and bouncing back from adverse situations (Luthans & Youssef-Morgan, 2017)

Job crafting interventions

Job crafting interventions – where employees design and have control over the characteristics of their work to create an optimal fit between work demands and their personal strengths – can lead to improved performance and greater work engagement (Bakker, Tims, & Derks, 2012; van Wingerden, Bakker, & Derks, 2016).

The concept of job crafting is rooted in the jobs demands–resources theory and suggests that employee motivation, engagement, and performance can be influenced by practices such as (Bakker et al., 2012):

• Attempts to alter social job resources, such as feedback and coaching
• Structural job resources, such as opportunities to develop at work
• Challenging job demands, such as reducing workload and creating new projects

Job crafting is a self-initiated, proactive process by which employees change elements of their jobs to optimize the fit between their job demands and personal needs, abilities, and strengths (Wrzesniewski & Dutton, 2001).

Today’s motivation research shows that participation is likely to lead to several positive behaviors as long as managers encourage greater engagement, motivation, and productivity while recognizing the importance of rest and work recovery.

One key factor for increasing work engagement is psychological safety (Kahn, 1990). Psychological safety allows an employee or team member to engage in interpersonal risk taking and refers to being able to bring our authentic self to work without fear of negative consequences to self-image, status, or career (Edmondson, 1999).

When employees perceive psychological safety, they are less likely to be distracted by negative emotions such as fear, which stems from worrying about controlling perceptions of managers and colleagues.

Dealing with fear also requires intense emotional regulation (Barsade, Brief, & Spataro, 2003), which takes away from the ability to fully immerse ourselves in our work tasks. The presence of psychological safety in the workplace decreases such distractions and allows employees to expend their energy toward being absorbed and attentive to work tasks.

Effective structural features, such as coaching leadership and context support, are some ways managers can initiate psychological safety in the workplace (Hackman, 1987). Leaders’ behavior can significantly influence how employees behave and lead to greater trust (Tyler & Lind, 1992).

Supportive, coaching-oriented, and non-defensive responses to employee concerns and questions can lead to heightened feelings of safety and ensure the presence of vital psychological capital.

Another essential factor for increasing work engagement and motivation is the balance between employees’ job demands and resources.

Job demands can stem from time pressures, physical demands, high priority, and shift work and are not necessarily detrimental. High job demands and high resources can both increase engagement, but it is important that employees perceive that they are in balance, with sufficient resources to deal with their work demands (Crawford, LePine, & Rich, 2010).

Challenging demands can be very motivating, energizing employees to achieve their goals and stimulating their personal growth. Still, they also require that employees be more attentive and absorbed and direct more energy toward their work (Bakker & Demerouti, 2014).

Unfortunately, when employees perceive that they do not have enough control to tackle these challenging demands, the same high demands will be experienced as very depleting (Karasek, 1979).

This sense of perceived control can be increased with sufficient resources like managerial and peer support and, like the effects of psychological safety, can ensure that employees are not hindered by distraction that can limit their attention, absorption, and energy.

The job demands–resources occupational stress model suggests that job demands that force employees to be attentive and absorbed can be depleting if not coupled with adequate resources, and shows how sufficient resources allow employees to sustain a positive level of engagement that does not eventually lead to discouragement or burnout (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001).

And last but not least, another set of factors that are critical for increasing work engagement involves core self-evaluations and self-concept (Judge & Bono, 2001). Efficacy, self-esteem, locus of control, identity, and perceived social impact may be critical drivers of an individual’s psychological availability, as evident in the attention, absorption, and energy directed toward their work.

Self-esteem and efficacy are enhanced by increasing employees’ general confidence in their abilities, which in turn assists in making them feel secure about themselves and, therefore, more motivated and engaged in their work (Crawford et al., 2010).

Social impact, in particular, has become increasingly important in the growing tendency for employees to seek out meaningful work. One such example is the MBA Oath created by 25 graduating Harvard business students pledging to lead professional careers marked with integrity and ethics:

The MBA oath

“As a business leader, I recognize my role in society.

My purpose is to lead people and manage resources to create value that no single individual can create alone.

My decisions affect the well-being of individuals inside and outside my enterprise, today and tomorrow. Therefore, I promise that:

• I will manage my enterprise with loyalty and care, and will not advance my personal interests at the expense of my enterprise or society.
• I will understand and uphold, in letter and spirit, the laws and contracts governing my conduct and that of my enterprise.
• I will refrain from corruption, unfair competition, or business practices harmful to society.
• I will protect the human rights and dignity of all people affected by my enterprise, and I will oppose discrimination and exploitation.
• I will protect the right of future generations to advance their standard of living and enjoy a healthy planet.
• I will report the performance and risks of my enterprise accurately and honestly.
• I will invest in developing myself and others, helping the management profession continue to advance and create sustainable and inclusive prosperity.

In exercising my professional duties according to these principles, I recognize that my behavior must set an example of integrity, eliciting trust, and esteem from those I serve. I will remain accountable to my peers and to society for my actions and for upholding these standards. This oath, I make freely, and upon my honor.”

Job crafting is the process of personalizing work to better align with one’s strengths, values, and interests (Tims & Bakker, 2010).

Any job, at any level can be ‘crafted,’ and a well-crafted job offers more autonomy, deeper engagement and improved overall wellbeing.

There are three types of job crafting:

• Task crafting involves adding or removing tasks, spending more or less time on certain tasks, or redesigning tasks so that they better align with your core strengths (Berg et al., 2013).
• Relational crafting includes building, reframing, and adapting relationships to foster meaningfulness (Berg et al., 2013).
• Cognitive crafting defines how we think about our jobs, including how we perceive tasks and the meaning behind them.

If you would like to guide others through their own unique job crafting journey, our set of Job Crafting Manuals (PDF) offer a ready-made 7-session coaching trajectory.

Prosocial motivation is an important driver behind many individual and collective accomplishments at work.

It is a strong predictor of persistence, performance, and productivity when accompanied by intrinsic motivation. Prosocial motivation was also indicative of more affiliative citizenship behaviors when it was accompanied by motivation toward impression management motivation and was a stronger predictor of job performance when managers were perceived as trustworthy (Ciulla, 2000).

On a day-to-day basis most jobs can’t fill the tall order of making the world better, but particular incidents at work have meaning because you make a valuable contribution or you are able to genuinely help someone in need.

J. B. Ciulla

Prosocial motivation was shown to enhance the creativity of intrinsically motivated employees, the performance of employees with high core self-evaluations, and the performance evaluations of proactive employees. The psychological mechanisms that enable this are the importance placed on task significance, encouraging perspective taking, and fostering social emotions of anticipated guilt and gratitude (Ciulla, 2000).

Some argue that organizations whose products and services contribute to positive human growth are examples of what constitutes good business (Csíkszentmihályi, 2004). Businesses with a soul are those enterprises where employees experience deep engagement and develop greater complexity.

In these unique environments, employees are provided opportunities to do what they do best. In return, their organizations reap the benefits of higher productivity and lower turnover, as well as greater profit, customer satisfaction, and workplace safety. Most importantly, however, the level of engagement, involvement, or degree to which employees are positively stretched contributes to the experience of wellbeing at work (Csíkszentmihályi, 2004).

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Daniel Pink (2011) argues that when it comes to motivation, management is the problem, not the solution, as it represents antiquated notions of what motivates people. He claims that even the most sophisticated forms of empowering employees and providing flexibility are no more than civilized forms of control.

He gives an example of companies that fall under the umbrella of what is known as results-only work environments (ROWEs), which allow all their employees to work whenever and wherever they want as long their work gets done.

Valuing results rather than face time can change the cultural definition of a successful worker by challenging the notion that long hours and constant availability signal commitment (Kelly, Moen, & Tranby, 2011).

Studies show that ROWEs can increase employees’ control over their work schedule; improve work–life fit; positively affect employees’ sleep duration, energy levels, self-reported health, and exercise; and decrease tobacco and alcohol use (Moen, Kelly, & Lam, 2013; Moen, Kelly, Tranby, & Huang, 2011).

Perhaps this type of solution sounds overly ambitious, and many traditional working environments are not ready for such drastic changes. Nevertheless, it is hard to ignore the quickly amassing evidence that work environments that offer autonomy, opportunities for growth, and pursuit of meaning are good for our health, our souls, and our society.

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Related reading: Motivation in Education: What It Takes to Motivate Our Kids

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Good and helpful study thank you. It will help achieving goals for my clients. Thank you for this information

A lot of data is really given. Validation is correct. The next step is the exchange of knowledge in order to create an optimal model of motivation.

A good article, thank you for sharing. The views and work by the likes of Daniel Pink, Dan Ariely, Barry Schwartz etc have really got me questioning and reflecting on my own views on workplace motivation. There are far too many organisations and leaders who continue to rely on hedonic principles for motivation (until recently, myself included!!). An excellent book which shares these modern views is ‘Primed to Perform’ by Doshi and McGregor (2015). Based on the earlier work of Deci and Ryan’s self determination theory the book explores the principle of ‘why people work, determines how well they work’. A easy to read and enjoyable book that offers a very practical way of applying in the workplace.

Thanks for mentioning that. Sounds like a good read.

All the best, Annelé

Motivation – a piece of art every manager should obtain and remember by heart and continue to embrace.

Exceptionally good write-up on the subject applicable for personal and professional betterment. Simplified theorem appeals to think and learn at least one thing that means an inspiration to the reader. I appreciate your efforts through this contributive work.

Excelente artículo sobre motivación. Me inspira. Gracias

Very helpful for everyone studying motivation right now! It’s brilliant the way it’s witten and also brought to the reader. Thank you.

Such a brilliant piece! A super coverage of existing theories clearly written. It serves as an excellent overview (or reminder for those of us who once knew the older stuff by heart!) Thank you!

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Essays About Work: 7 Examples and 8 Prompts

If you want to write well-researched essays about work, check out our guide of helpful essay examples and writing prompts for this topic.

Whether employed or self-employed, we all need to work to earn a living. Work could provide a source of purpose for some but also stress for many. The causes of stress could be an unmanageable workload, low pay, slow career development, an incompetent boss, and companies that do not care about your well-being.  Essays about work  can help us understand how to achieve a work/life balance for long-term happiness.

Work can still be a happy place to develop essential skills such as leadership and teamwork. If we adopt the right mindset, we can focus on situations we can improve and avoid stressing ourselves over situations we have no control over. We should also be free to speak up against workplace issues and abuses to defend our labor rights. Check out our  essay writing topics  for more.

5 Examples of Essays About Work

1.  when the future of work means always looking for your next job by bruce horovitz, 2. ‘quiet quitting’ isn’t the solution for burnout by rebecca vidra, 3. the science of why we burn out and don’t have to by joe robinson , 4. how to manage your career in a vuca world by murali murthy, 5. the challenges of regulating the labor market in developing countries by gordon betcherman, 6. creating the best workplace on earth by rob goffee and gareth jones, 7. employees seek personal value and purpose at work. be prepared to deliver by jordan turner, 8 writing prompts on essays about work, 1. a dream work environment, 2. how is school preparing you for work, 3. the importance of teamwork at work, 4. a guide to find work for new graduates, 5. finding happiness at work, 6. motivating people at work, 7. advantages and disadvantages of working from home, 8. critical qualities you need to thrive at work.

“For a host of reasons—some for a higher salary, others for improved benefits, and many in search of better company culture—America’s workforce is constantly looking for its next gig.”

A perennial search for a job that fulfills your sense of purpose has been an emerging trend in the work landscape in recent years. Yet, as human resource managers scramble to minimize employee turnover, some still believe there will still be workers who can exit a company through a happy retirement. You might also be interested in these  essays about unemployment .

“…[L]et’s creatively collaborate on ways to re-establish our own sense of value in our institutions while saying yes only to invitations that nourish us instead of sucking up more of our energy.”

Quiet quitting signals more profound issues underlying work, such as burnout or the bosses themselves. It is undesirable in any workplace, but to have it in school, among faculty members, spells doom as the future of the next generation is put at stake. In this essay, a teacher learns how to keep from burnout and rebuild a sense of community that drew her into the job in the first place.

“We don’t think about managing the demands that are pushing our buttons, we just keep reacting to them on autopilot on a route I call the burnout treadmill. Just keep going until the paramedics arrive.”

Studies have shown the detrimental health effects of stress on our mind, emotions and body. Yet we still willingly take on the treadmill to stress, forgetting our boundaries and wellness. It is time to normalize seeking help from our superiors to resolve burnout and refuse overtime and heavy workloads.

“As we start to emerge from the pandemic, today’s workplace demands a different kind of VUCA career growth. One that’s Versatile, Uplifting, Choice-filled and Active.”

The only thing constant in work is change. However, recent decades have witnessed greater work volatility where tech-oriented people and creative minds flourish the most. The essay provides tips for applying at work daily to survive and even thrive in the VUCA world. You might also be interested in these  essays about motivation .

“Ultimately, the biggest challenge in regulating labor markets in developing countries is what to do about the hundreds of millions of workers (or even more) who are beyond the reach of formal labor market rules and social protections.”

The challenge in regulating work is balancing the interest of employees to have dignified work conditions and for employers to operate at the most reasonable cost. But in developing countries, the difficulties loom larger, with issues going beyond equal pay to universal social protection coverage and monitoring employers’ compliance.

“Suppose you want to design the best company on earth to work for. What would it be like? For three years, we’ve been investigating this question by asking hundreds of executives in surveys and in seminars all over the world to describe their ideal organization.”

If you’ve ever wondered what would make the best workplace, you’re not alone. In this essay, Jones looks at how employers can create a better workplace for employees by using surveys and interviews. The writer found that individuality and a sense of support are key to creating positive workplace environments where employees are comfortable.

“Bottom line: People seek purpose in their lives — and that includes work. The more an employer limits those things that create this sense of purpose, the less likely employees will stay at their positions.”

In this essay, Turner looks at how employees seek value in the workplace. This essay dives into how, as humans, we all need a purpose. If we can find purpose in our work, our overall happiness increases. So, a value and purpose-driven job role can create a positive and fruitful work environment for both workers and employers.

In this essay, talk about how you envision yourself as a professional in the future. You can be as creative as to describe your workplace, your position, and your colleagues’ perception of you. Next, explain why this is the line of work you dream of and what you can contribute to society through this work. Finally, add what learning programs you’ve signed up for to prepare your skills for your dream job. For more, check out our list of simple essays topics for intermediate writers .

For your essay, look deeply into how your school prepares the young generation to be competitive in the future workforce. If you want to go the extra mile, you can interview students who have graduated from your school and are now professionals. Ask them about the programs or practices in your school that they believe have helped mold them better at their current jobs.

In a workplace where colleagues compete against each other, leaders could find it challenging to cultivate a sense of cooperation and teamwork. So, find out what creative activities companies can undertake to encourage teamwork across teams and divisions. For example, regular team-building activities help strengthen professional bonds while assisting workers to recharge their minds.

Finding a job after receiving your undergraduate diploma can be full of stress, pressure, and hard work. Write an essay that handholds graduate students in drafting their resumes and preparing for an interview. You may also recommend the top job market platforms that match them with their dream work. You may also ask recruitment experts for tips on how graduates can make a positive impression in job interviews.

Creating a fun and happy workplace may seem impossible. But there has been a flurry of efforts in the corporate world to keep workers happy. Why? To make them more productive. So, for your essay, gather research on what practices companies and policy-makers should adopt to help workers find meaning in their jobs. For example, how often should salary increases occur? You may also focus on what drives people to quit jobs that raise money. If it’s not the financial package that makes them satisfied, what does? Discuss these questions with your readers for a compelling essay.

Motivation could scale up workers’ productivity, efficiency, and ambition for higher positions and a longer tenure in your company. Knowing which method of motivation best suits your employees requires direct managers to know their people and find their potential source of intrinsic motivation. For example, managers should be able to tell whether employees are having difficulties with their tasks to the point of discouragement or find the task too easy to boredom.

A handful of managers have been worried about working from home for fears of lowering productivity and discouraging collaborative work. Meanwhile, those who embrace work-from-home arrangements are beginning to see the greater value and benefits of giving employees greater flexibility on when and where to work. So first, draw up the pros and cons of working from home. You can also interview professionals working or currently working at home. Finally, provide a conclusion on whether working from home can harm work output or boost it.

Identifying critical skills at work could depend on the work applied. However, there are inherent values and behavioral competencies that recruiters demand highly from employees. List the top five qualities a professional should possess to contribute significantly to the workplace. For example, being proactive is a valuable skill because workers have the initiative to produce without waiting for the boss to prod them.

If you need help with grammar, our guide to  grammar and syntax  is a good start to learning more. We also recommend taking the time to  improve the readability score  of your essays before publishing or submitting them.

Meet Rachael, the editor at Become a Writer Today. With years of experience in the field, she is passionate about language and dedicated to producing high-quality content that engages and informs readers. When she's not editing or writing, you can find her exploring the great outdoors, finding inspiration for her next project.

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Home — Essay Samples — Psychology — Personality Psychology — Motivation

Essays on Motivation

🌟 the importance of writing a motivation essay 📝.

Motivation is like that extra sprinkle of magic dust that gives us the boost we need to achieve our goals and dreams ✨✨. It's the driving force behind our actions and the fuel that keeps us going when things get tough. Writing an essay about motivation allows us to delve deeper into this fascinating topic and explore its various aspects. So, why not grab your pen (or keyboard) and let's dive into the world of motivation! 💪📚

🔍 Choosing the Perfect Motivation Essay Topic 🤔

When it comes to choosing a topic for your motivation essay, there are a few things to consider. First, think about what aspect of motivation you find most intriguing. Is it personal motivation, motivation in the workplace, or maybe the psychology behind motivation? Once you have a general idea, narrow it down further to a specific angle that interests you the most.

💡 Motivation Argumentative Essay 💪📝

An argumentative essay on motivation requires you to take a stance and provide evidence to support your viewpoint. Here are ten exciting topics to get those creative juices flowing:

• The role of intrinsic motivation in academic success
• The impact of extrinsic rewards on employee motivation
• Does social media affect motivation levels in teenagers?
• The connection between motivation and self-esteem
• How does motivation differ between genders?
• The influence of music on motivation levels
• Does money truly motivate people in the workplace?
• The effects of positive reinforcement on motivation
• The link between motivation and mental health
• How does goal-setting impact motivation?

🌪️ Motivation Cause and Effect Essay 📝

In a cause and effect essay, you explore the reasons behind certain motivations and their outcomes. Here are ten thought-provoking topics to consider:

• The causes and effects of procrastination on motivation
• How does a lack of motivation impact academic performance?
• The relationship between motivation and success in sports
• The effects of parental motivation on children's achievements
• How does motivation affect mental well-being?
• The causes and effects of burnout on motivation levels
• The impact of motivation on work-life balance
• How does motivation affect creativity and innovation?
• The causes and effects of peer pressure on motivation
• The relationship between motivation and goal attainment

💬 Motivation Opinion Essay 💭📝

In an opinion essay, you express your personal thoughts and beliefs about motivation. Here are ten intriguing topics to spark your imagination:

• Is self-motivation more effective than external motivation?
• Are rewards a necessary form of motivation?
• Should schools focus more on intrinsic motivation?
• The role of motivation in achieving work-life balance
• Is motivation a learned behavior or innate?
• The impact of motivation on personal growth and development
• Does motivation play a significant role in overcoming obstacles?
• Is fear an effective motivator?
• The role of motivation in maintaining a healthy lifestyle
• Can motivation be sustained in the long term?

📚 Motivation Informative Essay 🧠📝

An informative essay on motivation aims to educate and provide valuable insights. Here are ten fascinating topics to explore:

• The psychology behind motivation and its theories
• How to stay motivated in challenging times
• The impact of motivation on personal and professional success
• Motivation techniques for achieving fitness goals
• The role of motivation in leadership and management
• Motivation in the context of mental health and well-being
• The history of motivation research and key figures
• Motivation strategies for students and educators
• Motivation and its connection to creativity and innovation
• Motivation in different cultural and societal contexts

📜 Thesis Statement Examples 📜

Here are a few thesis statement examples to inspire your motivation essay:

• 1. "Motivation, whether intrinsic or extrinsic, plays a pivotal role in driving individuals towards achieving their goals and aspirations."
• 2. "This essay explores the multifaceted nature of motivation, examining its psychological underpinnings, societal influences, and practical applications."
• 3. "In a world filled with challenges and opportunities, understanding the mechanisms of motivation empowers individuals to overcome obstacles and reach new heights of success."

📝 Introduction Paragraph Examples 📝

Here are some introduction paragraph examples for your motivation essay:

• 1. "Motivation is the driving force behind human actions, the invisible hand that propels us toward our goals. It is the spark that ignites the fire of determination within us, pushing us to overcome obstacles and realize our dreams."
• 2. "In a world where challenges often outnumber opportunities, motivation serves as the compass guiding us through life's intricate maze. It is the unwavering belief in our abilities and the fuel that keeps our ambitions burning bright."
• 3. "Picture a world without motivation—a world where dreams remain unfulfilled, talents remain hidden, and aspirations remain dormant. Fortunately, we do not live in such a world, and this essay delves into the profound impact of motivation on human lives."

🔚 Conclusion Paragraph Examples 📝

Here are some conclusion paragraph examples for your motivation essay:

• 1. "As we conclude this journey through the realm of motivation, let us remember that it is the driving force behind our accomplishments, the cornerstone of our achievements. With unwavering motivation, we can surmount any obstacle and turn our aspirations into reality."
• 2. "In the grand tapestry of human existence, motivation weaves the threads of determination, perseverance, and success. This essay's culmination serves as a testament to the enduring power of motivation and its ability to shape our destinies."
• 3. "As we bid farewell to this exploration of motivation, let us carry forward the knowledge that motivation is not just a concept but a potent force that propels us toward greatness. With motivation as our guide, we can continue to chase our dreams and conquer new horizons."

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Learning Styles and Motivation Reflection 

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Motivation is what explains why people or animals initiate, continue or terminate a certain behavior at a particular time. Motivational states are commonly understood as forces acting within the agent that create a disposition to engage in goal-directed behavior.

There are four main tyoes of motivation: Intrinsic, extrinsic, unconscious, and conscious.

Theories articulating the content of motivation: Maslow's hierarchy of needs, Herzberg's two-factor theory, Alderfer's ERG theory, Self-Determination Theory, Drive theory.

Relevant topics

• Growth Mindset
• Procrastination

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Motivation in the Modern Workplace, Essay Example

Pages: 5

Words: 1407

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Introduction

As the concern of increasing productivity through improved employee performance has been there for ages, most companies currently pay more attention on the factors that can lead to such achievements. This translates to encouraging the employes to perform exceptionally through motivation. Motivation may be defined as the psychological method that leads to the achievement of direction, arousal, and persistence of voluntary activities that lead to accomplishment of pre-determined objectives. Examples of motivations include incentives, work place promotions, and rewards. Numerous motivational theories help businesses in encouraging workers put more efforts and hence exploit their full potential in meeting of goals and objectives. These theories suggest factors that result to job contentment. The following essay investigates factors that lead to motivation in modern work places, their impacts, and differences between motivated and unmotivated work places performances.

Motivational theories endeavor to explain what makes people behave in a particular manner in the work place. The theories also explain what makes some workers to work harder than others do or why some workers are more committed than others in their work. The study of the theories by managers enables them to understand how they can motivate employees so that they can perform at their peak levels. Application of these theories in the workplace can improve your leadership skills (Buch et al 2014, p. 20).

Setting of Clear and Reasonable Expectations

The utilization of reinforcement to motivate employees in the workplace should be a positive experience for both the worker and the manager. Failure to set clear and reasonable expectations often frustrates employees and reduces their tendency to behave in the right manner. For instance, imagine a situation where the employee was not told to do better without further details. The employee might end up guessing what the boss meant, yet he would not have adequate information to make positive changes without further additional feedback. Moreover, rewarding only the difficult or impossible tasks may result to anger or a sense of helplessness and therefore leading to worse performances than even before the reinforcement program (Hülsheger et al 2013 p. 12). Expectation of absolute perfection in tasks or consistent excellency in sales, for instance, can be considered unreasonable and may lead to increasing errors as well as declining sales as the employee gradually gives up.

Identification of Strong Motivators

Working along with employees in the identification of personalized motivators or reinforcement is more likely to motivate employees to produce the desired results. For instance, a single childless employee may not work very hard to earn a week off free babysitting, or a vegetarian may not appreciate a gift certificate to a steak house. On the contrary, the employee can work very hard past the manager’s expectation pursuing to earn a reward that he or she has chosen. However, if permitting employees to choose seems impractical to the manager, the manager can consider offering a range of rewards from which the employee can choose from in case they meet the required conditions (Hülsheger et al 2013 p. 45).

Encouraging Desirable Behaviors and habits

The desire of most managers is to encourage their employees positively. They endeavor to develop positive employee behavior such as punctuality, quality production, as well as strong teamwork. In accordance to the reinforcement theory, choosing the most appropriate positive attitudes to target at a time as well as the application of positive reinforcement techniques focusing on the elimination of negative behaviors is expected to turn undesirable negative traits into better working traits (Barrick, et al 2013 p. 34). The extinction of undesired employee traits results from the presence of positive reinforcements, which encourage the employee rather than punishment that discour5ages the employee. This means offering employees with incentives when a work or exceeds the managers expectations, positive reinforcements, as well as concentrating on the elimination of the negative traits. For instance, a manager may decide to offer a bonus for sales in excess for his or her weekly target, a long lunch break for meeting the target sales as well as a standard lunch.

Effective Use of Reinforcements

Careful Timing of reinforcements because of different strategies yields a range of results. Rewarding a positive behavior, such a good performances, every time it happens will consistently result to excellent performances. Nonetheless, rewarding the same positive occasionally also yields even better outcomes as the workers work harder in pursuit of the reward, consequently this leads to the lasting change of behavior (Barrick, et al 2013, p. 10). Irregular reinforcement also enables winning of the employees away from his or her dependence on reinforcements and hence turns the desired behavior into habit overtime. However, future reinforcement endeavors can target different behaviors with the expectation of even better results generally.

Significance of motivation to performance

In the competitive modern world of business every company wants to outdo its rivals, this is achieved through better performance than competitors. This is first attained by having the right workers in the right job. This is one factor of motivation as people to perform best in the things they love to do. For example, a social person can do better as a sales person than an unsocial person can. Motivation of workers provided by the management team enhances both quantity and quality of performance (Gillet, et al 2013, p. 21).

The connection between performance and motivation is that contented workers perform better and hence high productivity. Therefore, improved productivity is one of the significances of motivation in connection to employees’ performance. Moreover, the higher the employees are motivated, the higher the productivy in addition to quality improvement in the production process.

In addition, motivation leads to consistency, speed, and effectiveness of work processes and production. This led to high performance and production rates and, therefore increases the competitivenss of the company in comparison to others. The motivated employees work harder and smarter as they identify themselves with the organization’s goals and target (Gillet, et al 2013, p. 11).

Comparison between employees’ motivated and unmovited companies

A highly motivational company such as the Starbucks has a very high and efficient performance that can be attributed to the fact that the company is a motivator to the employees. In the company, the employees are referred to as partners. This encourages then to identify themselves with the company’s goals and hence worke towards them. Moreover, Starbucks’ “just say yes” slogan motivates workers to do their best in all areas ranging from production to customers’ satisfaction and hence high performance. Besides, through its “partner” spirit of worker, the employees are motivated to perform well as there are chances they will one day become stakeholder. Therefore, the association and motivition provided by the  company to employees has improved performance, productivity, and profits. On ther hand, a company that does not motivate employess lead to low morale at the work place. Therefore, the worker do not have the desire or drive to work towards the goals of the organization. This results to company failure as the coordination of the workers is shawdy and the employees distance themselves from the company needs.

In summary, performance of businesses are positively influenced by motivation of worker. The approaches of the workforce towards the company and identifying with its goals are primarily triggered by having them motivated through various processes. The motivated employees are seen to put more efforts in production than the unmotivated ones, and hence the qwuantity and quality of products are improved. Consequently, the business is capable of meeting customers’ needs with better quality commodities than their competitors’ products.  Moreover, because of increased efficiency and speed in production, the company is able to produce high quality commodities and services at lower costs than their competitors and hence improving their relative competition.

Bibliography

Gillet, N & Gagné, M & Sauvagère, S & Fouquereau, E 2013, The role of supervisor autonomy support, organizational support, and autonomous and controlled motivation in predicting employees’ satisfaction and turnover intentions, European Journal of Work and Organizational Psychology , 22 (4), 450-460.

Barrick, M & Mount, M & Li, N 2013, The theory of purposeful work behavior: The role of personality, higher-order goals, and job characteristics, Academy of Management Review , 38 (1), 132-153.

Hülsheger, U & Alberts, H & Feinholdt, A & Lang, J 2013, Benefits of mindfulness at work: The role of mindfulness in emotion regulation, emotional exhaustion, and job satisfaction, Journal of Applied Psychology , 98 (2), 310.

Buch, R & Kuvaas, B & Dysvik, A & Schyns, B 2014, If and when social and economic leader-member exchange relationships predict follower work effort: The moderating role of work motivation, Leadership & Organization Development Journal , 35 (8).

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A Guide to Motivating Yourself at Work

• Rakshitha Arni Ravishankar

Feeling burned out? Use these tips from our authors.

Sixty percent of employees feel emotionally detached from their jobs and 50% report feeling stressed on a daily basis, according to a recent global survey from Gallup. While your first instinct may be to quit your job, it might not be the most sustainable option. Know that you have the agency to create better working conditions for yourself.

• Understand the impact of your work. Take the time to learn how our work contributes to the larger mission of our organization can help us reenter a more positive state of mind.
• Once you know the impact of your work, pick one area or project and overdeliver. A better way to stay engaged and grow in your role is to identify and prioritize the tasks that will be most recognized by your manager and organization.
• Build habits that help you move through the stressful moments. Practice flourishing or connect to your sense of purpose in life and appreciate your accomplishments even during life’s challenging moments.
• Amplify the parts of your job that you do enjoy. Try job crafting. That is redesign your daily tasks to focus on your strengths.
• Figure out what gives you meaning outside work. Work is not the only place we should seek to thrive. Our interests, goals, and aspirations outside of our jobs can be just as meaningful.

My first job was a dream come true. I was working at a news organization, reporting on some of the most important stories in the world. In the beginning, my work gave me a real sense of purpose — I was reporting on stories that mattered. But slowly, my satisfaction faded. I started dreading the long hours. My pay barely covered my living expenses. The more time went by, the more my tasks began to feel monotonous. Six months in, I was entirely disillusioned and demotivated.

• RR Rakshitha Arni Ravishankar is an associate editor at Ascend.

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Tips for Writing Your Motivational Statement and Essays

While it’s one of our favorite parts of the application reading experience, we know that writing essay components can be anxiety-inducing for applicants. As you start or continue your application , we hope you find this guidance on the motivational statement and essays helpful.

Motivational Statement

All students applying to the Master of Public Policy (MPP) , MA in Public Policy (MA) , MS in Computational Analysis and Public Policy (MSCAPP) , and MA in Public Policy with Certificate in Research Methods (MACRM) programs are required to submit a 300-word motivational statement answering the questions: Why policy? Why Harris? (Or a version of these questions more specific to your program).

Some suggestions as you are thinking about your answers to these questions:

Answer the prompt. Don’t worry about using precious space to introduce yourself—jump right into answering the question. 

Write first, edit later. Get your ideas onto the page—whether that means bullet points, idea webs, or a journal entry. Don’t worry about crafting the perfect opener, meeting the word count, or checking grammar when you are first getting started.  

Reflect. Think about the professional, personal, or academic experience that has inspired you. 

Be specific. When answering Why Harris? , be specific to the University of Chicago and Harris. Analyze why certain programs, centers, classes, or professors made you want to apply here. 

Optional Essay Questions

Although the Motivation Statement is required, the essay questions are optional. For all optional essay questions, we aren’t just interested in the “right answer,” but how you are thinking about and approaching these complex questions.

Students applying to the Master of Public Policy (MPP) program may pick any of the three questions below. Completing question three will allow you to be considered for Pearson fellowships open only to MPP students.

Students applying to the MA in Public Policy (MA) , MS in Computational Analysis and Public Policy (MSCAPP) , and MA in Public Policy with Certificate in Research Methods (MACRM) programs may choose to complete optional essays 1 and

Option 1: Challenge—Describe briefly the biggest challenge you have ever faced. How did you tackle it and what did you learn? (max 300 words)

Tip: In essay one, you may write about a personal, professional, or academic challenge when answering this question. Perhaps more than the challenge itself, we are interested in how you tackled the challenge, and what you learned in the process.

Option 2: Community—Where do you see yourself getting involved in the community during your time at Harris—either at the University of Chicago or in the city of Chicago? (max 300 words)

Tip: If you are answering essay two, please make sure to speak specifically to Harris or UChicago.

Option 3: Pearson—If you would like to be considered for  The Pearson Fellowship , please answer the following: In reflecting on the complexities of past and present protracted global conflicts, please analyze what singular global conflict most puzzles you personally, and discuss why.

Tip: Please note that “global conflict” can refer to a range of conflicts (i.e. inter/intra state; those involving non-state actors, etc.) and a range of issues associated (i.e. refugee crises, religious conflict, gang violence, drug wars, domestic violence, etc.). Remember to consider: Is the conflict actually puzzling? For example, does it involve actors acting against their own best interest, or operating irrationally?​ And finally, for the purposes of this essay, you will not need to cite sources.

We hope you find these tips helpful as you move your application forward.

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Motivation Essay for Students and Children

500+ words essay on motivation.

Everyone suggests other than the person lack motivation, or directly suggests the person remain motivated. But, no one ever tells what is the motivation of how one can stay motivated. Motivation means to face the obstacle and find an inspiration that helps you to go through tough times. In addition, it helps you to move further in life.

Meaning of Motivation

Motivation is something that cannot be understood with words but with practice. It means to be moved by something so strongly that it becomes an inspiration for you. Furthermore, it is a discipline that helps you to achieve your life goals and also helps to be successful in life .

Besides, it the most common practice that everyone does whether it is your boss in office or a school teacher or a university professor everyone motivates others in a way or other.

Role of Motivation

It is a strong tool that helps to get ahead in life. For being motivated we need a driving tool or goal that keeps us motivated and moves forward. Also, it helps in being progressive both physically and mentally.

Moreover, your goal does not be to big and long term they can be small and empowering. Furthermore, you need the right mindset to be motivated.

Besides, you need to push your self towards your goal no one other than you can push your limit. Also, you should be willing to leave your comfort zone because your true potential is going to revel when you leave your comfort zone.

Types of Motivation

Although there are various types of motivation according to me there are generally two types of motivation that are self- motivation and motivation by others.

Self-motivation- It refers to the power of someone to stay motivated without the influence of other situations and people. Furthermore, self-motivated people always find a way to reason and strength to complete a task. Also, they do not need other people to encourage them to perform a challenging task.

Motivation by others- This motivation requires help from others as the person is not able to maintain a self-motivated state. In this, a person requires encouragement from others. Also, he needs to listen to motivational speeches, a strong goal and most importantly and inspiration.

Get the huge list of more than 500 Essay Topics and Ideas

Importance of Motivation

Motivation is very important for the overall development of the personality and mind of the people. It also puts a person in action and in a competitive state. Furthermore, it improves efficiency and desire to achieve the goal. It leads to stability and improvement in work.

Above all, it satisfies a person’s needs and to achieve his/her goal. It helps the person to fight his negative attitude. The person also tries to come out of his/her comfort zone so that she/ he can achieve the goal.

To conclude, motivation is one of the key elements that help a person to be successful. A motivated person tries to push his limits and always tries to improve his performance day by day. Also, the person always gives her/his best no matter what the task is. Besides, the person always tries to remain progressive and dedicated to her/his goals.

FAQs about Motivation Essay

Q.1 Define what is motivation fit. A.1 This refers to a psychological phenomenon in which a person assumes or expects something from the job or life but gets different results other than his expectations. In a profession, it is a primary criterion for determining if the person will stay or leave the job.

Q.2 List some best motivators. A.2 some of the best motivators are:

• Inspiration
• Fear of failure
• Power of Rejection
• Don’t pity your self
• Be assertive
• Stay among positive and motivated people
• Be calm and visionary

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• Essay Database >
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• Essay on Workplace

Work Motivation Essay Examples

Type of paper: Essay

Topic: Workplace , Hygiene , Human , Motivation , Success , Theory , Job , Company

Words: 1200

Published: 02/13/2020

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As human beings, all our actions are inherently influenced by an intrinsic sense referred to as motivation. Motivation may be loosely defined as the willingness to do something or the reasons behind a person’s actions. Over time, scholars have attempted to discover what exactly makes people tick. These studies led to the recognition of great scholars such as Abraham Maslow, Frederick Herzberg and David McCelland. Abraham Maslow’s hierarchy of needs theory published in his paper, “A Theory of Human Motivation”, seeks to explain other factors may influence human behavior. These factors are described as human needs or desires and are portrayed in the form of a pyramid with the most fundamental of needs at the base and the least fundamental need at the very top. According to Maslow, man’s most fundamental psychological needs are physiological in nature. They include basics such as food, clothing and shelter. Once man’s physiological needs are met, safety needs become predominant. These include; physical security, job security, and financial security among others. The level above safety needs involves the need to belong to a social circle. This may be friends, family or even fellow workmates. Once belonging needs have been satisfied a person feels the need to have their esteem needs addressed as well. Esteem needs reflect the desire to be valued and respected by others. Finally, at the very top of the pyramid is the need for self-actualization. This means feeling that one has actually realized their full potential. It is important to note that the various levels of needs are interrelated. Frederick Herzberg is famous for his two factor motivation theory also referred to as motivator-hygiene theory. According to this theory of job satisfaction, factors that can cause job satisfaction and those that can cause job dissatisfaction are identified. Motivators are factors who presence causes satisfaction such as recognition at work or the assignment of challenging tasks. Hygiene factors are those factors whose presence does not necessarily bring about job satisfaction but whose absence causes job dissatisfaction. These factors include; salaries and company policies. David McClelland’s Motivational need theory identifies three motivational needs that are common to all of mankind regardless of one’s age, gender or culture. These are the need for achievement, power and affiliation. A person’s overall characteristics are determined by the need that is most dominant. For example, a person who has a dominant need for achievement is likely to be ambitious with challenging goals. Such a person would find it easier to work alone than to work in a group. A person who has a dominant need for power is likely to be controlling and loves competition. Such a person is likely to place a lot of emphasis on winning and views each scenario as win-lose rather than win-win. A person who has a dominant need for affiliation is likely to prefer to belong to a group than to be alone. Such a person is likely to compromise in order to win other people’s approval. Similarly, persons with this dominant motivator tend to favor co-operation over competition. These theories appear to have one key aim; the explanation of human psychological behavior. However, key differences exist between the three theories. Maslow suggests five levels of human needs; psychological needs, safety needs, belonging needs, esteem needs and actualization needs, Herzberg identifies two factors; motivators and hygiene and McClelland identifies three motivators of human behavior; power, achievement and affiliation. Abraham Maslow’s motivational needs are organized in a hierarchical manner with a lower level being satisfied before a higher level is attempted while Herzberg’s and McClelland’s theories describe motivational factors that occur concurrently, independent of the occurrence of the other. Maslow regards the fulfillment of each level of needs a motivator of satisfaction while Herzberg’s theory is that the presence of hygiene factors does not affect the state of satisfaction a human experiences. Abraham and McClelland’s theories focus predominantly on intrinsic factors that influence human behavior while Herzberg’s theories are centered on extrinsic factors that influence human behavior. Elizabeth Pedersen’s resignation appears to be as a result of her desire to realize her potential. According to Abraham Maslow’s hierarchy of needs, Elizabeth needs self-actualization. That is the reason why she is seeking a job with greater responsibility at another smaller company. Her present job description is too specialized for her to realize her potential. According to Herzberg’s two factor theory, Elizabeth lacks motivators such as greater responsibility. The fact that she is not dissatisfied with her job shows that hygiene factors such as good company policies are present at her place of work. Elizabeth’s key motivator is the need for achievement that is why she would rather move to a smaller company that does not have the same growth rate as her present company in order to have an opportunity to achieve her dreams. This is consistent with McClelland’s motivational needs theory. Ola Rennemo’s resignation is as a result of his need for love and belonging. According to Abraham Maslow’s hierarchy of needs, Ola needs to have a sense of belonging which he is not getting at work thus the need to be closer to home where he is loved. Lisa offered him an educational opportunity which essentially lies at the very top of the hierarchy of needs. This level of need is irrelevant as Ola’s need for a sense of belonging has to be satisfied before his need for self-actualization can gain dominance. According to Herzberg’s two factor theory, Ola does not lack motivators to continue working with the company. However, hygiene factors such as a company car to reduce the travel inconvenience from his home are not present. Despite that Ola’s performance appraisals indicate that he is ambitious, his dominant motivator according to McClelland’s motivational needs theory is the need for affiliation that is why he is willing to quit his job to be closer to his family. As a human resource director, Lisa Bohm ought to pay greater attention to the motivational needs of the company’s employees in order to staunch the present outflow of employees. An understanding of universal motivational theories would facilitate this. For example, if Lisa had paid more attention to Ola’s demands. She would have realized that he needed to be close to his family and offered him accommodation closer to the company’s offices where he could live with his family. Lisa could have also offered Elizabeth a position with more responsibility in the company as opposed to a mere raise. Human resource managers can improve job satisfaction and consequently staunch the outflows of employees by minimizing factors that cause dissatisfaction such as poor working conditions and unventilated offices. They should also capitalize on factors that improve job satisfaction such as the delegation of authority and responsibility to employees, creation of jobs that match the skills of the employees and the provision of fair remuneration among other factors.

Dartey-Baah, K., & Amoako, G. K. (2011). Application Frederick Herzberg's Two Factor Theory in Assessing and Understanding Employee Motivation at Work: A Ghanaian Perspective. European Journal of Business and Management, 2222-2839.

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• 9 Tips for Writing a Brilliant Motivational Essay

Whether you are a high school student caught in the crossroads of your educational journey or an undergraduate debating on a graduate degree, several steps must be taken, from choosing a college or master’s program to applying for your dream job.

On the other hand, choosing is the easy part; getting into the college of your choice is a different story. Most colleges and universities require students to have excellent grades and write a motivational essay describing why they want to pursue his\her desired major at their university.

Writing college motivational essays is a required part of any educational institution’s application process. Then again, some employers require job applicants to submit inspirational articles along with their resumes.

A motivational statement allows you to show off a little more of your personality and explain why you are qualified for the university course or job position in question. This is an opportunity to stand out and demonstrate your integrity and your ability to turn your knowledge into a successful career.

This article will teach you how to write a motivational essay that will help you get into your dream university or land your dream job.

Table of Contents

9 Tips to Write a Motivational Letter

There are a few things to keep in mind when writing inspirational statements to help you write a good paper. Many students struggle to find the motivation to write an article or are simply stumped when asked “What motivates you in life?”. Motivational papers are not as complicated as you may believe. To write a perfect inspiration paper, use the following tips:

1. Research the Institution to which you are applying

It is not in your best interest to simply copy and paste motivational essay examples or templates from the internet. The first step is to learn how merit-based admissions work at your preferred college. If you already have outstanding grades, you have to figure out what other aspects of your life could boost those grades.

Many universities, for example, seek students who have good grades, participate in extracurricular activities, have some volunteer experience, and are involved in social initiatives in school and their community.

Researching your preferred university will assist you in writing a tailored inspirational essay that will showcase all of your personality and goals. It’ll also broadcast how your social and volunteer work will continue to be a factor when you get into the university. Knowing about the university and including that information in your inspirational paper will be a breath of fresh air for the reader. It will give them the impression that you are confident in your decision.

Be sure to sprinkle some positivity and determination in your motivational statement.

2.  Be Creative

I know this may seem obvious to most people but it is still critical. The first two or three sentences of your motivational letter are crucial to the reader. Remember that the person reading your inspirational statement has most likely read thousands of others before it. Keeping the reader’s attention early on will thus benefit you.

Assume your college motivation letter isn’t exciting and doesn’t hook the reader from the first sentence. The reader is likely to close the letter and decline your application at that point.

You want the first paragraph of your motivation essay to keep them guessing and interested in reading until the end. You can include a mysterious story about your motivations and leave the culmination until the end.

3. Get Personal in your Motivational Essay

Make your motivation letter specific to the employer or university to which you are applying. Your letter should reflect your distinct style and personality. Your employers or university are interested in getting to know you better and no one knows you better than yourself. So, don’t just look up some motivational essay examples and use them as your own. The inspiration article should include the things that make you tick, your passions, and more!

Many students prefer to entrust the writing of motivational letters to a professional writing service. However, I can assure you that this is a bad option because you should write the motivation essay yourself.

4. Adopt a Straightforward and Succinct Tone

The objective of a letter of motivation, as the name implies, is to demonstrate your motivation for attending college to the school board or the reasons why you deserve a job to an HR manager who will read it. Avoid using long phrases and, instead, get right to the point. Explain in simple terms what you’re looking for and what you have to offer. Concentrate on what is vital; the rest will be addressed later.

5. Clearly Explain your Motivation

Make it a point to convince the school board or recruiter that this is the right college or job for you. Hit the nail on the head as many times as possible. Demonstrate that this is, without a doubt, the best place for you. Make use of all of your persuasion skills.

If you’re a student who can’t seem to motivate yourself to write the letter, think of it more as your motivation for earning a degree paper. This way of thinking will make you come up with points that are straightforward for your motivational letter.

If you’re writing an inspirational paper to apply for a job position, make sure it includes all of the qualities listed in the job description. Explain how each of the qualities relates to you.

6. Share your Professional Goals

In your inspirational essay, don’t be afraid to put yourself in the future. Outline your career goals and how the university or job offer is a step in the right direction. Also, talk about what you’ve accomplished and what you’re proud of.

7. Find The Right Balance

Of course, you must present yourself in the best possible light and persuade the recruiter that you are the right person for the job but don’t be too smug. At the same time, don’t undervalue yourself or appear overly modest. Try to summarize your accomplishments but avoid bragging about them. Please keep it simple; don’t fill the entire page with your achievements; instead, choose the ones that are relevant to the university or job requirements.

8. Back up what you’re saying

Simply stating that you are organized or that you have a sense of responsibility is not enough. Avoid overused phrases and explain why you’re organized. In your inspirational letter, provide some examples. When writing your motivational paper, one approach is to write as if you were a narrator. Narrating allows you to see yourself through the eyes of another person, telling the story of your life and goals.

9. Ensure that your Essay is Grammatically Sound 

When it comes to writing motivational letters, grammar errors are a no-no. So, double-check and have someone else read your inspirational paper because they may spot grammatical errors that you’ve missed. Also, it would be best if you avoided abbreviations and technical jargon. Do not try to sound like you’re writing a school assignment; instead, use the most elegant yet straightforward language and tone to make your point.

Don’t make writing a motivational statement more difficult than it should be. Focus on the essential things and let the rest go. Keep in mind that the college or company is curious to learn more about you. So, stay relaxed and make use of the tips we have mentioned above and you will be on your way to a brilliant motivation letter.  For more information on college writing tips and essay writing services, check other articles on Essay Advisor .

• How to Check If an Essay Writing Service is Trustworthy or Not?
• 6 Reasons for Why Essay Writing Services Are Safe and Worth Your Time and Money
• 5 Reasons for Why Essay Writing Services Are Legal
• Useful Tips on How Not to Get Caught While Using Professional Writing Help
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511 Motivation Essay Topic Ideas & Examples

🏆 best motivation topic ideas & essay examples, 👍 good essay topics on motivation, ✅ most interesting motivation topics to write about, 💡 simple & easy motivation essay titles, 📌 writing prompts for motivation, 🔍 good research topics about motivation, ❓motivation research paper question.

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• Employee Motivation and Reward at Google One of the factors that make most of the employees wish to work with Google Company is that the company offers an environment that promotes employee growth and development.
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• Joining Street Gangs: Theoretical Motivations Both children and adults join street gangs in search for a sense of personal identity mainly due to the failure of social agents including the media, schools and churches.
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• Leadership Motivation: Anita Roddick, Founder of Body Shop Specifically, the treatise adopts a reflective research in exploring the components of leadership and management such as transformational leadership, amanagerialism’, and organizational realities in the management style of Anita Roddick who founded the Body Shop.
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• IBM: Employees’ Motivation Strategy IBM is able to provide employees with resources that allow them to meet the immediate physiological and safety needs of Maslow’s hierarchy.
• Adult Learning and Motivation in the Human Resources Setting One of the areas of adult education that is of great relevance is adult learning and motivation in the human resource setting.
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• Human Factor and Motivation in Aviation Security For this reason, the human factor in aviation security becomes a crucial issue that should be investigated in order to improve this aspect and minimize the probability of error.
• Compensation and Employee Motivation and Retention in Abu Dhabi National Oil Company Here, the paper expounds on the wide range of compensation schemes in the company and links each to the sustainability of a favorable work environment in the company and the retention of employees.
• Corporate Motivational Techniques at Trader Joe’s The environment and culture that exists at Trader Joe’s can be termed as positive and hence effective in supporting the needs of an employee in a number of ways.
• Research Methods Used in Motivation and Emotion Studies A research method is a procedure for collecting and analyzing data in a way that combines the research purpose of the study and the economy.
• Motivation, Emotion, and Behavior Relationships Therefore, motivation is a result of external and internal desires that relate to the behavior of a person towards meeting a certain goal How people begin moving toward a behavior varies as emotions pull them […]
• Motivation and Performance The increase in the performance and productivity of individual workers is a primary concern of the company and it is one of the ways that a business is able to counter increasing costs of running […]
• Marissa Ann Mayer: Leadership and Motivation Marissa Ann Mayer is the current Chief Executive Officer of Yahoo. Merissa has been ranked as one of the most powerful businesspersons in the United States.
• Employee Motivation at Wal-Mart in China That is, the company’s mission is to meet the expectations of its clients and not employees. In other words, if the factors that motivate employees are fully provided, they are likely to become motivated and […]
• Leadership Style and Employee Motivation: Burj Al Arab Hotel How effective and sustainable is the current leadership approach within the Burj Al Arab in the management of the level of employee motivation? How effective is the function of the current leadership styles in improving […]
• Motivation and Human Behavior Internal motivation is the opposite, as it is not connected to the external conditions and is interlinked with the unique nature of the action and wants itself.
• Empowerment of Students for Their Motivation So, the group of students had to come up with the ideas for the project by sharing their thoughts and encouraging one other. Hence, a teacher’s control and guidance should be clearly presented to the […]
• The Reason to Motivation Others in Society When they lose hope and no longer see the need to pursue the goals or task, showing them the purpose of such may offer them the necessary motivation to continue to the end; this implies […]
• Individual Differences in Selection and Motivation The importance of the individual and unique distinction in employee selection, training, and motivation lies in the following aspects. In this case, it will also be possible to create a particular program of assignments and […]
• Employee Motivation as a Component of Performance Management Therefore, one of the areas that are given a lot of attention in strategic human resource management is the management of the expectations and demands of employees in organizations. Of critical relevance in employee motivation […]
• The Puzzle of Motivation His argument basically seeks to show that the kind of jobs done in the 21st century require a new approach to answering the question on how employees are to be maximally motivated to do these […]
• Managing Employee Motivation Through System Thinking The principles of system thinking mainly caution against finding solutions in isolated parts of a system because the problem is transferred to other areas of the same system.
• Building a Better Workplace Through Motivation: Kellogg’s Case SWOT Analysis In the Kellogg’s Case, the writer discusses motivation in places of work by relating theories of motivation to Kellogg’s motivation techniques.
• Employee’s Lack of Motivation and Its Reasons Therefore, it is proposed to improve it through employee relations, and the first step is to demonstrate to employees that the company wants them to be motivated, which in itself shows that the company cares […]
• Leadership and Motivation – Carlos Ghosn The purpose of this paper is to present a discussion of theories and concepts of leadership in current multinational businesses using the leadership style of Carlos Ghosn as a benchmark for effective leadership in the […]
• Employee Motivation in Radisson Hotel It is to this response that this study aims to review the literature and suggest the ways in which Radisson Hotel can respond to employee motivation and also recommend on the best strategies to increase […]
• Job Design, Work, and Motivation The HSBC bank had initial objective of being the local bank that served and fulfilled the needs of the local people.
• Leadership and Motivation Theories, Principles and Issues On noticing, the aptitude of his son and the unwillingness of the company to accept change with Ricardo threatening to resign and leave the company on his third year, Antonio Curt Semler decide to retire […]
• Memory, Thoughts, and Motivation in Learning Moreover, using the knowledge acquired from various sources of information, students can interpret the contents of their various environments and apply them to their advantage.
• Employee Motivation and Key Performance Indicators However, to serve as motivators, KPIs need to be used in combination with a system of incentives and rewards for the employees who meet the standards.
• Motivational Interviewing Owing to the evocative nature of the treatment interaction, this means that the patient is in a better position to make positive changes in his/her behavior.”Resistance” as evidenced in motivational interviewing is regarded as more […]
• Employee Motivation and Job Satisfaction, Attitude, and Productivity Training and development of employees According to the results of the survey, a great percentage of those interviewed agreed to the fact that companies highly encourage and support education and training of workers.
• Changes in Learning and Motivation With the Advent of Online Learning Institutions of learning have introduced online learning through improvement of infrastructure, incorporation of new technologies in learning, recruitment of professionals who are conversant with new technologies, and revision of curriculums in order to accommodate new […]
• Motivational Interviewing Nurse With Patient The development of motivational interviewing began in the analysis of the challenges faced by drinkers. There are many challenges that you might encounter in the process of transforming your lifestyle.
• “Employee Motivation: A Malaysian Perspective” by Ismail These factors include interesting work, appreciation of the work done, working conditions, job security, feeling of involvement in organization, good wages, career growth and promotion while in the organization, organization loyalty to employees, and sympathetic […]
• The Theoretical Motivations for Serial Killings In order to theorize on the motivation of serial killers, it is obligatory to define the scope of the study. Practically, the most persistent barrier to the utter understanding of the motivation of a serial […]
• Students’ Motivation in Learning Mandarin Chinese It is quite remarkable that, according to the survey results, a lot of the students find the Chinese language and culture rather enticing, at the same time acknowledging that they do not like some parts […]
• Motivations to Choose Bottled Water The growth of the bottled water industry is attracting a lot of global attention because more companies are jostling to have a significant share of the market.
• Four Seasons Company Motivation and Performance Management The research on the company’s management performance proves that Four Seasons have successfully put the theory of equity into practice. As a result, one might conclude that the implementation of the most effective motivation approaches […]
• Motivation Plan: Operating Room (Surgery Department) The supervisor indicated that the department, especially the operating room, needs the personnel to integrate their competencies in handling different tasks to enhance the wellness of the patients.
• Motivation: The Need to Achieve The need to control the events of our lives in order to feel connected to others and be competent in our skills is the primary sources of our motivation.
• Motivation in Nonprofit Organizations Following the notable challenges and gaps, there is a need for an extensive research and analysis concerning the issue of employee engagement and motivation in various organizations.
• Praise and Motivation of Employees Robbins is of the opinion that praise motivates the employees and can be very instrumental in employee motivation than the other incentives.
• “Eat That Frog!” by Brian Tracy as a Set of Motivation Keys to Achieve Better Results The second important key to success is the ability to concentrate on the most important part of the task, to do it right, and to complete your job.
• Aristotle’s and Freud’s Motivational Theories The efficient cause is the trigger that causes a person to behave in a certain way. These biological instincts are the source of mental or psychic energy that makes human behavior and that it is […]
• Mobile Phone Buying Factors and Motivation The following are the research objectives that should be achieved: To identify the reasons why a person is motivated to buy a cell phone To define planning activities that one should observe before buying a […]
• Motivation Importance in Our Daily Lives Psychologists’ view on origin of motivation The complexity of motivation due to unpredictability and fluctuation from one individual to another and at different times has led to various theories being postulated to explain its causes.
• Motivation Theories in Education In this kind of motivation, the schools do not use external factors such as ratings and other rewards to influence the performance of students but rather the students have the freedom to achieve goals through […]
• Human Resource Motivation in Projects Management To fulfill the frameworks of project management, human resources are required at managerial and project members level.
• Korean Air Co.’s Communication and Motivation The pilot made assumptions that he would land safely in the bad weather without the advice of the controllers in the control tower.
• Parenting Styles and Academic Motivation Lyengar and Brown conducted a study about the correlation between the academic achievements among the students and the parenting styles. This report paper tries to synthesize the literature review that surrounds the influence of parenting […]
• Workplace Motivation: Advantages and Disadvantages The inclusion of new motivational practices has the potential to address the higher needs of different followers. Organizational leaders should be aware of these needs and use the most desirable techniques to motivate their workers.
• Special Education: Motivation of Teachers and Performance of Students In the light of the two, this study will strive to figure out the level of understanding of the motivation at the individual levels.
• Motivational Program and Alcoholics Anonymous The success or failure of AA recovery program can arguably be attributed to the strength of an individual to undergo total change in the way of thinking.
• Motivation as a Way to Successful Learning It is likely that the motivation to learn comes from my interest in the subject or because I need that knowledge for something.
• IPhone 8 Purchase Motivation Analysis Belonging is greatly promoted by establishing a sense of connection through the provision of various methods of communication with friends and family, contributing greatly to forming relationships in the long term.
• Impact of Employee Motivation in Organizational Performance The research topic on the impact of employee motivation in performance of an organization was chosen to establish the link between motivation and performance in an organization.
• Motivational Strategies Therefore, the focus will be on the efforts of the organizations to motivate their employees and the outcomes of motivation in the organization.
• Knowledge of Motivational Theories for Better Management By understanding this theory, a manager will be aware that for some of the employees, social needs are the motivator and this being the case the manager will seek motivators that are relevant to the […]
• Motivation and Determination in the Film “The Replacements” In the finals, mistreatment of other players by the quarterback, Eddie Martell, causes the team to play poorly almost losing the game; however, help from a motivated Shaun, who returns in the second half, enables […]
• Motivational Issues in the Fast Food Sector Fast food refers to a type of cuisine produced in mass and marketed by some eateries, presentation stands, and service establishments for fast and effective production and delivery.
• HSBC Bank Middle East Motivation Models and Workers Performance Moreover, the maintenance of workers’ motivation enhances the ability of employees to perform the physical and mental responsibilities to the optimal levels.
• Modern Theories of Motivation for Thailand This indicates that it would be difficult for a different theory of motivation to work in the country since the workers already demand monetary incentives in order to work.
• Relationship Between Parental Involvement and Children’s Motivation Parent will respect the teachers, the profession, the school and the teacher will perceive parents as supporters and partners in the provision of education to the students.
• Tourism Motivation Categories However, the author should have captured the fact that people do not only tour places to get a break from the normal but as they do that they want to go to places they have […]
• Motivation and Leadership Theories Any organization that tend to focus on satisfying employee needs is bound to have In the case study Jonathan understands this and tries appreciating the work done by his employees.
• Does Locus of Control and Motivation Predict Occupational Stress? However, although research on occupational stress has intensified in the United Arab Emirates, a study on the association between the locus of control and motivation, as two significant stress factors that contribute to occupational stress […]
• The Impact of Motivation on Student’s Performance The goal of this part is to give a thorough summary of the research on student motivation and its effects on behavioral and academic development in school.
• Motivation, Values, and Purpose Assignment Therefore, I am motivated to be a part of the community in the present as a student and in the future as a professional.
• The Puzzle of Motivation at the Workplace Dan Pink, in his speech, argues that the model of achieving positive motivation characterized by the use of incentives needs to be updated.
• Employee Motivation Methods and Their Effectiveness As a result, my staff would be more determined to achieve higher standards because they would take part in setting them in the first place.
• The Significance of Strategic Compensation for Employee Motivation and Retention In response to some of the events in the companies that changed them, motivation systems were developed as a counter to the demoralization of employees.
• Communication Failure, Lack of Motivation, and Conflicts as Common Workplace Issues Poor communication can lead to a lack of understanding and awareness, resulting in a breakdown of the relationship between employees, managers, and colleagues.
• Low Motivation and Washback Effect of Examinations In addition to the lack of parental support and inadequate resources, the pressure from examinations can negatively impact students’ motivation in English language learning.
• Personality Traits and Sources of Motivation High extrinsic and intrinsic sources of motivation and the average score in all other traits are true results but I dispute the avoiding tact outcome, with the extrinsic motivation being the main impediment to my […]
• Students’ Motivations Toward Learning In addition, the outcome of this research identified changes in behaviors and attitudes concerning students’ perceptions of learning. The article demonstrates a change in students’ perceptions of their learning effectiveness.
• Nurses’ Work Motivation and the Factors Affecting It The crucial topic of motivation is covered in the article Nurses’ Work Motivation and the Factors Affecting It: A Scoping Review.
• Employee Motivation and Personal Hierarchy of Needs Esteem Needs: A decent salary, respectful attitude on the part of colleagues and management, and confidence in compliance with the position occupied. Security Needs: The availability of security measures in the personal, family, and workspace […]
• Motivational Interviewing Among Medical Workers The interviewer must use the skill of affirmation to ensure that the patient remembers the necessary information. In the case of group therapy, where patients need to be convinced of the need to quit smoking, […]
• The Issues of Student Motivation and Engagement Informing the parents of such benefits has the potential to increase their interest in motivating their children to practice and promote a home-learning environment.
• Motivational Interviewing: Helping People Change Similarly, the softening sustain talk is performed in the manner that allows the patient to reconsider the current status quo and challenge it by shifting toward a healthier diet, which leads to a rating of […]
• Student Motivation and Its Theoretical Aspects The goal of this exploration into the theoretical aspects of motivation is to analyze several theories of motivation and group these theories under the umbrella concept of the influence of sentiments.
• Motivational Strategies for Teamwork When members of a team desire to advance their skills and the team leader cannot offer the opportunities, the team members are likely to be less motivated and therefore perform poorly.
• Motivational Interviewing in a Hospital The approach can be helpful in behavioral change as it promotes offering guidance and helping people to appreciate what is in it for us.
• Management Control and Employee Motivation The main elements of the motivation system are considered to be the needs of the individual, their motives, and incentives. The reasons may be the need to provide finances for the family, the desire to […]
• The Google Company’s Employee Motivation Over the years, the organization has grown to be the best in data collection and technological advantages in artificial intelligence. As a result, Google is one of the greatest businesses to use as a benchmark […]
• Professional Life: Social Interactions, Motivation, and Growth As such, the fact that other people are the source of our emotions is a piece of knowledge necessary in any professional life.
• The Role of Motivation in the Educational Process The student reviewed in the case study has a strong understanding of the sounds, a high level of interest in studying, listening to the lecturer, and is ready and willing to work in groups.
• Motivation in the Workplace: Acceptance and Recognition The verification process in the ACE-V process is vital because it negates bias and minimizes mistakes. The ACE-V method utilizes a new examiner to ensure the analysis, comparison, and evaluation steps are conducted with integrity.
• Case Study of Motivational Issues Firstly, it is the fact that the officer is close to the end of his carrier. He realizes that there is no necessity to gain a significant reputation among the management the attainments of the […]
• Gender Factor of Crime Motivation In essence, understanding why women are less involved in crimes can be instrumental in providing insights into the root causes of crime.
• Generational Differences Regarding Motivation If the younger generation thinks that the older ones no longer have the motivation to work, the older generation also believes that the young have no purpose and desire to work.
• Wearable Technology and Motivation in Healthcare According to Healthcare Information and Management Systems Society, wearable technology can only be a part of it, and the major focus must be on sustained change of behavior.
• Motivational and Emotional Factors of Job Acceptance Understanding the primary factors driving Freda’s desire to agree or decline the offer is essential in ascertaining the incentives and drawbacks of each of her choices.
• Work Environment’s Impact on Motivation and Creativity The article “How your work environment influences your creativity” by Teresa Amabile explores the social and environmental influences that promote creativity and the counteractive factors.
• Motivation Hypothesis and Theories The process motivated the interns to put in a lot of effort and reach even beyond the company’s objectives. The intern’s motivation resulted from positive attention, which made the intended conduct more likely to occur […]
• School Motivation: The Use of Extrinsic and Intrinsic Motivations I believe that it is the truth that producers are increasing the representation of minorities and people of various genders and sexualities.
• An Employee Motivation Email’s Analysis Part of the manager’s job is to keep the staff motivated; to do so, the manager can apply theoretical frameworks concerning workforce motivation, such as expectancy theory.
• Motivation in Human Organs Transplantation More than half a century has passed since the first transplantation, and throughout this period, the question of the impact of the operation on the duration and quality of life of the donor has been […]
• Motivation Strategies for Learning The first strategy is to build relations of mutual respect and understanding that will help students to socialize in possibly stressful settings. The third option is to build a system of competition among students in […]
• Motivational Team Management: The Case of Capratek In addition, the paper uses Maslow’s theory on the hierarchy of human needs and Herzberg’s Two-Factor theory to create a change management strategy that addresses the confusion in the team.
• Recruiting Team Members: Motivational Manager To attract an appropriate candidate for the position of Motivational Manager, it is essential to evaluate motivational techniques and theories that may help perceive a vacancy as desirable, develop a job posting promotional introduction on […]
• Behavioral Motivation Theory: Ethics, Law, Religion This work aims to identify the ethical and legal foundations of the behavioral motivation theory, provide examples of the manifestation of this concept from a biblical perspective, and determine how the concept relates to the […]
• The Motivation of the Video Game Player For instance, the project gave its players the dynamic and fast pace of the game, a vast and detailed map, various locations, several different weapons, and character skins, and this is not all the possibilities.
• Increasing Employee Motivation for Small Businesses Given the effects of the pandemic on business operations and human resource practices, employee safety and wellbeing has been thrust to the forefront of leadership concerns because it has become increasingly poignant for leaders to […]
• The Effect of Motivation on Cognitive Load Cognitive load is the capacity of working memory and is affected by the design of instructional material. The number of working resources affects the completion of tasks and is influenced by the design of instructional […]
• Factors for Teachers’ Motivation in Distance Learning Efficient communication with the administration of an institution is a crucial factor that affects the motivation of teachers in distance learning.
• Attention, Relevance, Confidence, Satisfaction Model of Motivation in Education To summarize, the element of familiarity can significantly increase the effectiveness of the educational process, relying only on the correct use of the student’s past experience, but it is worth considering the nuances of the […]
• Motivation of Public Sector Employees The research should consider the employees’ expectations from the working experience and the performance in the particular area of the workplace, in our case – the public sector because the expectations according to the area […]
• Managers’ Concern Over Employee Motivation Issues Thus, the responsibility of management is to monitor and direct workers in a company. Even though most people have to work for a livelihood and a job is an essential part of everyone’s lives, administrators […]
• The Puzzle of Motivation: Video Review However, it will not serve as a motivational factor because I will attract the talent by offering them more autonomy and purpose.
• The Structures, Motivations, and Qualities of Terrorist Groups This implies that the structures of terrorist groups are determined by the capacity and character of the government and society where they operate.
• Article’s Comparison: Genre, Target Audience, and Motivation The target audience of the selected texts is, to a certain degree, different: on the one hand, any person can be the reader of the story and article.
• Motivation Theories in the Healthcare Context The basis of such an approach is the use of some influence: monetary in the form of bonus payments, and moral in the form of praise.
• Motivation for Russian Geographic Expansion in the 18th Century Historians have argued that the motivations leading to the expansion included the need to mobilize and access new and prime lands and resources, the acquired literacy level of the Russians as compared to their conquest, […]
• Christchurch Mosque Shootings and Motivations The following paper will provide the background information on the event, review the origins of the terrorist, explore the motivations behind the shootings, and apply appropriate psychological theories to the critical analysis.
• Motivations of Lone-Wolf Terrorists The phenomenon of lone-wolf terrorism is an interesting one because it challenges one to attempt to understand the motivation of a person to commit a violent criminal act knowing of the severe consequences.
• Motivation for Juvenile Justice System The assertion of motivation among the criminal employees reflects the understanding levels of different Social factors at the workplace in the Juvenile justice system.
• Pleading Guilty: Key Motivation As a result, the defendant and their legal counsel often do not manage to properly assess the prosecutor’s claim due to the plea’s urgency and its disparity with the potential trial sentence.
• Study of the Concept of Motivation As Fowler states, a theory of goal setting, developed by Edwin Locke in 1966, assumes that a person’s behavior is determined by the goals they set for themselves and for the achievement of which they […]
• Motivational Interviewing for Mental Health Patients This is why it is imperative for the counsellor to be patient and honest with the client about their condition. Only when a patient is aware of their mental damage, can they amass the strength […]
• Presidential Debates: Political Interests Motivations and Opinions Unfortunately, candidates are usually motivated to gain some results and effects on the citizenry rather than think about the methods to achieve the desirable consensuses.
• Motivation: What Managers Need to Know The manager must however observe that motivational factors may differ or provide different results based on the strategy used.
• Effects of Positive College Classroom Motivational Environments The paper aimed to investigate factors that influence the learning environment of college students through the observation of academic behaviors such as procrastination.
• Consumer’s Referent-Seeking Behaviour: The Antecedence and Motivational Factors If we are to really understand the consumer’s behaviour, the object of the behaviour needs to be identified and analyzed to establish what attribute, characteristic, or property of the object is responsible for the arousal […]
• Cases to Apply Extrinsic Motivation From the viewpoint of irrelevant motivation theory, progress in a study is conditioned by rewards promised by the university and pressure from parents and teachers.
• Reflection on Motivational Interviewing The other reason that makes MI particularly suitable for counselling adolescents and young adults is because it respects client’s autonomy. It just offers alternatives and allows the client to make choice.
• Analysis of Push and Pull Factors in Food Travel Motivation The implementation of the pull strategy is aimed at providing a powerful and long-term information impact through the media on the end consumer of the product.
• Impact of Motivation and Emotions on Human In their article “When we want them to fear us: The motivation to influence outgroup emotions in collective action,” Hasan-Aslih et al.introduce the concept of emotional regulation and address the influence of emotions on the […]
• Applying Motivational Interviewing Skills to Assessment His father said that he was no longer allowed to talk with his friends and took away his phone and computer and sent him to his room to study.
• Benefits of Employees Motivation Motivated employees are happy and satisfied with their job. They are always committed towards the realization of the organization goals and objectives.
• Emotional Motivation in Customer Purchase Decisions In the article, The new science of customer emotions by Scott Magids, Alan Zorfas, and Daniel Leemon, scientists reveal the importance of buyer emotions in the process of choosing a product and making a purchase, […]
• Motivational and Forensic Interviewing It is important for Ricky to realize what he wants to achieve and for the therapist to define what kind of help is applicable.
• Hillcrest Memorial Hospital: Employee Motivation and Empowerment In addition, poor perception and understanding of the cause of high turnover usually lead the employer to raise the wages of other employees.
• Motivational Interviewing as a Therapeutic Technique
• Motivational Interviewing in Healthcare System
• A Career in Acupuncture: Personal Motivation
• Reason, Motivations, and Belief for Conducting Cyber Attack
• Management Learning: Leadership, Motivation and Job Satisfaction
• Motivation in Police Department
• Age-Crime Relationships and Motivations
• True Altruism and Motivation to Help
• Career Motivation of Youth Professional Activity: RAKBANK
• Bilingualism and Communication: Motivation, Soft Skills and Leadership
• Role of Motivation in K-12 Students’ Practice Frequency in Music Performance
• Psychological Theories and Tests of Motivation
• The Cold War and Motivations Behind It
• Effective Incentives in Motivating Workers
• How Fun at Workplace Can Affect Employee’s Motivation
• Survey: Motivation at Work and Lack of It
• Teamwork Dynamics, Motivation, Conflict Resolution, and Leadership
• Motivation Theories in Fulfillment of Psychological Needs
• Motivation Improvement in Employee Relations
• Dehart-Davis’ “Gender Dimensions of Public Service Motivation”
• Causes and Motivations of Terrorism
• The Psychological Contract and Motivation
• Freud: Motivation Evaluation and Motivational Theories
• Personality and Psychology of the Motivation
• Understanding the Facets of Motivation
• Algebra I in Middle School and Its Impact on Tracking and Motivation
• Bentum Fabrication Inc.’s Motivation and Performance
• Workplace Motivational Strategies
• Motivation, Emotion, Stress, Health and Work
• Discipline and Child Abuse: Motivation and Goals
• Ford Motor Company’s Motivational Profile
• Group Motivation Inventory
• Motivation and the Brain: A Psychological Attribute and Activities
• Identifying Sources of Motivation
• Motivational Speaking: Types of Motivators
• Employee Motivation Importance Review
• Motivation Concept: Definition, Types, Sources, Motivation and Behavior
• Motivation and Leadership Practices Around the World
• Communication and Motivational Theory
• Concept of Motivation Analysis
• Motivation and the Brain Analysis
• Motivation Profiles and Management in Organizations
• Employee Motivation: Strategic Management Exercise
• Introduction to Motivation and Job Satisfaction
• Nursing Profession and Motivation
• Best Worker Is a Happy Worker: Developing Motivation
• Low Employee Motivation and How to Address It
• Motivational Interviewing in Psychology
• Quality Guitars and Workforce Motivation Relations
• Compensation and Motivation of Management Based on Accounting Theory
• A Problem of Leadership Style and Employee Motivation
• Self-Regulation and Motivation in Sports
• Employee Motivation in Public Organizations
• Employee Motivation Approaches
• Motivational Interviewing as a Smoking Cessation Intervention for Patients With Cancer
• Management and Motivation: Personal Development
• Motivation and Rewards on Performance
• The Path to Success: Motivation, Business Structure
• How Instructional Practices Affect Student Motivation
• Aims and Motivations of Voyages in the Renaissance
• Employee Motivation and Individual Differences
• Quitting Smoking: Motivation and Brain
• The Administrator’s Role in Employee Motivation
• Employee Motivation at Service Firms
• Iraq-Iran War and Saddam Hussain’s Motivations
• Career Development & Employee Motivation Initiatives: Chipotle
• Motivation and Solution to Motivation Problem Analysis
• Motivation Risks in Various Organizational Cultures
• Employee Motivation: Creating a Comfortable Workplace
• Employee Motivation Program: Cost-Benefit Analysis
• The Role of Motivation on Employees Performance
• Motivation Through Holistic Fitness: A Cost-Benefit Analysis
• The Role of Motivational Interviewing in SUD
• Behavior Follows Attitudes: Leadership Reflections and Work Motivation
• Motivation Effect on Nurse Work in Qassim Region
• Employee Motivation Through Holistic Fitness
• Multiple Perspectives on Employee Motivation
• Motivation Through Holistic Fitness: A Risk Analysis
• Sources of Motivation for Pursuing a PhD
• Enhancing Adult Motivation to Learn
• Career Development and Employee Motivation Initiatives at Chipotle
• Employee Motivation and Cross-Cultural Communication
• Cultural Dimensions Model and Employee Motivation
• Cultural Influence on Employee Motivation
• Suzie Sue Restaurant’s Workforce Motivation Strategy
• Leadership & Employee Motivation in the UK Restaurant Sector
• Introduction to Psychology: Motivation and Emotion
• Carmina Campus Company: Employee Motivation
• Motivation Approach in Dental Practice
• Motivational Interviewing in Psychotherapy
• Motivational Theories and Common Behaviors
• Memory and Motivation at History Lesson
• Motivation and Behavior in the Workplace
• Cognition, Motivation and Success
• Disaster Tourism and Motivation Behind It
• Learning Styles Models and Theory of Motivation
• Motivation and Performance Influence on Life
• Consumer Behavior and Motivation
• Employees Motivation and Organisation’s Performance
• Motivation Process in Education
• Technology Effect on Motivation in English Learners
• A Source of Motivation, and Motivational Theories
• Motivational Conversations: People, Environment and Politics
• Personal Motivational Skills Analysis and Development
• Green Hotel’s Customer Motivation and Satisfaction
• Leadership and Employee Motivation and Satisfaction
• Math Curriculum and Ginsberg’s Motivational Framework
• How Motivation Influences Online Shopping
• Understanding Relationship Between Motivation and Performance
• Motivational Learning and Development in the Workplace
• Motivation: Content and Process Theories in Practice
• Empowerment, Motivation and Performance
• Motivation in Continuous Education: Back to School
• Motivation and Conflict: Analysis and Design Methods
• Behavior and Motivation: Theory and Research
• Incentives to Increase Employees` Motivation
• Mixed Method in Motivation and Video Gaming Study
• Employee Motivation, Termination, and Work Stress
• Motivation and Emotion Understanding
• Learning Motivation Tools in the Classroom
• Southwest Airlines’ Motivational Strategies
• The Impact of Motivation in the Workplace
• Motivation Theories and Study of Their Effectiveness
• Workers’ Motivation Levels and Performance
• Atrium Health Company: Job Motivation and Satisfaction
• Improving Motivation at Atrium Health
• Employee Motivation for Professional Development
• Health Promotion: Motivation and Skills for Changes
• Employees Motivation: “How to Kill Creativity?”
• Motivation in the Healthcare Field Workplace
• Motivation Theories and Definition
• Means of Improving Employee Motivation
• Employee Motivation and Support Approaches
• Effective Organizational Employee Motivation System
• Motivation: Theories and Principles in Management
• Emotionally Intelligent Leadership Through Motivation and Inspiration
• Motivational Aspects of Teamwork in Schools
• Leadership Question and Motivation of Employees
• Job Satisfaction and Motivation
• Motivation Cases in a Pharmacy Department
• Nurse-Performance Evaluation Tools and Motivation
• Employee Stimulation, Motivation, and Retention
• Auckland Motel Employees’ Motivation Sources
• Self-Control Theory and Criminal Motivation
• Motivation in the Workplace: Industry Practicum
• Motivational Interviewing and Needed Skills
• Motivation in “Drive” by Daniel Pink
• Leadership in Action: Understanding Employee Motivation
• Work Motivation and Organizational Behavior
• Motivational Climate in Sports Training Environment
• Employee Engagement, Empowerment, and Motivation
• Chinese Luxury Hotels’ Employee Motivation
• Motivations of Businesses to Employ Big Data
• Kaluyu Memorial Hospital’s Employee Motivation
• Vegetarian Groups by Motivation
• Salespeople’s Effective Motivational Strategies
• ABC Company’s Organizational Behaviour and Motivation
• Philosophy Teaching and Learning Motivation
• Customer Motivation in Marketing and the PRISM Model
• Team Motivation Strategies and Approaches
• Historical Insights Project for Students’ Motivation
• Students’ Motivation Strategy: Action Research
• Personal Motivation Skills Development
• Resolving Work Motivation Problem
• Employee Motivation: Fred Maiorino’s Case
• Head Start Program and Motivational Theory
• St. Aidan’s Hospital: Work Motivation Problem
• The Regency Grand Hotel’s Employee Motivation
• Motivational Models and Training in Education
• Teamwork and Motivation Importance
• Motivation Theories and Principles
• Motivational Theory in the Instructional Program
• Motivation in Adults and Young Learners
• Education, Behavior and Motivation Theories
• Autonomy Supportive Teaching and Motivational Systems Theory
• The Motivation to Take a Healthy Diet
• Motivation and Change in Schools
• Development, Motivation and Self-Regulation in Learning
• Expectancy Theory in Motivation Management
• Two Theories of Motivation
• Employee Motivation Theories in 3rd Rock From the Sun
• Leadership: Motivation and Satisfaction
• Motivational Counseling and Interviewing Techniques
• Improvement of Achievement Motivation for Learners
• Students’ Achievement Motivation: Two Scales Scoring
• Workforce Motivation: Theories and Approaches
• Employee Motivation: Daniel Pink’s Views
• Leadership: Providing Purpose, Motivation and Inspiration
• Emotions Function and Its Role in a Motivation
• Motivation Concept and Sources
• Work Motivation From Psychological & Coaching Perspectives
• Counselling and Helping in Motivational Interviewing
• Political Interests Motivations and Opinions
• Presidential Debates, Partisan Motivations, and Political Interest
• Motivation Theories and Factors in Management
• Motivation Importance in an Educational Environment
• Expectancy Theory in Motivation Psychology
• Employee Motivation, Conflict and Personnel Management
• Concepts and Sources of Motivation
• Mental Psychology and Motivation
• Motivation Management Tools and Tactics
• Motivation and Transfer of Learning
• Educational Technologies on Student Motivation and Confidence
• WooWoo Company Management: Teamwork and Motivation
• Motivational Theories and Motivation at Work
• Facilitating Customer Support at Radisson Hotels
• Motivational Framework for Culturally Responsive Teaching Versus the Arcs Model
• Motivational Practices for Employees
• Destination Attributes and Motivations Between First-Time and Repeat Travellers in the International and Interstate Tourism: Melbourne
• Motivation in the XXI Century: New Solutions to the Old Concerns
• Relationship Between Rewards and Employee’s Motivation
• The Right Motivation and Its Effects
• Employee Motivation Theories and Benefits
• Training and Development Options for Motivation and Retention
• Management Issues: Most Relevant Motivational Theory
• Motivational Theory and Generation Y
• Motivation and Reward Systems Used in Today’s Companies
• Leadership and Motivation Ideas
• Leadership and Motivation in Global Organizations
• Employees Job Motivation
• Leadership and Motivation Theory
• Consumers’ Motivation and Satisfaction of Luxury Hotel in China
• Consumers’ Motivation and Satisfaction of 5-Star Hotel in China
• Employee Motivation in Spanish Hotel Chains
• Does Blogging Increase the Motivation of Boys in Class
• The Impact of Employee Motivational Strategies on Organizational Performance
• The Role of Motivation in Online Collaboration From an Active Learning Perspective
• “Self-Determination Theory and the Facilitation of Intrinsic Motivation, Social Development, and Well-Being”
• Improving Front Office Employees Motivation in a Luxury Hotel in Beijing
• Motivation Plan: Virgin Blue Company
• Motivation and Organizational Behaviour
• Teamwork and Motivation: Woowooo Inc.
• Usage of Blogging for Boys’ Motivation
• Decision Making & Motivation
• Motivation, Work Performance, Job Satisfaction
• Student Engagement and Student Motivation in a Reading Classroom for the Kindergarten Level
• Motivational Theories and Organizational Performance Relations
• Motivation Role in Organizational Management
• Motivation and Employee Involvement
• Undergraduate Students’ Views on Social Links and Their Influence on Motivation
• Motivation in Higher Education
• WeChat Users’ Motivation, Satisfaction and Loyalty
• Intrinsic Motivation in Education
• Nurturing Motivation in Students
• Employee Motivation vs. Work and Family Issues
• Examining Reward, Motivation and Incentive Systems for the Staff Currently Employed at the Japanese Subsidiary of Sujdavdan
• Team’s Motivation, Satisfaction, and Performance
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• Review Article
• Published: 10 May 2022

Understanding and shaping the future of work with self-determination theory

• Marylène Gagné   ORCID: orcid.org/0000-0003-3248-8947 1 ,
• Sharon K. Parker   ORCID: orcid.org/0000-0002-0978-1873 1 ,
• Mark A. Griffin   ORCID: orcid.org/0000-0003-4326-7752 1 ,
• Patrick D. Dunlop   ORCID: orcid.org/0000-0002-5225-6409 1 ,
• Caroline Knight   ORCID: orcid.org/0000-0001-9894-7750 1 ,
• Florian E. Klonek   ORCID: orcid.org/0000-0002-4466-0890 1 &
• Xavier Parent-Rocheleau   ORCID: orcid.org/0000-0001-5015-3214 2  

Nature Reviews Psychology volume  1 ,  pages 378–392 ( 2022 ) Cite this article

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Self-determination theory has shaped our understanding of what optimizes worker motivation by providing insights into how work context influences basic psychological needs for competence, autonomy and relatedness. As technological innovations change the nature of work, self-determination theory can provide insight into how the resulting uncertainty and interdependence might influence worker motivation, performance and well-being. In this Review, we summarize what self-determination theory has brought to the domain of work and how it is helping researchers and practitioners to shape the future of work. We consider how the experiences of job candidates are influenced by the new technologies used to assess and select them, and how self-determination theory can help to improve candidate attitudes and performance during selection assessments. We also discuss how technology transforms the design of work and its impact on worker motivation. We then describe three cases where technology is affecting work design and examine how this might influence needs satisfaction and motivation: remote work, virtual teamwork and algorithmic management. An understanding of how future work is likely to influence the satisfaction of the psychological needs of workers and how future work can be designed to satisfy such needs is of the utmost importance to worker performance and well-being.

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Introduction

The nature of work is changing as technology enables new forms of automation and communication across many industries. Although the image of human-like robots replacing human jobs is vivid, it does not reflect the typical ways people will engage with automation and how technology will change job requirements in the future. A more relevant picture is one in which people interact over dispersed networks using continuously improving communication platforms mediated by artificial intelligence (AI). Examples include the acceleration of remote working arrangements caused by the COVID-19 pandemic and the increased use of remote control operations across many industries including mining, manufacturing, transport, education and health.

Historically, automation has replaced more routine physically demanding, dangerous or repetitive work in industries such as manufacturing, with little impact on professional and managerial occupations 1 . However, since the mid-2010s, automation has replaced many repetitive error-prone administrative tasks such as processing legal documents, directing service queries and employee selection screening 2 , 3 . Thus, work requirements for employees are increasingly encompassing tasks that cannot be readily automated, such as interpersonal negotiations and service innovations 4 : in other words, work that cannot be easily achieved through algorithms.

The role of motivation is often overlooked when designing and implementing technology in the workplace, even though technological changes can have a major impact on people’s motivation. Self-determination theory offers a useful multidimensional conceptualization of motivation that can help predict these impacts. According to self-determination theory 5 , 6 , three psychological needs must be fulfilled to adequately motivate workers and ensure that they perform optimally and experience well-being. Specifically, people need to feel that they are effective and masters of their environment (need for competence), that they are agents of their own behaviour as opposed to a ‘pawn’ of external pressures (need for autonomy), and that they experience meaningful connections with other people (need for relatedness) 5 , 7 . Meta-analytic evidence shows that satisfying these three needs is associated with better performance, reduced burnout, more organizational commitment and reduced turnover intentions 8 .

Self-determination theory also distinguishes between different types of motivation that workers might experience: intrinsic motivation (doing something for its own sake, out of interest and enjoyment), extrinsic motivation (doing something for an instrumental reason) and amotivation (lacking any reason to engage in an activity). Extrinsic motivation is subdivided according to the degree to which external influences are internalized (absorbed and transformed into internal tools to regulate activity engagement) 5 , 9 . According to meta-analytic evidence, more self-determined (that is, intrinsic or more internalized) motivation is more positively associated with key attitudinal and performance outcomes, such as job satisfaction, organizational commitment, job performance and proactivity than more controlled motivation (that is, extrinsic or less internalized) 10 . Consequently, researchers advocate the development and promotion of self-determined motivation across various life domains, including work 11 . Satisfaction of the three psychological needs described above is significantly related to more self-determined motivation 8 .

Given the impact of the needs proposed in self-determination theory on work motivation and consequently work outcomes (Fig.  1 ), it is important to find ways to satisfy these needs and avoid undermining them in the workplace. Organizational research has consequently focused on managerial and leadership behaviours that support or thwart these needs and promote different types of work motivation 12 , 13 , 14 , 15 , 16 , 17 , 18 , 19 , 20 , 21 , 22 , 23 (Fig.  2 ). There is also substantial research on the effects of work design (the nature and organization of people’s work tasks within a job or role, such as who makes what decisions, the extent to which people’s tasks are varied, or whether people work alone or in a team structure) and compensation systems on need satisfaction and work motivation 24 , 25 , 26 , 27 , 28 , 29 , 30 , 31 , 32 , 33 , 34 , 35 , 36 , 37 , and how individuals can seek to meet their needs and enhance their motivation through proactive efforts to craft their jobs 38 , 39 , 40 .

According to self-determination theory, satisfaction of three psychological needs (competence, autonomy and relatedness) influences work motivation, which influences outcomes. More intrinsic and internalized motivations are associated with more positive outcomes than extrinsic and less internalized motivations. These needs and motivations might be influenced by the increased uncertainty and interdependence that characterize the future of work.

Summary of research findings 5 , 6 , 7 , 8 , 9 , 10 , 11 , 12 , 13 , 14 , 15 , 16 , 17 , 18 , 19 , 20 , 21 , 22 , 23 , 24 , 25 , 26 , 27 , 28 , 29 , 30 and available meta-analyses 8 , 10 . In cases where the evidence is mixed, a negative sign indicates a negative correlation, a positive sign indicates a positive correlation, and a zero indicates no statistically significant correlation.

Importantly, the work tasks that people are more likely to do in future work will require high-level cognitive and emotional skills that are more likely to be developed, used, and sustained when underpinned by self-determined motivation 40 , 41 , 42 , 43 , 44 , 45 , 46 , 47 , 48 , 49 , 50 . Therefore, if individuals are to be effective in future work, it is important to understand how future work might meet — or fail to meet — the psychological needs proposed by self-determination theory.

In this Review, we outline how work is changing and explain the consequences of these changes for satisfying workers’ psychological needs. We then focus on two areas where technology is already changing the worker experience: when workers apply for jobs and go through selection processes; and when the design of their work — what work they do, as well as how, when and where they do it — is transformed by technology. In particular, we focus on three domains where technology is already changing work design: remote work, virtual teams and algorithmic management. We conclude by discussing the importance of satisfying the psychological needs of workers when designing and implementing technologies in the workplace.

Future work requirements

The future workplace might evolve into one where psychological needs are better fulfilled, or one where they are neglected. In addition, there is growing concern that future work will meet the needs of people with adequate access to technology and the skills to use it, but will further diminish fulfillment for neglected and disadvantaged groups 51 (Box  1 ). To understand how future work might align with human needs, it is necessary to map key work features to core constructs of self-determination theory. Future work might be characterized by environmental uncertainty interdependence, complexity, volatility and ambiguity 52 . Here we focus on uncertainty and interdependence because these features capture core concerns about the future and its implication for connections among people in the changing context of work 53 . Higher levels of uncertainty require more adaptive behaviours, whereas higher levels of interdependence require more social, team-oriented and network-oriented behaviours 54 .

We first consider the increasing role of uncertainty in the workplace. Rapid changes in technology and global supply chains mean that the environment is more unpredictable and that there is increasing uncertainty about what activities are needed to be successful. Reducing uncertainty is central to most theories of human adaptation 55 and is a strong motivational basis for goals and behaviour 56 . If uncertainty becomes a defining and pervasive feature of organizational life, organizational leaders should think beyond reducing uncertainty and instead leverage and even create it 55 . In other words, in a highly dynamic context, it might be more functional and adaptive for employees and organizational leaders to consider more explorative approaches to coping with uncertainty, such as experimentation and improvization. All of these considerations imply that future effective work will require adaptive behaviours such as modifying the way work is done, and proactive behaviours such as innovating and creating new ways of working 54 .

Under higher levels of uncertainty, specific actions are difficult to define in advance. In contrast to action sequences that can be codified (for example, with algorithms) and repeated in predictable environments, the best action sequence is likely to involve flexibility and experimentation when the workplace is more uncertain. In this context, individuals must be motivated to explore new ideas, adjust their behaviour and engage with ongoing change. In stable and predictable environments, less self-determined forms of motivation might be sufficient to maintain the enactment of repetitive tasks and automation is more feasible as a replacement or support. However, under conditions of uncertainty, individuals will benefit from showing cognitive flexibility, creativity and proactivity, all behaviours that are more likely to emerge when people have self-determined motivation 40 , 41 , 44 , 46 , 47 , 48 , 49 , 57 .

Adaptive (coping with and responding to change) and proactive (initiating change) performance can be promoted by satisfying the needs for competence, autonomy and relatedness, and self-determined motivation 4 , 58 . For example, when individuals experience internalized motivation, they have a ‘reason to’ engage in the sometimes psychologically risky behaviour of proactivity 40 . Both adaptivity and proactivity depend on individuals having sufficient autonomy to work differently, try new ideas and negotiate multiple pathways to success. Hence, successful organizational functioning depends on people who can act autonomously to regulate their behaviour in response to a more unpredictable and changing environment 31 , 54 , 59 .

The second feature of the evolving workplace is an increasing level of interdependence among people, systems and technology. People will connect with each other in more numerous and complex ways as communication technologies become more reliable, deeply networked and faster. For example, medical teams from disparate locations might collaborate more easily in real time to support remote surgical procedures. They will also connect with automated entities such as cobots (robots that interact with humans) and decision-making aids supported by constantly updating algorithms. For example, algorithms might provide medical teams with predictive information about patient progress based on streaming data such as heart rate. As algorithms evolve in complexity and predictive accuracy, they will modify the work context and humans will need to adapt to work with the new information created 60 .

This interconnected and evolving future workplace requires individuals who can interact effectively across complex networks. The nature of different communication technologies can both increase and decrease feelings of relatedness depending on the extent to which they promote meaningful interactions. Typically, work technologies are developed to facilitate productivity and efficiency. However, given that human performance is also influenced by feelings of relatedness 8 , it is important to ensure that communication technologies and the way networks of people are managed by these technologies can fulfill this need.

The rapid growth of networks enabled by communication technologies (for example, Microsoft Teams, Slack and Webex) has produced positive and negative effects on performance and well-being. For example, these technologies can be a buffer against loneliness for remote workers or homeworkers 61 and enable stronger connections among distributed workers 62 . However, networking platforms lead some individuals to experience more isolation rather than more connectedness 63 . Workplace networks might also engender these contrasting effects by, for example, building a stronger understanding between individuals in a work group who do not usually get to interact or by limiting contact to more superficial communication that prevents individuals from building stronger relationships.

Both uncertainty and interdependence will challenge people’s feelings of competence. Uncertainty can lead to reduced access to predictable resources and less certainty about the success of work effort; the proliferation of networks and media can lead to feeling overwhelmed and to difficulties in managing communication and relationships. Moreover, technologies and automation can lead to the loss of human competencies as people stop using these skills 64 , 65 , 66 , 67 . For example, automating tasks that require humans to have basic financial skills diminishes opportunities for humans to develop expertise in financial skills.

Uncertainty and interdependence are likely to persist and increase in the future. This has implications for whether and how psychological needs will be satisfied or frustrated. In addition, because uncertainty and interdependence require people to behave in more adaptive and proactive ways, it is important to create future work that satisfies psychological needs.

Box 1 Inequalities caused by future work

Future work is likely to exacerbate inequalities. First, the digital divide (unequal access to, and ability to use, information communication technologies) 51 is likely to be exacerbated by technological advances that might become more costly and require more specialized skills. Moreover, the COVID-19 pandemic exacerbated work inequalities by providing better opportunities to those with digital access and skills 210 , 211 . The digital divide now also includes ‘algorithm awareness’ (knowing what algorithms do) which influences whether and how people are influenced by technology. Indeed, the degree to which algorithms influence attitudes and behaviours is negatively associated with the degree to which people are aware of algorithms and understand how they work 212 .

Second, future work is likely to require new technical and communication skills, as well as adaptive and proactive skills. Thus, people with such skills are more likely to find work than those who do not or who have fewer opportunities (for example, education access) to develop them. Even gig work requires that workers have access to relevant platforms and adequate skills for using them. These future work issues are therefore likely to increase gaps between skilled and non-skilled segments of the population, and consequently to increase societal pay disparities and poverty.

For example, workforce inequalities between mature and younger workers are likely to increase owing to real or perceived differences in technology-related skills, with increased disparities in the type of jobs these workers engage in 210 , 213 . Older workers might miss out on opportunities to upskill or might choose to leave the workforce early rather than face reskilling. This could decrease workforce diversity and strengthen negative stereotypes about mature workers (such as that they are not flexible, adaptable or motivated to keep up with changing times) 214 . Furthermore, inequalities in terms of pay have already been observed between men and women 215 . Increased robotization increases the gender pay gap 216 , and this gap is likely to be exacerbated as remote working becomes more common (as was shown during the pandemic) 217 . For example, one study found that salaries did not increase as much for women working flexibly compared to men 218 ; another study found that home workers tended to be employees with young children and these workers were 50% less likely to be promoted than those based in the office 140 .

To promote equality in future work and ensure that psychological needs are met, managers will need to adopt ‘meta-strategies’ to promote inclusivity (ensuring that all employees feel included in the workplace and are treated fairly, regardless of whether they are working remotely or not), individualization of work (ensuring that work is tailored to individual needs and desires) and employee integration (promoting interaction between employees of all ages, nationalities and backgrounds) 213 .

The future of employee selection

Changing economies are increasing demand for highly skilled labour, meaning that employers are forced to compete heavily for talent 68 . Meanwhile, technological developments, largely delivered online, have radically increased the reach, scalability and variety of selection methods available to employers 69 . Technology-based assessments also afford candidates the autonomy to interact with prospective employers at times and locations of their choosing 70 , 71 . Furthermore, video-based, virtual, gamified and AI-based assessment technologies 3 , 72 , 73 , 74 have improved the fidelity and immersion of the selection process. The fidelity of a selection assessment represents the extent to which it can reproduce the physical and psychological aspects of the work situation that the assessment is intended to simulate 75 . Virtual environments and video-based assessments can better reproduce working environments than traditional ‘paper and pencil’ assessments, and AI is being used to simulate social interactions in work or similar contexts 74 . Immersion represents how engrossing or absorbing an assessment experience is. Immersion is enhanced by richer media and gamified assessment elements 75 , 76 . These benefits have driven the widespread adoption of technology in recruitment practices 77 , but they have also attracted criticism. For example, the use of AI to analyse candidate data (such as CVs, social media profiles, text-based responses to interview questions, and videos) 78 raises concerns about the relevance of data being collected for selecting employees, transparency in how the data are used, and biases in selection based on these data 79 .

Candidates with a poor understanding of what data are being collected and how they are being used might experience a technology-based selection process as autonomy-thwarting. For example, the perceived job-relatedness of an assessment is associated with whether or not candidates view the assessment positively 69 , 80 . However, with today’s technology, assessments that appear typical or basic (such as a test or short recorded interview response) might also involve the collection of additional ‘trace’ data such as mouse movements and clicks (in the case of tests), or ancillary information such as ‘micro-expressions’ or candidates’ video backdrops 81 . We expect that it would be difficult for candidates to evaluate the job-relatedness of this information, unless provided with a rationale. Candidates may also feel increasing pressure to submit to employers’ requests to share personal information, such as social media profiles, which may further frustrate autonomy to the extent that candidates are reluctant to share this information 82 .

Furthermore, if candidates do not understand how technology-driven assessments work and are not able to receive feedback from assessment systems, their need for competence may be thwarted 83 . For example, initial research shows that people perceive fewer opportunities to demonstrate their strengths and capabilities in interviews they know will be evaluated by AI, compared to those evaluated by humans 83 .

Finally, because candidates are increasingly interacting with systems, rather than people, their opportunities to build relatedness with employers might be stifled. A notable exemplar is the use of asynchronous video interviews 70 , 71 , a type of video-based assessment where candidates log into an online system, are presented with a series of questions, and are asked to video-record their responses. Unlike a traditional or videoconference interview, candidates completing an asynchronous video interview do not interact directly with anyone from the employer organization, and they consequently often describe the experience as impersonal 84 . Absent any interventions, the use of asynchronous video interviews removes the opportunity for candidates to meet the employer and get a feel for what it might be like to work for the employer, or to ask questions of their own 84 .

Because technologies have changed rapidly, research on candidates’ reactions to these new selection methods has not kept up 69 . Nonetheless, to the extent that test-related and technology-related anxiety influences motivation and performance when completing an online assessment or a video interview, the performance of applicants might be adversely affected 85 . Furthermore, candidate experience can influence decisions to accept a job offer and how positively the candidate will talk about the organization to other potential candidates and even clients, thereby influencing brand reputation 86 . Thus, technology developments offer clear opportunities to improve the satisfaction of candidates’ needs and to assess them in richer environments that more closely resemble work settings. However, there are risks that technology that is needs-thwarting or is implemented in a needs-thwarting manner, will add to the uncertainty already inherent in competitive job applications. In the context of a globally competitive skills market, employers risk losing high-quality candidates.

The future of work design

Discussion in the popular press about the impact of AI and other forms of digitalization focuses on eradicating large numbers of jobs and mass unemployment. However, the reality is that tasks within jobs are being influenced by digitalization rather than whole jobs being replaced 87 . Most occupations in most industries have at least some tasks that could be replaced by AI, yet currently there is no occupation in which all tasks could be replaced 88 . The consequence of this observation is that people will need to increasingly interact with machines as part of their jobs. This raises work design questions, such as how people and machines should share tasks, and the consequences of different choices in this respect.

Work design theory is intimately connected to self-determination theory, with early scholars arguing that work arrangements should create jobs in which employees can satisfy their core psychological needs 89 . Core aspects of work design, including decision-making power, the opportunity to use skills and do a variety of tasks, the ability to ascertain the impact of one’s work, performance feedback 90 , social contact, time pressure, emotional demands and role conflict 91 are important predictors of job satisfaction, job performance 92 and work motivation 93 . Some evidence suggests that these motivating characteristics (considered ‘job resources’ according to the jobs demands–resources model) 94 are especially important for fostering motivation or reducing strain when job demands (aspects of a job that require sustained physical, emotional or mental effort) are high 93 , 95 . For example, autonomy and social support can reduce the effect of workload on negative outcomes such as exhaustion 96 .

Technology can potentially influence work design and therefore employee motivation in positive ways 1 . Increasing workers’ task variety and opportunities for more complex problem-solving should occur whenever technology takes over tasks (such as assembly line or mining work). Leaving the less routine and more interesting tasks for people to do 97 increases the opportunity for workers to fulfill their need for competence. For example, within manufacturing, complex production systems in which cyber-machines are connected in a factory-wide information network require strategic human decision-makers operating in complex, varied and high-level autonomy jobs 98 . Technology (such as social media) can also enhance social contact and support in some jobs and under some circumstances 86 , 87 (but see ref. 63 ), increasing opportunities for meeting relatedness needs.

However, new technologies can also undermine the design of motivating work, and thus reduce workers’ need satisfaction 1 . For example, in the aviation industry, manual flying skills can become degraded due to a lack of opportunity to practice when aircraft are highly automated 99 , decreasing the opportunity for pilots to meet their need for competence. As another example, technology has enabled the introduction of ‘microwork’ in which jobs are broken down into small tasks that are then carried out via information communication technologies 100 . Such jobs often lack variety, skill use and meaning 101 , again reducing the opportunity for the work to meet competence needs. In an analysis of robots in surgery, technology designed purely for ‘efficiency’ reduced the opportunities for trainee surgeons to engage in challenging tasks and resulted in impaired skill development 102 , and therefore probably reduced competence need satisfaction. Thus, poor work design might negatively influence work motivation through poor need satisfaction, especially the need for competence, owing to the lack of opportunity to maintain one’s skills or gain new ones 2 .

As the above examples show, the impact of new technologies on work design, and hence on need satisfaction, is powerful — but also mixed. That is, digital technologies can increase or decrease motivational work characteristics and can thereby influence need satisfaction (Fig.  3 ). The research shows that there is no deterministic relationship between technology and work design; instead, the effect of new technology on work design, and hence on motivation, depends on various moderating factors 1 . These moderating factors include individual aspects, such as the level of skill an individual has or the individual’s personality. Highly skilled individuals or those with proactive personalities might actively shape the technology and/or craft their work design to better meet their needs and increase their motivation 1 . For example, tech-savvy Uber drivers subject to algorithmic management sometimes resist or game the system, such as by cancelling rides to avoid negative ratings from passengers 103 .

The causal relationships among the possible (but not exhaustive) variables implicated in the influence of technology on work design and work motivation discussed in this Review.

More generally, individuals proactively seek a better fit with their job through behaviours such as idiosyncratic deals (non-standard work arrangements negotiated between an employee and an employer) and job crafting (changing one’s work design to align one’s job with personal needs, goals and skills) 39 , 40 (Box  2 ). Consequently, although there is relatively little research on proactivity in work redesign through technology, it is important to recognize that individuals will not necessarily be passive in the face of negative technologies. Just as time pressure can stimulate proactivity 104 , we should expect that technology that creates poor work design will motivate job crafting and other proactive behaviours from workers seeking to meet their psychological needs better 105 . This perspective fits with a broader approach to technology that emphasizes human agency 106 .

Importantly, mitigating and managing the impact of technology on work is not the sole responsibility of individuals. Organizational implementation factors (for example, whether technology is selected, designed and implemented in a participatory way or how much training is given to support the introduction of technology) and technological design factors (for example, how much worker control is built into automated systems) are also fundamental in shaping the effect of technology on work design. Understanding these moderating factors is important because they provide potential ‘levers’ for creating more motivating work while still capitalizing on the advantages of technologies. For example, in one case study 107 , several new digital technologies such as cobots and digital paper flow (systems that integrate and automate different organizational functions, such as sales and purchasing with accounting, inventory control and dispatch) were implemented following a strong technocentric approach (that is, highly focused on engineering solutions) with little worker participation, and with limited attention to creating motivating work design. A more human-centred approach could have prevented the considerable negative outcomes that followed (including friction, reduced morale, loss of motivation, errors and impaired performance) 107 . Ultimately, how technology is designed and implemented should be proactively adapted to better meet human competencies, needs and values.

Box 2 The future of careers

Employment stability started to decline during the 1980s with the rise of public ownership and international trade, the increased use of performance-based incentives and contracts, and the introduction of new technologies. Employment stability is expected to continue to decline with the growth of gig work and continued technological developments 219 , 220 . Indeed, people will more frequently be asked to change career paths as work is transformed by technology, to use and ‘sell’ their transferrable skills in creative ways, and to reskill. The rise of more precarious work and new employment relationships (for example, in gig work) adds to these career challenges 221 . The current generation of workers is likely to experience career shocks (disruptive events that trigger a sensemaking process regarding one’s career) caused by rapid technological changes, and indeed many workers have already experienced career shocks from the pandemic 222 . Moreover, rapid technological change and increasing uncertainty pushes organizations to hire for skill sets rather than fitting people into set jobs, requiring people to be aware of their skills and to know how to market them.

In short, the careers of the current and future workforce will be non-linear and will require people to be more adaptive and proactive in crafting their career. For this reason, the concept of a protean career, whereby people have an adaptive and self-directed career, is likely to be increasingly important 223 . A protean career is a career that is guided by a search for self-fulfillment and is characterized by frequent learning cycles that push an individual into constant transformation; a successful protean career therefore requires a combination of adaptivity skills and identity awareness 224 , 225 . Adaptivity allows people to forge their career by using, or even creating, emerging opportunities. Having a solid sense of self helps individuals to make choices according to personal strengths and values. However, a protean career orientation might fit only a small segment of the labour market. Change-averse individuals might regard protean careers as career-destructive and the identity changes associated with a protean career might be regarded as stressful. In addition, overly frequent transitions might limit deep learning opportunities and achievements, and disrupt important support networks 221 .

Nonetheless, career-related adaptive and proactive behaviours can be encouraged by satisfying psychological needs. In fact, protean careers tend to flourish in environments that provide autonomy and allow for proactivity, with support for competence and learning 223 , 226 . Moreover, people have greater self-awareness when they feel autonomous. Indeed, self-awareness is a component of authenticity and mindfulness, both of which are linked to the satisfaction of the need for autonomy 227 , 228 . Thus, supporting psychological needs during training, development and career transitions is likely to assist people in crafting successful careers.

Applications

In what follows, we describe three specific cases where technology is already influencing work design (virtual and remote work, virtual teamwork, and algorithmic management), and consider the potential consequences for worker need satisfaction and motivation.

Virtual and remote work

Technologies have significantly altered when and where people can work, with the Covid-19 pandemic vastly accelerating the extent of working from home (Box  3 ). Remote work has persisted beyond the early stages of the Covid-19 pandemic with hybrid working — where people work from home some days a week and at the workplace on other days — becoming commonplace 108 . The development of information communication technologies (such as Microsoft Teams) has enabled workers to easily connect with colleagues, clients and patients remotely 105 , for example, via online patient ‘telehealth’ consultations, webinars and discussion forums. Technology has even enabled the remote control of other technologies, such as manufacturing machinery, vehicles and remote systems that monitor hospital ward patient vital signs through AI 1 . However, even when people are working on work premises (that is, not working remotely), an increasing amount of work in many jobs is done virtually (for example, online training or communicating with a colleague next door via email).

Working virtually is inherently tied to changes in uncertainty and interdependence. Virtual work engenders uncertainty because workplace and interpersonal cues are less available or reliable in providing virtual employees with role clarity and ensuring smooth interactions. Indeed, ‘screen’ interactions are more stressful and effortful than face-to-face interactions. It is more difficult to decipher and synchronize non-verbal behaviour on a screen than face-to-face, particularly given the lack of body language cues due to camera frame limitations, increasing the cognitive load for meeting attendees 109 , 110 , 111 , 112 . Non-verbal synchrony can be affected by the video streaming speed, which also increases cognitive load 109 , 110 , 111 , 112 . Virtual interactions involve ‘hyper gaze’ from seeing grids of staring faces, which the brain interprets as a threat 109 , 110 , 111 , 112 . Seeing oneself on screen increases self-consciousness during social interactions, which can cause anxiety, especially in women and those from minoritized groups 109 , 110 , 111 , 112 . Finally, reduced mobility from having to stay in the camera frame has been shown to reduce individual performance relative to face-to-face meetings 109 , 110 , 111 , 112 . Research on virtual interactions is still in its infancy. In one study, workers were randomly assigned to have their camera either on or off during their daily virtual meetings for a week. Those with the camera on during meetings experienced more daily fatigue and less daily work engagement than those with the camera off 113 .

Lower-quality virtual communication between managers and colleagues can leave individuals unclear about their goals and priorities, and how they should achieve them 114 . This calls for more self-regulation 115 because employees must structure their daily work activities and remind themselves of their work priorities and goals, without relying on the physical presence of colleagues or managers. If virtual workers must coordinate some of their work tasks with colleagues, it can be difficult to synchronize and coordinate actions, working schedules and breaks, motivate each other, and assist each other with timely information exchange 115 . This can make it harder for employees to acquire and share information 53 .

Virtual work also affects work design and changes how psychological needs can be satisfied and frustrated (Table  1 ), which has implications for both managers and employees. Physical workplace cues that usually guide work behaviours and routines in the office do not exist in virtual work, consequently demanding more autonomous regulation of work behaviours 116 , 117 . Some remote workers experience an increased sense of control and autonomy over their work environment 118 , 119 , 120 under these circumstances, resulting in lower family–work conflict, depression and turnover 121 , 122 . However, managers and organizations might rob workers of this autonomy by closely monitoring them, for example by checking their computer or phone usage 123 . This type of close monitoring reflects a lack of manager trust in individuals’ abilities or intentions to work effectively remotely. This lack of trust leads to decreased feelings of autonomy 124 , increased employee home–work conflict 105 and distress 125 , 126 . Surveillance has been shown to decrease self-determined motivation 127 . It is therefore important to train managers in managing remote workers in an autonomy-supportive way to avoid these negative consequences 128 . The negative effects of monitoring can also be reduced if monitoring is used constructively to help employees develop through feedback 129 , 130 , 131 , 132 , 133 , and when employees participate in the design and control of the monitoring systems 134 , 135 .

Information communication technology might satisfy competence needs by increasing access to global information and communication and the ability to analyse data 136 . For example, online courses, training and webinars can improve workers’ knowledge, skills and abilities, and can therefore help workers to carry out their work tasks more proficiently, which increases self-efficacy and a sense of competence. Furthermore, the internet allows people to connect rapidly and asynchronously with experts around the world, who may be able to provide information needed to solve a work problem that local colleagues cannot help with 136 . This type of remote work is increasingly occurring whether or not individuals themselves are based remotely, and can potentially enhance performance.

At the same time, technology might thwart competence needs, and increase fatigue and stress. For example, constant electronic messages (such as email or keeping track of online messaging platforms such as Slack or Microsoft Teams) are likely to increase in volume when working remotely, but can be distracting and prevent individuals from completing core tasks while they respond to incoming messages 136 . The frustration of the need for competence can increase if individuals are constantly switching tasks to deal with overwhelming correspondence and failing to finish tasks in a timely manner. In addition, information communication technology enables access to what some individuals might perceive as an overwhelming amount of information (for example, through the internet, email and messages) which can lead to a lot of time spent sifting and processing information. This can be interpreted as a job demand that might make individuals feel incompetent if it is not clear what information is most important. Individuals might also require training in the use of information communication technology, and even then, technology can malfunction, preventing workers from completing tasks, and causing frustration and distress 136 , 137 .

Finally, remote workers can suffer from professional isolation because there are fewer opportunities to meet or be introduced to connections that enable career development and progression 138 , which could influence their feelings of competence in the long run. Although some research suggests that those who work flexibly are viewed as less committed to their career 139 and might be overlooked for career progression 140 , other research has found no relationship between remote working and career prospects 119 .

Virtual work can also present challenges for meeting workers’ need for relatedness 141 . Remote workers can feel isolated from, and excluded by, colleagues and fail to gain the social support they might receive if co-located 142 , 143 , weakening their sense of belonging to a team or organization 144 and their job performance 145 . This effect will probably be accentuated in the future: if the current trend for working from home continues, more people will be dissociated from office social environments more often and indefinitely. Office social environments could be degraded permanently if fewer people frequent the office on a daily basis, such that workers may not be in the office at the same time as collaborators, and there might be fewer people to ask for help or talk with informally. We do not yet know the long-term implications of a degraded social environment, but some suggest that extended virtual working could create a society where people have poor communication skills and in which social isolation and anxiety are exacerbated 146 . Self-determination theory suggests that it will be critical to actively design hybrid and remote work that meets relatedness needs to prevent these long-term issues. When working remotely, simple actions could be effective, such as actively providing opportunities for connecting with others, for example, through ‘virtual coffee breaks’ 147 . Individuals could also be ‘buddied’ up into pairs who regularly check in with each other via virtual platforms.

Hybrid work seems to offer the best of both worlds, providing opportunities for connection and collaboration while in the workplace, and affording autonomy in terms of flexible working. Some research suggests that two remote workdays a week provides the optimum balance 148 . However, it is likely that this balance will be affected by individual characteristics and desires, as well as by differences in work roles and goals. For example, Israeli employees with autism who had to work from home during the COVID-19 pandemic experienced significantly lower competence and autonomy satisfaction than before the pandemic 149 . Yet remote workers high in emotional stability and job autonomy reported higher autonomy and relatedness satisfaction compared to those with low emotional stability 120 . These findings suggest that managers and individuals should consider the interplay between individual characteristics, work design and psychological need satisfaction when considering virtual and remote work.

Box 3 The ‘great resignation’

‘The great resignation’ refers to the massive wave of employee departures during the COVID-19 pandemic in several parts of the world, including North America, Europe and China 229 , 230 , that can be attributed in part to career shocks caused by the pandemic 222 . In the healthcare profession, the shock consisted of an exponential increase in workload and the resulting exhaustion, coupled with the disorganization caused by lack of resources and compounded by health fears 231 . In other industries, the pandemic caused work disruptions by forcing or allowing people to work from home, furloughing employees for varying periods of time, or lay-offs caused by an abrupt loss of business (such as in the tourism and hospitality industries).

Scholars have speculated that these shocks have resulted in a staggering number of people not wanting to go back to work or quitting their current jobs 232 . For example, the hospitality and tourism industries failed to attract employees back following lay-offs 233 . Career shocks can trigger a sensemaking process that can lead one to question how time is spent at work and the benefits one draws from it. For example, the transition to working from home made employees question how and why they work 234 . Frequent health and financial concerns, juggling school closures and complications in caring for dependents have compounded exhaustion and disorganization issues. Some have even renamed ‘the great resignation’ as ‘the great discontent’ to highlight that many people reported wanting to quit because of dissatisfaction with their work conditions 235 .

It might be helpful to understand ‘the great resignation’ through the lens of basic psychological need satisfaction. Being stretched to the limit might influence the need for competence and relatedness when workers feel they have suboptimal ways to connect with colleagues and insufficient time to balance work with other life activities that connect them to family and friends 128 , 236 . The sensemaking process that accompanies career shocks might highlight a lack of meaningful work that decreases the satisfaction of the need for autonomy. This lack of need satisfaction might lead people to take advantage of the disruption to ‘cut their losses’ by reorienting their life priorities and career goals, leading to resignation from their current jobs 237 , 238 .

Alternatively, the experiences gained from working differently during the COVID-19 pandemic might have made many workers aware of how work could be (for example, one does not have to commute), emboldening them to demand better work design and work conditions for themselves. Not surprisingly, barely a year after ‘the great resignation’ many are now talking about ‘the great reshuffle’, suggesting that many people who quit their jobs used this time to rethink their careers and find more satisfying work 239 . Generally, this has meant getting better pay and seeking work that aligns better with individual values and that provides a better work–life balance: in other words, work that better meets psychological needs for competence, autonomy and relatedness.

Virtual teamwork

Uncertainty and interconnectedness make work more complex, increasing the need for teamwork across many industries 150 . Work teams are groups of individuals that must both collaborate and work interdependently to achieve shared objectives 151 . Technology has created opportunities to develop work teams that operate virtually. Virtual teams are individuals working interdependently towards a common goal but who are geographically dispersed and who rely on electronic technologies to perform their work 152 , 153 . Thus, virtual teamwork is a special category of virtual work that also involves collective psychological experiences (that are shaped by and interact with virtual work) 154 . This adds another layer of complexity and therefore requires a separate discussion.

Most research conceptualizes team virtuality as a construct with two dimensions: geographical dispersion and reliance on technology 153 , 155 . Notably, these dimensions are not completely independent because team members require technology to communicate and coordinate tasks when working in different locations 156 , 157 . Virtuality differs between and within teams. Team members might be in different locations on some days and the same location on other days, which changes the level of team virtuality over time. Thus, teams are not strictly virtual or non-virtual. Team virtuality influences how team members coordinate tasks and share information 130 , which is critical for team effectiveness (usually assessed by a team’s tangible outputs, such as their productivity, and team member reactions, such as satisfaction with, or commitment to, the team) 158 .

Although individual team members might react differently to working in a virtual team, multi-level theory suggests that team members collectively develop shared experiences, called team emergent states 159 , 160 . Team emergent states include team cohesion (the bond among group members) 161 , team trust 162 , and team motivation and engagement 159 , 163 . These emergent states arise out of individual psychological behaviours and states 164 and are influenced by factors that are internal (for example, interactions between team members) and external (for example, organizational team rewards, organizational leadership and project deadlines) to the team, as well as team structure (for example, team size and composition). Team emergent states, particularly team trust, are critical for virtual team effectiveness because reliance on technology often brings uncertainties and fewer opportunities for social control 165 .

Team virtuality is likely to affect team functioning via its impact on psychological need satisfaction, in a fashion similar to remote work. However, the need for coordination and information sharing to achieve team goals is likely to be enhanced by how team members support and satisfy each other’s psychological needs 166 , which might be more difficult under virtual work conditions. In addition to affecting individual performance, need satisfaction within virtual teams can also influence collective-level team processes, such as coordination and trust, which ultimately affect team performance. For example, working in a virtual team might make it more difficult to feel meaningful connections because team members in different locations often have less contact than co-located team members. Virtual team members predominantly interact via technology, which — as described in the previous section — might influence the quality of relationships they can develop with their team members 141 , 167 , 168 and consequently the satisfaction of relatedness needs 169 .

Furthermore, virtual team members must master electronic communication technology (including virtual meeting and breakout rooms, internet connectivity issues, meeting across different time zones, and email overload), which can lead to frustrations and ‘technostress’ 170 . Frustrations with electronic communication might diminish the psychological need for competence because team members might feel ineffective in mastering their environment.

In sum, virtual team members might experience lower relatedness and competence need satisfaction. However, these needs are critical determinants of work motivation. Furthermore, virtual team members can also develop shared collective experiences around their need satisfaction. Thus, self-determination theory offers explanatory mechanisms (that is, team members’ need satisfaction, which influences work motivation) that are at play in virtual teams and that organizations should consider when implementing virtual teams.

Algorithmic management

Algorithmic management refers to the use of software algorithms to partially or completely execute workforce management functions (for example, hiring and firing, coordinating work, and monitoring performance) 2 , 123 , 171 , 172 . This phenomenon first appeared on gig economy platforms such as Uber, Instacart and Upwork, where all management is automated 173 . However, it is rapidly spreading to traditional work settings. Examples include monitoring the productivity, activity and emotions of remote workers 174 , the algorithmic determination of truck drivers’ routes and time targets 175 , and automated schedule creation in retail settings 176 . The constant updating of the algorithms as more data is collected and the opacity of this process makes algorithmic management unpredictable, which produces more uncertainty for workers 177 .

Algorithmic management has repercussions for work design. Specifically, whether algorithmic management systems consider human motivational factors in their design influences whether workers are given enough autonomy, skills usage, task variety, social contact, role clarity (including knowing the impact of one’s work) and a manageable workload 123 . So far, empirical evidence show that algorithmic management features predominantly reduce employees’ basic needs for autonomy, competence and relatedness because of how they influence work design (Fig.  4 ).

Summary of the features and consequences of algorithmic management on autonomy needs, relatedness needs and competence needs.

Algorithmic management tends to foster the ‘working-for-data’ phenomenon (or datafication of work) 172 , 178 , 179 , leading workers to focus their efforts on aspects of work that are being monitored and quantified at the expense of other tasks that might be more personally valued or meaningful. This tendency is reinforced by the fact that algorithms are updated with new incoming data, increasing the need for workers to pay close attention to what ‘pays off’ at any given moment. Monitoring and quantifying worker behaviours might reduce autonomy because it is experienced as controlling and narrows goal focus to only quantifiable results 127 , 180 ; there is some evidence that this is the case when algorithmic management systems are used to this end 172 , 178 , 181 . Rigid rules about how to carry out work often determine performance ratings (for example, imposing a route to deliver goods or prescribing how equipment and materials must be used) and even future task assignments and firing decisions, with little to no opportunity for employee input 182 , 183 , 184 . Thus, the combination of telling workers what to do to reach performance targets and how to get it done significantly limits their autonomy to make decisions based on their knowledge and skills.

Some algorithmic management platforms do not reveal all aspects of a given task (for example, not revealing the client destination before work is accepted) or penalize workers who decline jobs 185 , thereby severely restricting their choices. This encourages workers to either overwork to the point of exhaustion, find ways to game the system 184 , or misbehave 186 . Moreover, the technical complexity and opacity of algorithmic systems 187 , 188 , 189 deprives workers of the ability to understand and master the system that governs their work, which limits their voice and enpowerment 172 , 185 , 190 . Workers’ typical response to the lack of transparency is to organize themselves on social media to share any insights they have on what the algorithm ‘wants’ as a way to gain back some control over their work 183 , 191 .

Finally, algorithmic management usually provides comparative feedback (comparing one’s results to other workers’) and is linked to incentive pay structures, both of which reduce self-determined motivation as they are experienced as more controlling 26 , 192 . For instance, after algorithms estimated normal time standards for each ‘act’, algorithmic tracking and case allocation systems forced homecare nurses to reduce the ‘social’ time spent with patients because they were assigned more patients per day, thereby limiting nurses’ autonomy to decide how to perform their work 181 . Because these types of quantified metric are often directly linked to performance scores, pay incentives and future allocation of tasks or schedules (that is, getting future work), algorithmic management reduces workers’ freedom in decision-making related to their work, which can significantly reduce their self-determined motivation 123 .

Algorithmic management also tends to individualize work, which affects the need for relatedness. For example, algorithmic management inevitably transforms or reduces (sometimes even eliminates) contact with a supervisor 2 , 182 , 193 , leading to the feeling that the organization does not care about the worker and provides little social support 194 , 195 . ‘App-workers’, who obtain work through gig-work platforms such as Uber, reportedly crave more social interactions and networking opportunities 179 , 185 , 194 and often attempt to compensate for a lack of relatedness by creating support groups that connect virtually and physically 183 , 191 , 195 . Increased competitive climates due to comparative feedback or displaying team members’ individual rankings 175 , 196 can also hamper relatedness. Indeed, when workers have to compete against each other to rank highly (which influences their chances of getting future work and the financial incentives they receive), they are less likely to develop trusting and supportive relationships.

Researchers have formulated contradictory predictions about the potential implications of algorithmic management on competence satisfaction. On the one hand, using quantified metrics, algorithmic management systems can provide more frequent, unambiguous and performance-related feedback, often in the form of ratings and rankings 177 , and simultaneously link this feedback to financial rewards. Informational feedback can enhance intrinsic motivation because it provides information about one’s competence. At the same time, linking rewards to this feedback could decrease intrinsic motivation, because the contingency between work behaviour and pay limits worker discretion and therefore reduces their autonomy 26 . The evidence so far suggests that the mostly comparative feedback provided by algorithmic management is insufficiently informative because the value of the feedback is short-lived — continuously updating algorithms change what is required to perform well 177 , 183 , 185 . This short-lived feedback can undermine feelings of mastery or competence. In addition, algorithmic management is often associated with simplified tasks, and with lower problem-solving opportunities and job variety 123 . However, gamification features on some platforms might increase intrinsic motivation 179 , 183 .

The nascent research on the effects of algorithmic management on workers’ motivation indicates mostly negative effects on self-determined forms of motivation, because the way it is designed decreases the satisfaction of competence, autonomy and relatedness needs. Algorithmic management is being rapidly adopted across an increasing number of industries. Thus, technology developers and those who implement the technology in organizations will need to pay closer attention to how it changes work design to avoid negative effects on work motivation.

Summary and future directions

Self-determination theory can help predict the motivational consequences of future work and these motivational considerations should be taken into account when designing and implementing technology. More self-determined motivation will be needed to deal with the uncertainty and interdependence that will characterize future work. Thus, research examining how need satisfaction and work motivation influence people’s ability to adapt to uncertainty, or even leverage it, is needed. For example, future research could examine how different managerial styles influence adaptivity and proactivity in highly uncertain work environments 197 . Need-satisfying leadership, such as transformational leadership (charismatic or inspirational) 15 , can encourage job crafting and other proactive work behaviours 198 , 199 . Transactional leadership (focused on monitoring, rewarding and sanctioning) might promote self-determined motivation during organizational crises 23 . In addition, research on the quality of interconnectedness (the breadth and depth of interactions and networks) could provide insight on how to manage the increased interconnectedness workers are experiencing.

Technology can greatly assist in recruiting and selecting workers; self-determination theory can inform guidelines on how to design and use such technologies. It is important that the technology is easy to use and perceived as useful to the candidates for best representing themselves 200 , 201 . This can be done by ensuring that candidates have complete instructions before an assessment starts, even possibly getting a ‘practice run’, to improve their feelings of competence. It is also important for candidates to feel some amount of control and less pressure associated with online asynchronous assessments. Giving candidates some choice over testing platforms and the order of questions or settings, explaining how the results will be used, or allowing candidates to ask questions, could improve feelings of autonomy 70 . Finally, it is crucial to enhance perceptions that the organization cares about getting to know candidates and forging connections with them despite using these tools. For example, enhancing these tools with personalized videos of organizational members and providing candidates with feedback following selection decisions might increase feelings of relatedness. These suggestions need to be empirically tested 202 .

More research is also needed on how technology is transforming work design, and consequently influencing worker need satisfaction and motivation. Research in behavioural health has examined how digital applications that encourage healthy behaviours can be designed to fulfill the needs for competence, autonomy and relatedness 203 . Whether and how technology designed for other purposes (such as industrial robots, information communication technology, or automated decision-making systems) can be deliberately designed to meet these core human needs remains an open question. To date, little research has examined how work technologies are created, and what can be done to influence the process to create more human-centred designs. Collaborative research across social science and technical disciplines (such as engineering and computing) is needed.

In terms of implementation, although there is a long history of studies investigating the impact of technology on work design, current digital technologies are increasingly autonomous. This situation presents new challenges: a human-centred approach to automation in which the worker has transparent influence over the technical system has frequently been recommended as the optimal way to achieve high performance and to avoid automation failures 1 , 204 . But it is not clear that this work design strategy will be equally effective in terms of safety, productivity and meeting human needs when workers can no longer understand or control highly autonomous technology.

Given the likely persistence of virtual and remote work into the future, there is a critical need to understand how psychological needs can be satisfied when working remotely. Multi-wave studies that explore the boundary conditions of need satisfaction would advance knowledge around who is most likely to experience need satisfaction, when and why. Such knowledge can be leveraged to inform the design of interventions, such as supervisor training, to improve well-being and performance outcomes for virtual and remote workers. Similarly, no research to date has used self-determination theory to better understand how team virtuality affects how well team members support each other’s psychological needs. Within non-virtual teams, need satisfaction is influenced by the extent to which team members exhibit need-supportive behaviours towards each other 205 . For example, giving autonomy and empowering virtual teams is crucial for good team performance 206 . Studies that track team activities and interaction patterns, including virtual communication records, over time could be used to examine the effects of need support and thwarting between virtual team members 207 , 208 .

Finally, although most studies have shown negative effects of algorithmic management on workers’ motivation and work design characteristics, researchers should not view the effects of algorithmic management as predetermined and unchangeable. Sociotechnical aspects of the system 2 , 209 (such as transparency, privacy, accuracy, invasiveness and human control) and organizational policies surrounding their use could mitigate the motivational effects of algorithmic management. In sum, it is not algorithms that shape workers’ motivation, but how organizations design and use them 3 . Given that applications that use algorithmic management are developed mostly by computer and data scientists, sometimes with input from marketing specialists 185 , organizations would benefit from employing psychologists and human resources specialists to enhance the motivational potential of these applications.

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6 Unique Tips for Writing a Brilliant Motivational Essay

Fortunately, in the contemporary world we live in, we can pursue have numerous education paths.

However, choosing college and career path is only half the battle.

The hard part is gaining admissions into the school of your dreams. Make no mistake: this is not an easy task. Most schools require not only outstanding grades, but also a thorough motivational essay explaining your motives for pursuing your chosen major at their institution.

This is the opportunity to stand out and show your character and ability to turn your education into a successful venture.

In the following article, we will give you some writing tips and practical advice on how to write a superb essay for college admissions and earn that acceptance letter.

1. Do your research

One of the most common mistakes people make when writing a motivational essay is creating a template piece for every college they apply to. This is a huge no-no, and here’s why: each academic establishment has its own agenda and preferences.

Some appreciate social initiatives and volunteering experience, some look for passion and determination to succeed, while others pay more attention to grades and test scores.

Try to research your chosen school as much as possible and write a unique essay accordingly. Sometimes colleges provide specific questions they want to see answered in your essay, so be sure to read the instructions carefully. Edit your work so the readers will feel the school’s spirit in your essay. It’s a good start to help your application stand out from the crowd.

2. Be personal

This part may surprise you: you don’t need to be an excellent writer. Sites like EduBirdie might save you some time, but they skip over the real reasons colleges want a motivational letter. Colleges want to get to know you — the person behind the application forms, documents, and numbers.

They want to see what your aspirations are, what you like to do, why you decided to pursue this particular path, and what you consider your strengths to be.

A generic, standard letter with no personality simply won’t. Don’t just repeat your application verbatim — embrace your life and interests and show off the real you! Try to present yourself in an informal way; don’t worry about formalities.

Let the university staff get to see your unique character and way of thinking; perhaps you can include a relevant joke or an anecdote from your life that is connected with your choice of profession, etc.

A strong personal approach goes a very long way here — trust us.

3. Drafts are important

First impressions matters. In the case of college applications, your first impression is in your motivational essay . Of course, you want to give a good first impression. Proper grammar, sentence structure, and punctuation are the key. This is why editing and revising your text is crucial.

Play around with word choice, ensure the paragraphs are clear and concise, and pay close attention to sentence structure. You can even use an Online Word Counter Tool to help you size up your draft properly.

Online programs like Grammarly are great for checking spelling and other possible issues in your writing. If the admission committee reads an essay with a clear sense of purpose, excellent grammar, and determination, they will see the applicant as a good fit because they understand the applicant’s goals and abilities. Don’t underestimate the power of proper styling and grammar.

4. Survey your essay

This may seem like an odd tip, but it can help with your essay quite a lot. If you’re unsure about the motivational essay you’ve written, or maybe you’re looking for ways to make it more memorable, try creating an online survey. You can put it out to the masses on social media, or even ask a few close friends to take a read and give you their thoughts.

Ask their opinion on your writing: what points are the strongest, what areas did you struggle, and how could you improve. This will provide you with real feedback to identify any issues you may have overlooked.

5. Get to the point

It may seem alluring to include every seemingly-relevant detail in your motivational essay. However, this can make the whole piece come across as vague and all over the place. Pick a couple of routes to follow, assess your best qualities, and decide what areas of your life and background you wish to include.

Don’t try to cram in every idea that crosses your mind; this will only clutter your essay! One good suggestion is to ask your friends and family to list your best characteristics, skills, and talents, then pick a few of most common to include in your essay.

6.Professional goals matter

While showing personality in your essay is essential, don’t forget to talk about your professional goals. Clearly state your motivation for choosing this career path and why you’re most suited for it. Explain why you are the best candidate for the program. Don’t overdo it by showing off or praising yourself too much.

Instead, talk about what personality traits will help you success, and where you plan on going with the degree you earn.

Remember, balance is the key to a good motivational essay; putting less information than needed is just as bad as putting too much. Getting too personal and informal will harm your application,but so will being too bland and official.

The secret is to maintain balance, and include only the points that matter. The most important advice is be yourself and be inspired.

For more great college tips, check out the other blogs on College Basics.

You may also like

Seven Ways to Make your College Essay Stand Out

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Essays on Motivation

As you write a motivation essay you get to explore the concept of motivation. The word itself comes from the Latin word “movere”, which means “to move”. Motivation essays define Motivation as: an encouragement to action; a person's ability to satisfy their needs through certain activities; a dynamic psychophysiological process that controls a person’s behavior and determines his level of organization, the orientation of actions, and activity. Authors of essays on motivation note such types of motivation: external/internal, positive/negative, stable/unstable, etc. There is much to discover about motivation. You can view our motivation essay samples for some more facts about this concept, which will help perfect your essay. You can find all the essay samples below.

Research on Motivation and Risk-Taking Behaviors Research has facilitated an in-depth understanding of the functioning associated with motivation and different human behaviors. Motivation has been identified to operate based on two different parameters which are intrinsic or extrinsic. Apart from the mentioned aspects, there is the element of self-motivation which is...

One of the puzzling topics handled by behaviorist is the element of motivation and the impact it has on the basic functioning of an individual. Over the years theorists have come up with numerous concepts which they maintain will aid in understanding the role of motivation and the factors involved(Gross,...

Physical activity is an essential element in achieving better health outcomes since it plays an essential role in the prevention and management of several lifestyle diseases, including diabetes, high blood pressure, obesity, and the cardiovascular disease among others. However, although most people understand the health benefits of adopting healthy lifestyles,...

Words: 1655

Only extrinsic factors are required to motivate employees to work harderHard work constitutes the commitment of time to achieve set goals. It is all about focusing and having the capability to work as a team or alone. Motivation is a crucial factor affecting job performance, and for that reason, a...

Words: 1341

This research review aims to examine the impacts rewards have on the students' urge in education especially in their long-term memory. Students who are extrinsically motivated to study tend to be superficial in their studies especially by choosing tasks which are exemplary simple and spend little time on them. Rewards...

Words: 2504

The Behavior of Lateness at Work The behavior I would like to apply the two-factor model on is the lateness at work. Lateness at work is a behavior that can adversely affect the company. It is essential for the management to identify the cause of the behavior, so as to be...

Found a perfect essay sample but want a unique one?

Request writing help from expert writer in you feed!

The workplace may at times tend to be very stressful, leading to a negative effect on the output and general performance of an organization. However, an employer should always try to find suitable ways to motivate employees to avoid this kind of situation. To achieve the above, managers strive to...

How Achievement Motivation is affected by Socioeconomic Background, Race, and Family Structure Motivation is defined as the driving force behind an individual s actions, which can facilitate achievement of goals. People tend to take risk and perform dangerous activities to meet their needs and fulfill their interests. One expects negative and...

Words: 1190

Larry has been a great asset and highly valuable worker, who has been able to accomplish his daily work by even going an extra mile to deliver the job done. On the same note, Larry’s performance might have been changed due to his experience in the company having worked with...

Motivation in a workplace plays a crucial purpose in determining the output of the employees in this paper, and I will discuss the motivation of Residence Assistants. According to the theory of self-determination, motivation can be an internal psychological component where a people motivate themselves without the influence of external...

Words: 3016

Issues with low motivation and job satisfaction in the organizations are more ordinary. Employees are concerned with their jobs and general economy. There are multiple reasons why work dissatisfaction and lack of morale creeps at the organization. Irrespective of the causes of the absence of staff happiness, it can negatively...

How are the concepts of authority and engagement connected in the classroom setting? Please explain how you will establish an appropriate level of authority in your future classroom while also maintaining a successful level of student engagement. Establishing of authority and creating a friendly environment in which children is a dilemma...

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Essay 1.1 What Is Motivation, Where Does It Come from, and How Does It Work?

• Published: January 2023
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Motivation is the process that drives, selects, and directs goals and behaviors. Motivation typically arises out of the person’s needs, and it then comes to life through the person’s specific goals. In this essay, the authors examine the concept of “needs” as the crucible from which motivated behavior arises because all individuals are born with needs that jump-start the goal-oriented, motivated behaviors that are critical to survival and thriving. These are both physical needs (such as hunger and thirst) and psychological needs (such as the need for social relationships, optimal predictability, and competence). The aim of motivation is therefore to bring about a desired (need, goal) state. Motivation underlies and organizes all aspects of a person’s psychology. As it does so, motivation “glues” a person together as a functioning individual in their culture and context.

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✍️Essay on Success in 100,150 and 200 Words: The Power of Positive Mindset

• Updated on  
• Oct 26, 2023

The concept of success is very simple; if you invest your time wisely and work hard, you will achieve success in no time. But success is not as simple as it sounds; what might sound like success to one might not be the same for another person. It embodies the realization of one’s goals, aspirations, and desires, often accompanied by a sense of accomplishment and fulfilment.

Success is manifested in different aspects, such as career achievements, personal growth, or even the pursuit of happiness. It is a journey filled with determination, perseverance, and often a willingness to learn from both triumphs and setbacks. Ultimately, success is a subjective pursuit that reflects the unique path and definition of achievement for each person.

This Blog Includes:

What makes a person successful, essay on success in 100 words, essay on success in 150 words, essay on success in 200 words.

Being successful is very subjective and can vary from person to person. Therefore, here are some common factors which contribute to the success of a person.

• Hard Work and Persistence: Success requires effort and dedication and one has the ability to face challenges.
• Setting Clear Goals: It is very important for one to have specific and attainable goals which will provide direction and motivation. 
• Networking: The person should have the capability to build relations and at the same time be open to opportunities which strike. 
• Time Management: Managing time effectively and priorities is essential for productivity and progress. 
• Self-Discipline: One should be very focused and maintain self-control which will help them achieve long-term goals. 
• Management of Finances: Having a basic understanding of finances and managing them wisely is also very important for attaining financial success. 

Also Read: Essay on Water Conservation

Success is the culmination of dedication, hard work, and determination. It is not merely the achievement of material wealth, but the fulfilment of one’s goals and aspirations. Success varies from person to person; for some, it’s a thriving career, while for others, it could be having a harmonious family life. 

To attain success, individuals must set clear objectives, persevere through challenges, and learn from failures. Success often involves learning, adapting, and embracing change. It’s the result of resilience and the willingness to keep pushing forward. Ultimately, success is a personal journey, and its definition is unique to each individual.

Everybody wants to be successful in life, but are they willing to put in all their efforts? Success is not solely measured by wealth or fame but by achieving one’s goals and finding fulfilment. True success is often the result of determination, hard work, and resilience. Setting clear, achievable objectives and being persistent through challenges are crucial components.

Education is a common path to success, providing knowledge and skills that open doors to opportunities. Embracing failure as a stepping stone, learning from mistakes, and adapting to change are essential to achieving success. However, it’s important to recognize that success is subjective and can encompass a broader spectrum of achievements beyond material possessions.

Personal growth, happiness, and a sense of purpose are all part of success. Balancing personal and professional life is key to sustaining it. Ultimately, success is a journey, not a destination, and it’s about realizing your full potential and making a meaningful contribution to the world.

Also Read: Essay on Nature: In 100 Words, 200 Words, 300 Words

Success is a multifaceted concept, often defined by achieving one’s goals and aspirations. It is a subjective and deeply personal notion, as what constitutes success varies from person to person. However, a common thread in success is the continuous pursuit of one’s ambitions, combined with determination and hard work.

Success is not solely measured by material wealth, but rather by the fulfilment and satisfaction that comes from reaching one’s objectives. It is the result of setting clear goals, developing a plan, and facing all the challenges. The road to success is rarely smooth; it is often marked by setbacks and failures. These obstacles are crucial for personal growth, teaching valuable lessons that contribute to success in the long run.

Moreover, success is not an endpoint; it is a continuous journey. It requires adaptability and the willingness to learn and evolve. Success can be found in various aspects of life, from career achievements to personal relationships and self-fulfilment. It is the balance and harmony between these different facets that lead to a truly successful and meaningful life.

In conclusion, success is a complex and individualized concept, rooted in determination, hard work, resilience, and personal growth. It is not defined solely by external markers but by the fulfilment and happiness, one derives from their accomplishments and the journey to achieve them.

Related Articles

Writing an essay on success requires you to describe this multifaceted concept. Success is achieved when one’s goal and objective is attained. Those who are successful, have fulfilled their highest ambitions in life and work, or are actively striving towards doing so. 

Happiness does not follow success. Contrary to popular belief, living a life that makes you happy can help you achieve your goals and be content. 

You gain from success because it gives you the things you want or need. Setting and achieving attainable goals results in a feeling of well-being. 

For more information on such interesting topics, visit our essay-writing page and follow Leverage Edu ! 

Malvika Chawla

Malvika is a content writer cum news freak who comes with a strong background in Journalism and has worked with renowned news websites such as News 9 and The Financial Express to name a few. When not writing, she can be found bringing life to the canvasses by painting on them.

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Guest Essay

You Don’t Just See a Total Solar Eclipse. You Feel It Completely.

By Ryan Milligan

Dr. Milligan is a senior lecturer in astrophysics at Queen’s University in Belfast, Northern Ireland.

Almost one year ago, in the middle of the night, I drove from my hometown, Belfast, Northern Ireland, to Dublin to catch an early morning flight to Munich. From there I caught another plane to Bangkok, another to Singapore and yet another to Perth in Western Australia. There, I rented a camper van and began a drive of more than 750 miles north to the town of Exmouth on a remote peninsula on the northwest coast of the continent.

This was the only reasonably accessible location on the planet with decent weather prospects from which to view the total solar eclipse on April 20, 2023. The entire event lasted 62 seconds. It was the 10th total solar eclipse I’d traveled to witness.

Even as a professional solar physicist, I find it difficult to convey why eclipse chasers like me go to such extraordinary lengths to witness such a fleeting phenomenon, again and again. I was extra determined to make the pilgrimage last year after I was thwarted by clouds in Chile in December 2020, and I couldn’t afford the eye-watering cost of traveling to Antarctica in 2021. I needed to whet my appetite before embarking on another expedition to see the totality of the April 8 eclipse in Mazatlán, Mexico.

It may sound absurd, but there is no other celestial event that anyone I know would devote so much time and effort to seeing. If you wish to see the northern lights, you can hop on a plane to Iceland or Norway and have a fairly decent chance of seeing them in the winter months. If you are on the nightside of the planet during a lunar eclipse and the skies are clear, you just need to go outside and look up to see it happening. But unless you are fortunate enough to live within or close to the path of totality, witnessing a total solar eclipse will probably require meticulous planning and marshaling time and money to get you to an optimal location and a bit of luck to make sure the weather forecasts you’ve pored over hold true.

Believe me, it is worth the effort.

A total solar eclipse is not something that you see — it’s something that you experience. You can feel the temperature around you begin to drop by as much as 15 degrees over the five to 10 minutes that lead up to the eclipse. The birds and other animals go silent. The light becomes eerie and morphs into a dusky, muted twilight, and you begin to see stark, misplaced shadows abound. A column of darkness in the sky hurtles toward you at over 1,000 miles per hour as the moon’s shadow falls neatly over the sun, turning day into temporary night — nothing like the calming sunset we take for granted every day. Sometimes, a few stars or planets begin to appear faintly in the sky as your eyes get used to the new darkness.

The hairs stand up on the back of your neck and the adrenaline kicks in as your brain tries to make sense of what is going on. But it cannot. It has no other point of reference to compare these sensations to. A total eclipse elicits a unique, visceral, primeval feeling that cannot be evoked by a photograph or a video or a newspaper article, and that can be experienced only within the path of totality when the moon completely obscures the disk of the sun.

And then of course there is the crowning glory: the sun’s corona, the pearly white outer atmosphere of our nearest star that we can otherwise see only using a fleet of dedicated solar-observing spacecraft. It has an ethereal beauty that is challenging to articulate.

For those brief few moments when the corona appears bright in the sky, all the effort made to experience the totality becomes worth it. You want to soak up every second of it and process every feeling, because it is over all too soon. Once the moon’s shadow has passed you feel both exhilarated and deflated because the next opportunity to experience this sensation again could be years away and on the other side of the world. And it is something that you will crave.

There is also, of course, the professional motivation for me to gaze upon the subject of my research with my own eyes. Most other astrophysicists only get to look at exploding stars or distant comets through gargantuan telescopes, where they appear as mere pixels on a computer screen or a squiggle on a graph. It’s easy to get detached from the beauty of astronomy when your job becomes more focused on securing grant funding, teaching, administrative duties and bureaucracy. Eclipse chasing reminds me why I chose this field of work in the first place and reignites my passion — and I want to inspire my students with that same passion.

Each eclipse is different. The shape and structure of the solar corona varies over the course of each solar cycle. The longer the duration of the eclipse, the darker one’s surroundings are likely to seem. And sandwiched between the sun’s “surface” and the corona is the crimson red chromosphere, the layer of the sun’s atmosphere that I have been researching for almost 20 years to understand its relationship to solar flares. In Australia the briefness of totality meant that this region was exceptionally bright and distinguished, and one could even spot some solar prominences (clouds of hydrogen gas suspended above the chromosphere) with the naked eye. That may also be the case on Monday.

People mistakenly think that a partial eclipse is good enough. It is not. When outside the path of totality, the visibility of even 1 percent of the sun’s disk is enough to outshine the entire corona. The buzz around this year’s eclipse through North America has reached a fever pitch not seen since the “Great American Eclipse” of 2017. The duration of totality will be almost twice as long — almost four and a half minutes. (Whether the weather will cooperate is still an open question .)

This is far from the first time I’ve tried to cajole people into experiencing the totality in full. In 2017, I persuaded several of my friends in the United States to join me in Nebraska to enjoy the spectacle without forcing them to traipse halfway across the globe. They later told me that they at first thought I may have been somewhat exaggerating the experience because of my professional bias, but when the eclipse was over, I knew that they finally got it. Their faces were overcome with emotion and they struggled to articulate how they were feeling. Because it wasn’t just about what they had seen — it was about what they had experienced.

Ryan Milligan is a solar physicist at Queen’s University in Belfast, Northern Ireland. He has held research fellowships at NASA and the Science and Technology Facilities Council in Britain and was affiliated with NASA’s Goddard Space Flight Center for over a decade.

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NPR defends its journalism after senior editor says it has lost the public's trust

David Folkenflik

NPR is defending its journalism and integrity after a senior editor wrote an essay accusing it of losing the public's trust. Saul Loeb/AFP via Getty Images hide caption

NPR is defending its journalism and integrity after a senior editor wrote an essay accusing it of losing the public's trust.

NPR's top news executive defended its journalism and its commitment to reflecting a diverse array of views on Tuesday after a senior NPR editor wrote a broad critique of how the network has covered some of the most important stories of the age.

"An open-minded spirit no longer exists within NPR, and now, predictably, we don't have an audience that reflects America," writes Uri Berliner.

A strategic emphasis on diversity and inclusion on the basis of race, ethnicity and sexual orientation, promoted by NPR's former CEO, John Lansing, has fed "the absence of viewpoint diversity," Berliner writes.

NPR's chief news executive, Edith Chapin, wrote in a memo to staff Tuesday afternoon that she and the news leadership team strongly reject Berliner's assessment.

"We're proud to stand behind the exceptional work that our desks and shows do to cover a wide range of challenging stories," she wrote. "We believe that inclusion — among our staff, with our sourcing, and in our overall coverage — is critical to telling the nuanced stories of this country and our world."

NPR names tech executive Katherine Maher to lead in turbulent era

She added, "None of our work is above scrutiny or critique. We must have vigorous discussions in the newsroom about how we serve the public as a whole."

A spokesperson for NPR said Chapin, who also serves as the network's chief content officer, would have no further comment.

Praised by NPR's critics

Berliner is a senior editor on NPR's Business Desk. (Disclosure: I, too, am part of the Business Desk, and Berliner has edited many of my past stories. He did not see any version of this article or participate in its preparation before it was posted publicly.)

Berliner's essay , titled "I've Been at NPR for 25 years. Here's How We Lost America's Trust," was published by The Free Press, a website that has welcomed journalists who have concluded that mainstream news outlets have become reflexively liberal.

Berliner writes that as a Subaru-driving, Sarah Lawrence College graduate who "was raised by a lesbian peace activist mother ," he fits the mold of a loyal NPR fan.

Yet Berliner says NPR's news coverage has fallen short on some of the most controversial stories of recent years, from the question of whether former President Donald Trump colluded with Russia in the 2016 election, to the origins of the virus that causes COVID-19, to the significance and provenance of emails leaked from a laptop owned by Hunter Biden weeks before the 2020 election. In addition, he blasted NPR's coverage of the Israel-Hamas conflict.

On each of these stories, Berliner asserts, NPR has suffered from groupthink due to too little diversity of viewpoints in the newsroom.

The essay ricocheted Tuesday around conservative media , with some labeling Berliner a whistleblower . Others picked it up on social media, including Elon Musk, who has lambasted NPR for leaving his social media site, X. (Musk emailed another NPR reporter a link to Berliner's article with a gibe that the reporter was a "quisling" — a World War II reference to someone who collaborates with the enemy.)

When asked for further comment late Tuesday, Berliner declined, saying the essay spoke for itself.

The arguments he raises — and counters — have percolated across U.S. newsrooms in recent years. The #MeToo sexual harassment scandals of 2016 and 2017 forced newsrooms to listen to and heed more junior colleagues. The social justice movement prompted by the killing of George Floyd in 2020 inspired a reckoning in many places. Newsroom leaders often appeared to stand on shaky ground.

Leaders at many newsrooms, including top editors at The New York Times and the Los Angeles Times , lost their jobs. Legendary Washington Post Executive Editor Martin Baron wrote in his memoir that he feared his bonds with the staff were "frayed beyond repair," especially over the degree of self-expression his journalists expected to exert on social media, before he decided to step down in early 2021.

Since then, Baron and others — including leaders of some of these newsrooms — have suggested that the pendulum has swung too far.

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New York Times publisher A.G. Sulzberger warned last year against journalists embracing a stance of what he calls "one-side-ism": "where journalists are demonstrating that they're on the side of the righteous."

"I really think that that can create blind spots and echo chambers," he said.

Internal arguments at The Times over the strength of its reporting on accusations that Hamas engaged in sexual assaults as part of a strategy for its Oct. 7 attack on Israel erupted publicly . The paper conducted an investigation to determine the source of a leak over a planned episode of the paper's podcast The Daily on the subject, which months later has not been released. The newsroom guild accused the paper of "targeted interrogation" of journalists of Middle Eastern descent.

Heated pushback in NPR's newsroom

Given Berliner's account of private conversations, several NPR journalists question whether they can now trust him with unguarded assessments about stories in real time. Others express frustration that he had not sought out comment in advance of publication. Berliner acknowledged to me that for this story, he did not seek NPR's approval to publish the piece, nor did he give the network advance notice.

Some of Berliner's NPR colleagues are responding heatedly. Fernando Alfonso, a senior supervising editor for digital news, wrote that he wholeheartedly rejected Berliner's critique of the coverage of the Israel-Hamas conflict, for which NPR's journalists, like their peers, periodically put themselves at risk.

Alfonso also took issue with Berliner's concern over the focus on diversity at NPR.

"As a person of color who has often worked in newsrooms with little to no people who look like me, the efforts NPR has made to diversify its workforce and its sources are unique and appropriate given the news industry's long-standing lack of diversity," Alfonso says. "These efforts should be celebrated and not denigrated as Uri has done."

After this story was first published, Berliner contested Alfonso's characterization, saying his criticism of NPR is about the lack of diversity of viewpoints, not its diversity itself.

"I never criticized NPR's priority of achieving a more diverse workforce in terms of race, ethnicity and sexual orientation. I have not 'denigrated' NPR's newsroom diversity goals," Berliner said. "That's wrong."

Questions of diversity

Under former CEO John Lansing, NPR made increasing diversity, both of its staff and its audience, its "North Star" mission. Berliner says in the essay that NPR failed to consider broader diversity of viewpoint, noting, "In D.C., where NPR is headquartered and many of us live, I found 87 registered Democrats working in editorial positions and zero Republicans."

Berliner cited audience estimates that suggested a concurrent falloff in listening by Republicans. (The number of people listening to NPR broadcasts and terrestrial radio broadly has declined since the start of the pandemic.)

Former NPR vice president for news and ombudsman Jeffrey Dvorkin tweeted , "I know Uri. He's not wrong."

Others questioned Berliner's logic. "This probably gets causality somewhat backward," tweeted Semafor Washington editor Jordan Weissmann . "I'd guess that a lot of NPR listeners who voted for [Mitt] Romney have changed how they identify politically."

Similarly, Nieman Lab founder Joshua Benton suggested the rise of Trump alienated many NPR-appreciating Republicans from the GOP.

In recent years, NPR has greatly enhanced the percentage of people of color in its workforce and its executive ranks. Four out of 10 staffers are people of color; nearly half of NPR's leadership team identifies as Black, Asian or Latino.

"The philosophy is: Do you want to serve all of America and make sure it sounds like all of America, or not?" Lansing, who stepped down last month, says in response to Berliner's piece. "I'd welcome the argument against that."

"On radio, we were really lagging in our representation of an audience that makes us look like what America looks like today," Lansing says. The U.S. looks and sounds a lot different than it did in 1971, when NPR's first show was broadcast, Lansing says.

A network spokesperson says new NPR CEO Katherine Maher supports Chapin and her response to Berliner's critique.

The spokesperson says that Maher "believes that it's a healthy thing for a public service newsroom to engage in rigorous consideration of the needs of our audiences, including where we serve our mission well and where we can serve it better."

Disclosure: This story was reported and written by NPR Media Correspondent David Folkenflik and edited by Deputy Business Editor Emily Kopp and Managing Editor Gerry Holmes. Under NPR's protocol for reporting on itself, no NPR corporate official or news executive reviewed this story before it was posted publicly.