Intrinsic Motivation In Practical Situational Development Commerce Essay

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I evaluated myself by taking the self assessment exercise given in the textbook by Kinicki & Kreitner for determining whether I am Intrinsically Motivated at work. According to Kenneth Thomas's Model6, the result was I tend to be more intrinsically motivated by increasing high sense of meaningfulness and sense of choice but decreasing Sense of competence and sense of progress.

But this change is new to me. By seeing opportunity in every task I perform and becoming judgemental in the tasks, I saw that my team work capabilities dealt a blow. Because I was more concentrating in my own work and tend to finish it in time to strive for excellence, I never bothered about my colleagues and teammates which threw me out of sync. So even an error crept in from some other colleague due to which the project became slower, I never tried to understand the whole point in that.


I need to change my viewpoint that the change in company's process is a shot term activity and will come back to its values once the economic recession is out of bounds. This will certainly help me motivate me both professionally and personally. I need to follow the steps here under to improve my intrinsic motivation capabilities as a whole. (Kinicki & Kreitner, 2009)

Firstly to start (Kinicki & Kreitner, 2009)

ƒ˜      I need to have more sense of competence.

ƒ˜       I need to feel challenging in completing tasks and successful in attaining original task purpose. (Kinicki & Kreitner, 2009)

ƒ˜       I should thrive towards value attainment of the company. (Kinicki & Kreitner, 2009)

ƒ˜       Increase the confidence levels.

ƒ˜       I should develop compassion and commitment in not only the work but also towards the client by treating it as my own business.(Sense of Choice) (Kinicki & Kreitner, 2009)

I should treat job as my prime need.


1.Action Described


People Centered Manager Skills that I will develop

Example of New Behavior you will display given this new skill

Resources you need to implement action

Action's specific benefits to an organization according to theory  (Kinicki & Kreiter)

I am tending to behave more intrinsically demotivated in the workplace because of the organizational change.

I also developed low adjustability due to the change in organizational policies.

Eg: Learning new technologies and new processes is little difficult.

I tend to follow the path of Job dissatisfaction7 due to the wrong implication of working conditions.

Eg: Scared of unknown failures in future. Having a doubt in my own capabilities.

The change tends to take a wrong path where my team working capabilities dealt a blow.

Eg: Developing a mistrust in my peers.

I need to maintain autonomy by feeling responsibility for the outcomes of the work.

Eg: Will try to accomplish my task soon and will see how it is helping clients project.

I will try to engage myself into work completely, and in turn create a confident climate around me.


Will try to challenge myself in accomplishing tasks.

Eg: Will implement new technologies and try to address my colleagues about the usage.


I will develop compassion and commitment in not only the work but also towards the client by treating it as my own business.

I will thrive towards value attainment of the company.

The desire and passion for the work that is assigned to me.


Will work towards customer orientated approach and indulge into latitude in determining how best to provide customer service.8


Providing value to the customers by my activities.


Show progressive enthusiasm in work to motivate myself in terms of accomplishments inside my own work.

Eg: Will implement new technologies and try new methods and think out of box for client's value addition.


By working in teams and addressing my problems with colleagues

Evaluate my motivational and driving factors and by performing evaluation exercises.


Undergoing training on corporate ethics and personality development.


Evaluating Intrinsic Motivation according to Thomas's Model and performing analysis based on Herzberg Theory and Hygiene Factors. (Kinicki & Kreitner, 2009)

Improvement in job performance (Kinicki & Kreitner, 2009)


Identify new opportunities, show initiative, act on them and preserve until meaningful change occurs (Kinicki & Kreitner, 2009)


Driving the value by being more customers focussed. (Kinicki & Kreitner, 2009)


Restructuring the value process by creating healthy environment in and around the team (Kinicki & Kreitner, 2009)

Group Decision Making

Reflection and Action Plan 3: Group Decision Making

Practical Situation Description:

"In order to maximise the value of group-aided decision making, however, it is important to create an environment in which group members feel free to participate and express their concerns." (Kinicki & Kreitner, 2009)

While working in a presales team in a software firm, discussions towards presentation never just pertained to clients alone but also with to the management team as well. When I had to do a pre sales presentation for a Bank project the dispute was aroused between technical and process team where everyone wanted a larger pie of the day. The bank team which has to take the decision based on the given inputs is well equipped in terms of technical knowledge and are very particular in their decision making. The dispute was mainly occurred because of the lack of knowledge regarding the opposite team's skills in binding the client.

Even though I was the only tech person in the team I couldn't voice my disagreement regarding the contents in the presentation. The pre sales team is more process oriented rather than technical. When the brainstorming session happened the individuals did not immediately agree with one another. Even in the team not everyone has the opportunity to participate in the discussions. It clearly indicated the goal displacement and social pressure with in the team. (Kinicki & Kreitner, 2009)

Evaluation and Analysis:

I evaluated myself by taking the self assessment exercise given in the textbook by Kinicki & Kreitner for determining whether I am good at participation in Group Decision Making or not. According to given exercise, the result was I am having Low levels of satisfaction and group is having low minority dissent and low participation in decision making.

Due to severe social pressure and judgemental in the discussions, the group think never worked out and cohesiveness disappeared because of the Logrolling. (Kinicki & Kreitner, 2009). Since the decision making process is based on personal and analytical skills, working in these kinds of groups had decreased my intuitive abilities. When working in a group I should have given chance to all members for their active involvement in group decision making.  Allowing members to participate, listening their views and opinions, brainstorming and selecting the best option are key to success in solving problems in group decision making (Kinicki & Kreitner, 2009)


"I need to develop a clear understanding of the decision situation. I should thoroughly and accurately assess the positive qualities of the alternate solutions and make the group understand it" (Kinicki & Kreitner, 2009). This will certainly help me motivate me both professionally and personally. I need to follow the steps here under to improve my intrinsic motivation capabilities as a whole. (Kinicki & Kreitner, 2009)

Firstly to start

ƒ˜      I should make the group understand that "Group performance was generally qualitatively and quantitatively superior to the performance of the average individual."9

I should prove the group and myself that through high levels of participation and minority dissent (Kinicki & Kreitner, 2009).

Design a fool proof ideation system or idea banks based on Delphi Technique where virtual grouping can take place more effectively.

Maximise the value through bringing in experts formulating the Ombudsman technique. (Kinicki & Kreitner, 2009)

Develop a systematic approach to solving problems

1.Action Described


People Centered Manager Skills that I will develop

Example of New Behavior you will display given this new skill

Resources you need to implement action

Action's specific benefits to an organization according to theory  (Kinicki & Kreiter)

I tend to feel more socially pressurized in group decision making.

"The discussion rooms pertained to be dominated by a vocal few." (Kinicki & Kreitner, 2009)

I feel that sometimes secondary considerations such as winning an argument displace the primary task of task accomplishment.

Cohesiveness in the group is lacking and the desire for unanimity is growing more than the qualitative decision making.



I need to maintain uniformity among the group members where individuals agree with one another.


I will try to engage the group members towards common goal by discussing more about the task.


I will try to maximise the value of group-aided decision making by involving more number of decision makers


I will try to improve the participation thus improve the Groupthink

Factor in decision making.

I will breed the group with more information and knowledge and hence improve the decision making capabilities.

Rather than pointing towards majority factor, will try to understand the rationale behind the final decision.


Develop a clear understanding of the requirements for an effective choice


Providing value to the customers by my activities.


If the time constraints are laid will recommend most competent individual to take the drivers seat.



Evaluate my group decision activities by performing evaluation exercises.


Undergoing training on group dynamics and Decision making.


Evolving Group problem solving technique through Delphi technique and Computer aided tools such as Analytical Hierarchy process (Kinicki & Kreitner, 2009)

Evaluating the decision in terms of cost benefit analysis or grid analysis and then taking decision (Mindtools, 2009)

Brainstorming sessions should lead to effective ideation and in turn to agile processing inside the organization (Kinicki & Kreitner, 2009)


Delivering high levels of minority dissent and participation.(Kinicki & Kreitner, 2009)


Driving the value by being more customers focussed. (Kinicki & Kreitner, 2009)


Greater transparency in decision making process

(Kinicki & Kreitner, 2009)


Reflection and Action Plan 4: Communication

Practical Situation Description:

Communication is one of the basic building block of management in any organization. "It is a process of transmitting information, ideas, thoughts, opinions and plans between various parts of an organization by means like signals, writing, behaviour etc."10 "Effective communication is required between management and employees as work cannot be done unless they are communicated effectively "(Articlebase, 2009).

Before joining the job I was tarined in the product I worked on and I am more or less familiar with it. As the project went on there was a day where new people coming into the project and I was given the charge to train them on the technical and business side of the product we use. Being more experienced and having good hands on the product I tend to forget the level of my audience and went on to explain at my level. I never tried to get a feedback or never gave a chance of making them understand by coming to their level since all of them are rookies. It was very bad communication on my part as it reduced the productivity of my colleagues.

Evaluation and Analysis:

I evaluated my communication style reading the different types of communication style I was very close to having non-assertive as well as aggressive style of communication.

Generally when talking with co workers and employees I also tend to speak very fast due to my extensive knowledge on the subject. But In meetings and presentations in front of my manager, my body language seem to slender a bit because of my lack of confidence. "Sometimes due to my personal beliefs, perceptions and prejudice I tend to develop an image of an individual which affects my interpretation of a message." (Kinicki & Kreitner, 2009) Poor listening also is one factor that leads to this kind of miscommunication behaviour.


To become a better people centered manager I need to improve my communication skills by being more assertive rather than non assertive. I need to overcome my personal and professional barriers that affect effective communication. I need to follow a plan that will help improve my communication skill like (Whitehead, 2009)

I need to maintain good levels of confidence which shouldn't project in an aggressive manner at all levels.    

I should identify the physical barriers like noise etc. which affects my communication process.

To frequently follow through good orations which help me to communicate better.

Be a good listener and maintain good body language to convey the information better.

Use of more cooperative language and adhere to unambiguous language.

Maintain the speed of the language to show uniformity amongst the words I tend to speak.




4.Action Described


People Centered Manager Skills that I will develop

Example of New Behavior you will display given this new skill

Resources you need to implement action

Action's specific benefits to an organization according to theory ( Kinicki & Kreiter)

My poor communication skill at workplace leads to lowering of productivity of my colleagues.


I cannot effectively communicate during meetings and presentation. I often gets nervous and non confident.


Sometimes my poor communication skills pertain to poor listening skills.

Need to improve on the audience effective communication.

Reduce the unambiguous nature of language by not posing too many technical jargons etc.


Observing and learning from effective speakers by indulging into discussions with them.


Practising non verbal communication such as expressions and postures to effectively communicate through body language.

Being confident, having a pleasant personality, good usage of language, pace etc.


Developing active listening skills



Speaking clear, simple and short sentences to improve the ability to understand quickly and evasively.


Being open minded to every others opinions and improving based up on their feedback without any egos.


Being confident in meetings and presentations.


"Listen to co-workers patiently without interrupting. Pay attention to what they say, make eye contact with the person speaking, and use appropriate responses to indicate you are listening" (Whitehead, n.d)


Reading articles, books and newspaper


Take public speaking classes and attend training seminars or workshops on development of communication


Learn and improve nonverbal body language


Ask for feedback and listen to responses from colleagues and peers.


Listen to effective speeches and improve the language usability.







"Good communication skills helps to reduce misunderstandings, errors, frustration, and conflict"  (Kinicki & Kreitner, 2009)


"Helps to reduce barriers in communication" (Kinicki & Kreitner, 2009)


"Effective communication is critical for career success,  motivation and job satisfaction"

(Whitehead, n.d)


"Poor communication in an organization can sometimes lead to employee disengagement, low productivity and high labor cost and turnover" (Kinicki & Kreitner, 2009)



Support to Change

Reflection and Action Plan 5: Support to Change

Practical Situation Description:

Change in organization culture is sometimes inevitable provided the circumstances. Thinking from the organization point of view, they will always see the bigger picture and future scope before making any change in their core values. Recession is one amongst of them.

During Economic slowdown it's very difficult to generate perfect quality from any of the employees providing the challenging conditions. When I was working for R&D division of my company, they did a paradigm shift from agile modelling and product innovation to customer orientation during recession. Recessionary economies demanded organization to make changes and adapt to them. It took a huge change in mental perception to process through the change.  The change for me is new and very much stressful. I was autonomous regarding my work and all of a sudden I had to maintain process, work towards deadlines and maximise customer quality.

Evaluation and Analysis:

I evaluated my behavioural support to change skill by taking the self assessment test given in the textbook by Kinicki & Kreitner and the result was I am resistant towards change adaptability and commitment towards the change is low.

Due to the variability my motivation was lowered and my participation was also dealt a blow. I was not communicating well and went through enormous stress. I was more towards trying new ideas, implementing them, doing surveys on them and feel achieved when the product takes shape. I am good in the niche areas and technically good for the product innovation. The process innovation is new to me. I failed to see the situational advantage and only processing through the drawbacks of it and felt very bad about the whole situation. I am driving on past success itself and couldn't foresee. That success has given complacency. I am scared of future failures. Confidence is lacking due to the fear of unknown.


But in order to become a better people centred manager I need to develop other change management skills like collaboration and integration so that I can react according to the situation. I need to develop certain qualities and attributes that will create more self awareness and build strong relationships and trust for future (Kinicki & Kreitner, 2009)

ƒ˜       Understand the company's position in the current scenario and accept the change in a positive way.

ƒ˜       Develop good working relationship and work more in groups and teams

ƒ˜       Will try to immerse myself in new technology innovation and will strive for company's growth.

ƒ˜       Foster a positive attitude, I will do more socializing inside the company (Kinicki & Kreitner, 2009)

ƒ˜       Develop flexibility and control emotional quotient.

ƒ˜       Will try to seek internal help and undergo counselling if required.

ƒ˜       "Develop good communication skill and try to follow a strategy which is a 'win win' one "(Bluestein, 2008)





5.Action Described

(Change Handling)

People Centered Manager Skills that I will develop

Example of New Behavior you will display given this new skill

Resources you need to implement action

Action's specific benefits to an organization according to theory ( Kinicki & Kreiter)

I will try to avoid conflicts and will commit to change by becoming more task oriented.

Eg: Expand learning curve


I will try to bind myself and will help myself in trying to implement the change so as to be a role model for others. 11 

I will start believing in the change and adjust myself to it. I will try to work hard and involve my passion towards accomplishments in work I do.

I will develop group relationships and try to discuss more about work patterns rather than the change.


Will try to be open minded by discussing the problems with my peers and try to solve them by brainstorming.


I will trust my peers to the extent and will try to bring colleagues under one roof by being role model to them. I will concentrate more on work and will try to increase quality to client by implementing new technologies etc.


Will try to be more assertive in discussions and remove the fear of unknown by telling myself that even the past process was new to me once.





I will become more work centric and work for more hours and will try to learn more.


Come out of single mindedness by involving in more group discussions.


Will try to improve quality by more team centric work and strive towards deadlines and earn trust from clients.


I will try to understand the new techniques and will involve in training my colleagues to bring everyone of us under one constructive goal.

Will try to apply Edward De Bono's Six thinking Hats principle in the change management.


Will implement a new technique called Unconference for getting more number of inputs from the people who are shy to present themselves.


Training from psychologists, if required to make us more work centric.

Will implement SCRUM process in the organization to make the change more agile and flawless.



Stress levels are reduced because of help centric approach (Falikowski, 2002)


Help to build group climate and positive environment inside the organization. (Kinicki & Kreitner, 2009)


Will try to be more team centric and will discuss new ideas and becoming more LEAN to increase productivity. (Falikowski, 2002)


Will conduct more meetings amongst to help employees to bail out their personal issues (Kinicki & Kreitner, 2009)


Will make organization more process and change centric by involving more people in it. (Kinicki & Kreitner, 2009)



Ibid; and Wilson, How and Why effective Managers balance their skills.

J Hall, "Americans Know How to Be Productive If Managers Let Them," Organizational Dynamics, Winter 1994, p 38.

Thomas, Intrinsic Motivation at work, p 44.

J R Hackman, G R Oldham, R Janson and K Purdy, "A New Strategy for Job Enrichment," California Management Review, Summer 1975, p 58.

F Herzberg, B Mausner, and B B Snyderman, The Motivation to work, (New York: John Wiley & Sons, 1959).

K W Thomas, E Jansen, and W G Tymon, Jr, "Navigating in the Realm of Theory: An Empowering View of Construct Development," in Research in Organizational Change and Development, vol. 10, eds W A Pasmore and R W Woodman (Greenwich, CT: JAI Press, 1997), pp 1-30.

D A Whitsett and E K Winslow, "An Analysis of Studies Critical of the Motivator-Hygiene Theory," Personnel Psychology, Winter 1967, pp 391-415.

"The 100 Best Companies to Work For", P 100.

R Kreitner, Management, 10th ed (Boston: Houghton Mifflin, 2007), p. 231. Used with permission.

J L Bowditch and A F Buono, A primer on Organizational Behaviour, 4th ed (New York: John Wiley & Sons, 1997),p 120

L Herscovitch and J P Meyer, "Commitment to organizational Changes on Employee Commitment: Extension in Three-Component Model," Journal of Applied Psychology, June 2003, p 475.