Motivation and Emotion

Motivation and Emotion

The Key Concepts of Motivation and Emotion.

Sometimes when engaging in an activity, there is always a feeling (urge) that drives the body and energizes the mind towards accomplishing that particular task. This feeling is motivation. Motivation appertains to a set of factors that direct, activate, and maintain the human mind and behavior towards achieving a specific goal (Huffman, Dowdell & Sanderson, 2017). However, the human mind and psychology are prone to subjective responses in the process. The responses are emotions (Huffman, Dowdell & Sanderson, 2017). Emotions include behaviors expressed, the feelings of arousal or urge, and cognitions.

Theories of Motivation and Emotion

First, motivation may result from innate instincts in living organisms.  Motivation will begin with a biological need or lack. The need will then trigger an urge which shall influence behavior towards satisfying that particular need (Huffman, Dowdell & Sanderson, 2017). Therefore, all organisms are motivated to attain and sustain optimal levels of arousal.  Psychologically, motivation is highly influenced by incentives. External stimuli attract or push people to or from their desired goals (Huffman, Dowdell & Sanderson, 2017). For example, hunger will push us to eat any available food, but the presence of better food may get us distracted from the food initially available.

Also, motivation is affected by how we think and interpret individual actions and those of others (Huffman, Dowdell & Sanderson, 2017). For instance, a promotion at work may be interpreted to result from hard work. Hence, people who attribute their success to their effort are often motivated to work harder. Based on the behavioral component of emotions, such type of motivation may be expressed verbally or nonverbally in behavior and physical expressions such as facial expressions. At work, motivated individuals always concentrate on their work, ever happy and positive about their professions. Biopsychosocial factors equally contribute to the feeling of motivation (Huffman, Dowdell & Sanderson, 2017). Abraham Maslow, a researcher, believed that human beings have diverse needs, but some are more important than others. For example, food and shelter may be more important than going out for holidays. Therefore, humans naturally prefer to work hard to satisfy needs such as food than go out for holidays.

Research Area.

Research Hypothesis

Can consistent Motivation and Good Emotions positively increase employee work performance and the overall output value of an organization?

Firms and organizations always place a set of goals and visions to achieve within specified periods. Aside from management and other factors, employees play a vital role in the achievement of these goals. They apply their effort towards the running of daily activities in an organization. However, sometimes, an organization might fail to realize its goal despite other factors constant. Studies on motivation reveal that motivation triggers good emotions and influences behaviors, translating to positive human performance in general (Huffman, Dowdell & Sanderson, 2017). Therefore, this study, arranged in a corporate setting, will reveal the relationship between consistent motivation and employee work performance alongside the output value of an organization. It outlines the motivation and good emotions as independent variables and works performance output as dependent variables. The study will establish whether and how consistent motivation can translate positively to employee performance and the overall output value of an organization.

Research Methods

The study would apply both descriptive and correlational methods.

Descriptive Methods

Descriptive research methods such as surveys, case studies, interviews, archival research, and observations will be appropriate for the research. The study will be a case study of an organization integrating motivation procedures into its work system. Interviews and surveys will be applied to assess employee behaviors, opinions, and attitudes of the employees in the study (Huffman, Dowdell & Sanderson, 2017). The researcher will asses managers to determine the behavior of employees before integrating motivation procedures. Archival research will be applied to determine the previous progress of the organization, such as the previous rates of employee turnover, previous output, and input value measures (Huffman, Dowdell & Sanderson, 2017).  Descriptive methods will avail information from lots of people. This method will be appropriate, based on the scope of the study.

Correlational Method

The statistical information gathered from the descriptive phase will be applied when analyzing the relationship between the variables in the research. Correlational methods shall be used to find out how an increase in motivation affects the value of work performance and output, compared with the previous archival data collected (Huffman, Dowdell & Sanderson, 2017). Also, this analysis will identify the strengths and weaknesses of the relationship between motivation and work performance. The correlation method shall predict the effect of motivation alongside good emotions to the future of the organization.

Research Participants

First, the research shall be conducted in a corporate set up. A corporate organization consists of employees, managers, and shareholders. However, the study will narrow down to the employees. Therefore, all the employees in the organization will be studied.

Ethical Requirements

The participants of the research must be selected from the target population. Selecting participants from the target population reduces the chances of biases in the research (Huffman, Dowdell & Sanderson 2017). Also, confounding variables must be held constant throughout the research. Confounding variables include factors such as the time of the day the research is conducted, lighting conditions, and room temperatures (Huffman, Dowdell & Sanderson, 2017). If not managed, the confounding variables may interfere with other factors in the research, like the independent variables resulting in poor results.

The researcher must control his or her beliefs while doing the research. The researcher must prevent his or her expectations from affecting the participants’ responses (Huffman, Dowdell & Sanderson, 2017). For instance, a researcher may be carried off by just one response, which supports his or her research hypothesis. Issues of ethnocentrism may also pose enormous challenges. A researcher might sometimes hold the belief that behaviors typical to his culture are similar to other cultures (Huffman, Dowdell & Sanderson, 2017). A researcher needs to practice cultural competency and sensitivity in the research to obtain the best results.

Data Analysis Strategy

First, the data collected is organized in a meaningful way. The raw data collected in the study is to be arranged in an order. Creating a frequency distribution is one way of arranging the data. A frequency distribution shows the number of times an event occurs, which would determine the hypothesis (Huffman, Dowdell & Sanderson, 2017).  Frequency distribution helps organize the data and makes it easy to present the data in a graph. Once the data is presented in a graph, it will be easy to analyze the relationship between the variables in the research.

Conclusion

In conclusion, human behavior is highly influenced by motives. Motives determine the pattern and direction of human behavior. Elements that motivate an individual rely entirely on the individual’s both psychological and social needs. Psychological Instincts determine biological theories of motivation. Psychological theories focus on incentives as Maslow’s hierarchy of needs applies biopsychosocial approaches of motivation. Emotions on the other end play a vital role in energizing and sustaining human behavior the fundamental difference between motivation and emotion is that motivation leads a person to what should be done while emotion what should have been done.