Bethesda University of California Explaining Employee Commitment Reflection Paper

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Motivation can be defined as a process that accounts for an individual’s intensity, direction, and persistence toward attaining a goal. In general, motivation is concerned with an aim toward any goal.The three critical elements of motivation narrowed down to organizational goals areintensity, persistence, direction(Petrova et al., 2020). Intensity can be described as how hard a person is trying to achieve something, and it is the crucial element when talked about motivation. If the efforts are not channeled in the right direction, even high intensity is unlikely to lead to favorable job-performance outcomes that benefit the organization. Therefore, both the quality of effort as well as its power is to be considered. Efforts aligned and consistent with the organization’s goals are the kind of energy that would benefit its growth. The other dimension of motivation is persistence. Persistence measures how long an individual can maintain a focused effort towards the goal. Motivated employees approach a task in the right direction, hang on to it long enough, and put total effort into achieving them (Petrova et al., 2020).

Self-efficacy theory builds confidence in employees about their skills and abilities. Therefore this theory contributes to the understanding of personal motivation. Employees always seek and remember information that provides cognitive support for their pre-existing views and beliefs is the Reinforcement theory. The reinforcement theory is helpful but does not offer any help regarding employee satisfaction or quitting. As per the Equity theory, employees weigh their rewards against performance. Expectancy theory can be helpful but assumes employees have few constraints on decision-making, limiting its applicability. Job engagement goes a long way toward explaining employee commitment. All these theories provide theoretical knowledge of motivation in the workplace (Petrova et al., 2020).