Pinakadato, Pinkasikat, Pinakagamhanan… There are those around you either in the office, school or anywhere else who is feeding on power, fame and/or the root of all evil – money.
Frederick Herzberg (1923 to 2000) and Frederick Winslow Taylor (1856 to 1915) were towering figures who presented differing motivational theories on money. Taylor stressed money as a motivation in the workplace. Indeed, workers were motivated only by money, Taylor said. That's why his theory is often referred to as the money as a motivator theory.
Herzberg said his study found
that factors other than money are the best motivators for workers. Things like
achievement, praise, responsibility, meaningful work, and advancement are the
true motivating factors, he argued. By contrast, Herzberg classified things
like money, benefits, insurance as "hygiene" factors: items that are
necessary to employ workers but that do not lead to satisfaction.
It can NOT be argued however
that most of the people look for jobs for the salary. But that can later be
clouded with the MEANING of his/her work. If the person finds a sense of
purpose on the job, the individual will be more motivated to work because he or
she finds meaning to what the tasks are. But, we cannot deny the fact that
there are also those who do not transcend to the next level. Performance will
be affected once the money won’t come in easy,
David McClelland built on his motivation theory in his 1961 book, "The Achieving Society." He identified three motivators that he believed we all have: a need for achievement, a need for affiliation, and a need for power. People will have different characteristics depending on their dominant motivator. According to McClelland, these motivators are learned (which is why this theory is sometimes called the Learned Needs Theory).
McClelland says that, regardless of our gender, culture, or age, we all have three motivating drivers, and one of these will be our dominant motivating driver. This dominant motivator is largely dependent on our culture and life experiences.
Those who are hungering for power have these characteristics: He/she wants to control and influence others; likes to win arguments; enjoys competition and winning; enjoys status and recognition. These are the things to motivate the person to work hard. Once power is not felt, the individual will NOT be motivated to perform well.
Those with a strong power motivator are often divided into two groups: personal and institutional. People with a personal power drive want to control others, while people with an institutional power drive like to organize the efforts of a team to further the company's goals. As you can probably imagine, those with an institutional power need are usually more desirable as team members!
The New York Times reported: For most of its existence, the field of psychology has ignored fame as a primary motivator of human behavior: it was considered too shallow, too culturally variable, too often mingled with other motives to be taken seriously. But in recent years, a small number of social scientists have begun to study and think about fame in a different way, ranking it with other goals, measuring its psychological effects, characterizing its devoted seekers.
These yearnings can become more acute in life’s later years, as the opportunities for fame dwindle, “but the motive never dies, and when we realize we’re not going to make it in this lifetime, we find some other route: posthumous fame,” said Orville Gilbert Brim, a psychologist who is completing a book called “The Fame Motive.” The book is based on data he has gathered and analyzed, with the support of the John D. and Catherine T. MacArthur Foundation.
There are those who will grab opportunities to have positions in the government or companies to satisfy the FAME need. By hook or by crook, they oftentimes “buy” these positions out just to address the need. They do not care if they have the capacities or not. They simply do not understand what drives them.
This is where self-discovery comes in. The process of self-discovery is one in which a person is guided, through self-questioning and examination of one's own thoughts, words, and actions, in order to reach his or her own conclusions regarding who they truly are.
Mubashir Mazhar (2019) mentioned that the way to discovering yourself involves a lot of breaking up your life into different layers and removing those layers that do not serve any purpose. Once you know that your layers consist of only those memories that reflect who you truly are, you can start the crucial act of building up new layers that are based on what you learned from the previous experience. These new layers enable a person to recognize their true potential while allowing us to be open to new experiences and lessons.
With such realizations, we then can focus on MEANING and PURPOSE. We then can infer the importance of a more deep motivation in us.
Intrinsic motivation is the act of doing something without any obvious external rewards. You do it because it’s enjoyable and interesting, rather than because of an outside incentive or pressure to do it, such as a reward or deadline (Santos-Longhurst, 2019).
Let us be contributors to the healing of the universe, not for its destruction.
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