Personality, perception and attribution + Attitudes and values + Motivation

MOTIVATIONAL THEORIES AND CULTURE

Motivation. Retrieved on february 2010 from: 
p2pfoundation.net/Intrinsic_vs._Extrinsic_Motivation

Motivation is the force that directs the behavior. Are all the factors that make people feel interested and committed about doing something. These factors can be two types according to the intrinsic and extrinsic needs.

• Intrinsic motivation is caused by the decision of doing something, because gives the feeling of satisfaction.
• Extrinsic motivation is caused when you receive some form of reward as a result of doing something.

Nowadays, there is a number of popular theories that try to explain how human behavior is activated and directed (causes of motivation).

• Content theories are focused on the internal factors that direct human behavior according to some aspirations and necessities.
• Process theories are focused on the processes and psychological forces that motivate behavior.

Even though there is a considerable number of motivation theories that has helped manager to understand and improve their methods, none of them is universally applicable. Cultural backgrounds are crucial in the understanding and application of these theories, because they have an impact in the way individuals react to different motivational drivers and in the way their needs are satisfied.

For example the Maslow’s Hierarchy of Needs can give us a general understanding about the main human needs that motivated us, but the way in which these needs are satisfied varies between the cultures and inside them.

For example, American employees are driven by improving themselves and their own positions in life, an individualistic approach, whereas Japanese employees are motivated by the success of the group as a whole, which is a collectivistic approach. Theorists and practitioners continue to look for universal laws or motivational techniques that can be applied among the different cultural groups.

MONEY AND MOTIVATION

One of the most common mistakes referring to motivation is the belief that money is the main or in some cases the only strategy to motivate and keep people motivated towards a common task and this is a mistake managers are still applying in their companies. It is true that economic retribution is important, because no one want to work for free, but it’s not enough and successful in all cases.   

In this order of ideas, money as a motivator must be analyzed carefully, taking into account that:

• Culture has an important role, because not for everyone money is important. 
• Money must be a direct retribution of performance.
• Money must create a sense of satisfaction. Workers must fell that the amount offered is being enough and fair to measure their performance.

When some of these elements is not present, money fail as a motivational factor. This is why managers nowadays (when cost effective approaches are becoming increasingly important) must take into account the non financial motivators (recognition from immediate managers, attention by the leaders and the involvement in the company through the leadership of projects and tasks) as a way to make their employees feel they are part of a company that value, recognize and reward their job and well-being and for the one they want to improve and work every day. 

It's not about the money. Retrieved on february 2010 from: http://www.mckinseyquarterly.com/Motivating_people_Getting_beyond_money_2460 

References:

• Cesare, J. & Sadri, G. 2003. Do all carrots look the same? examining the impact of culture on employee motivation. Management Research News, Vol. 26, advance online publication February 20. DOI: 10.1108/01409170310783394.
• Ahmad, K. 2009. Leadership and work motivation from the cross cultural perspective. International Journal of Commerce and Management, Vol. 19, advance online publication February 22. DOI: 10.1108/10569210910939681.
• Dewhurst, M.; Guthridge M. & Mohr E. 2009. Motivating people: Getting beyond money. McKinsey Quarterly Journal, advance online publication February 22. DOI: www.mckinseyquarterly.com/Motivating_people_Getting_beyond_money_2460.