Running head: MOTIVATION TABLE AND ANALYSIS

Motivation Concepts Table and Analysis

MOTIVATION TABLE AND ANALYSIS

Motivation Concepts Table and Analysis

Motivation describes how an individual behaves and the reason(s) why he or she behaves
in that way. Many psychologists have developed theories and study the behaviors of individuals
to determine the motivators that cause certain behaviors. An individuals behavior is influenced
by his or her needs and wants. Theories of motivation are created to help us explain, predict,
and influence behavior (Stipek, 2006-2011). Psychologists believe that if they can determine
why an individual behaves the way he or she does, there is a possibility to change and influence
his or her behavior. As one theory is developed, it is also modified later and sometimes dispute.
The Motivation Concepts Table (Table 1) shows both grand theories and mini-theories.
Motivation Concepts Table
Time Period
Created

Theory Name

Major Theorist(s)

Will (Grand
Theory)

Rene Descartes

PostRenaissance Era

Instinct (Grand
Theory)

Charles Darwin,
William James,
William
McDougall

19th Century

Drive (Grand
Theory)

Woodworth,
Freud, Hull

20th Century

Achievement
Motivation
Theory (minitheory)

David McClelland,
John Atkinson

Early 1960s

Edward Deci

1975

Edwin Locke

1968

Intrinsic
Motivation
(mini-theory)
Goal-Setting
Theory (minitheory)

Key Theory Concepts

The Will Theory is based on that
will initiates and drives action and
decides whether or not to act and
how to behave when acting
This theory is based on the
biological determination is the
cause of motivation and how the
surrounding resources are used to
adapt to an environment.
The theory entails satisfying bodily
needs through motivated behavior.
This theory was developed to
explain how individuals respond to
challenges and having the strong
urge for success and
accomplishment.
Developed to explain individuals
who behave in effective and healthy
ways.
Developed to explain individuals
who seek feedback and are driven
by clearly defined goals.

MOTIVATION TABLE AND ANALYSIS

Achievement Motivation Theory

David McClelland studied motivation and the human need for achievement and
developed the achievement motivation theory in the early 1960s. According to Motivation at a
Glance ISchool, David McClelland believed that the need for achievement is a distinct human
motive that can be distinguished from other needs (Achievement Motivation). Individuals
motivated by achievement will focus on what they want and make it happen. John Atkinson built
upon McClellands theory and theorized that individuals are driven to achieve success and have
an expectation for success rather than failure. When these individuals accomplish a task and
expect to feel pride and satisfaction.
Within the workplace, an employee or manager who is driven by the need for
achievement will challenge him or herself toward success and promotion. One scenario in which
this occurs when an employee notices that employees of another team are not completing their
work the completely. For example, a safety department broken into teams including the projects
team and the training team; the projects team relies on the training team to gather the necessary
training information and deliver accurate and verified training dates. The employee from the
projects group notices that the training team feels overwhelmed and do not believe the work can
be completed without adding more employees. The projects team member has worked in the
training team and knows the goal of ensuring personnel training is compliant with the regulation
and becomes motivated to develop procedures that will help the training team achieve his or her
goals. The projects team member feels a sense of accomplishing the goal to make the work
achievable and develops the procedure that shows the training team that it is possible to track
training and avoid unnecessary work. The manager sees the projects team member stepping up

MOTIVATION TABLE AND ANALYSIS

and gives that individual the positive feedback regarding the process and the team member feels
the sense of accomplishment, which satisfies his or her achievement need.
Another scenario in which the achievement motivation theory would not work would be
using the same example as above except looking at it from the view of the training team member.
This individual does not feel motivated from the thought of accomplishing a task. This individual
fears failure and believes the work to be too much for one person to handle. When an individual
does not feel the need for success, the manager would need to determine a new motivational
strategy that will motivate this employee to complete his or her work.
Conclusion
Individuals differ in character and personalities and will differ in the types of motivators.
Those individuals who are highly motivated achievers will look for tasks that bring them a
challenge. The other side is those individuals who hold a lower need to achieve will look for
those tasks that will reduce the risk of failure. When given a challenging task, this individual will
expect to fail and will not have the motivation they need to accomplish the task. With so many
types of needs, it can become difficult to predict how an individual will behave much less change
that individuals behavior.

MOTIVATION TABLE AND ANALYSIS

5
References

Motivation at a Glance ISchool. (n.d.). Retrieved from

http://sites.google.com/site/motivationataglanceischool/achievement-motivation-theory
Reeve, J. (2009). Understanding motivation and emotion. (5th ed.). New York: Wiley
Stipek, D. (2006-2011). education.com. Retrieved from
http://www.education.com/reference/article/defining-achievement-motivation/