Reflection on Motivation

Motivation is what drives individuals to achieve their objectives. It is because of motivation that we see people become successful in their lives and in their careers. More often than not, people derive motivation from many factors in their lives, but the key aspect is if an individual is to achieve success, then he/she must be motivated (Carsrud & Brännback, 2009). Some people are motivated by anger, by fear or even by love. Motivational factors vary from one individual to another because their natures are different. It is a crucial aspect of achieving success in my life, even in the smallest endeavors that I seek to undertake.
One case related to motivation occurred in my workplace, where a manager did not set realistic goals for me. The manager sets goals that I could not achieve, as I did not have the ability or the skills necessary to meet these goals. The manager did not engage with me to inquire about what I could achieve; he just set goals without my knowledge. Because of this, I struggled to meet the targets. This in turn de-motivated me, and I was not able to perform my best in this position.
From my experience with this manager, I learned that it is important to set realistic and clear goals for employees in order to motivate them. Moreover, it is important to engage the employee in the goal setting. In my case, if the manager had set goals that I could achieve, then I believe I would have been in a better position to achieve the goals. The goal-setting theory focuses on setting goals for all the workers in an organization. These goals must be in line with the abilities and skills that they possess (Hoffmann, 2007). They should set realistic goals that can be achieved within a set period of time. This target will act as a motivational factor, since all the workers will work towards meeting their targets (Reece, Brandt & Howie, 2010). In the end, if all the workers are motivated by the targets and each worker reaches their target, then the organization will be successful in its operations. From this theory, I learned that in the future, as a manager, I should make sure that I use the goal-setting theory to motivate employees. I should set goals that are realistic and that they can achieve.
Through this study of motivation, I have come to understand the need for motivation and the impact that it has on the lives of people and organizations. It has added to my knowledge of the major driving forces that trigger motivation. The goal-setting theory is particularly applicable in my case, as I have set goals that I believe I can achieve in order to get the Venugopal, 2006). What I have learned about this concept will help me be better at handling the people that I work with in the future.
This information will help me in the near future, perhaps in five years, to become a better manager. I will be able to use this theory on motivation to manage employees in the workplace to help achieve the organizations goals and objectives. Even when I start my own career. I will be able to determine the factors that motivate me to succeed with regard to both my career an...