Motivational Psychology

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Motivational psychology is a broader concept that is concerned with the psychological aspects that are apparent in enhancing motivation in an individual. Apparently, according to Miller (2008, p. 240), motivation presents the primary avenue through which an organization can leverage the work potential of its employees. On the same note, in a learning setup, when the students are adequately psychologically motivated, they will tend to perform more exceptionally compared to learning institutions where there exist non-motivational environment. Over the years, the subject of psychology has raised traction among the scholars discussing its impacts on the motivation of an individual on various setups. Being a scientific field of human mind study, psychology concerns mostly on the behavioral effects that are explicit upon subjecting a human being to a particular environmental condition. For the purpose of this research paper, the focus will be maintained on the motivational psychology within a workplace setup; that is, the influence of work environment on the motivational psychological of the employees.

In his study on the “Aristotelian motivational externalism,” Kristjánsson (2013, p. 425) presents a compelling argument that human psychology is cognizant of the environment in which it is subjected to. For this reason, the motivation becomes entirely tied to the psychological factors that impact an individual directly or indirectly. Interestingly, the human internal and external sources of motivation are solely linked to the human psychology; however, these types of motivations are independent of one another since they can occur in the absence of the other. Discussing the impact on motivation on the human psychological performance, Miller (2008, p. 238) argues that human being feel psychologically at ease to accomplish various tasks on their daily schedule if they can find motivation without and within themselves. For this reason, motivation is considered as the primary driver of satisfactory performance on an undertaking that may be undertaken either purposeful or as a compelled requirement.

In regard to the relationship of the motivational psychology and work environment, most organizations have invested heavily in instilling employees’ motivation and empowerment. In a bid to survive the fierce market competition, institutions are required to be highly cognizant of the motivational and psychological needs of the employees. This will enhance performance, reduce the rate of employees’ turnover, influence good internal relationship, create a competitive advantage, and reduce legal constraints that may arise as a result of a frustrated workforce. However, despite the pressure to improve on the motivational psychology of the employees, an organization does not accomplish this call easily. Various costs are associated with the implementation of this objective which an organization may seek to pursue. Such value involves the cost of creating an excellent rewarding system that can keep employees motivated, the cost of solving psychological constraints faced by the workforce, and the cost of managing change to accommodate the cultural and social disparity among the stakeholders (Doyle et al., 2013, p. 116).

In general, various psychological motivation theories have been spearheaded by various scholars to demonstrate the aspect of psychological motivation. To begin with, presenting a research finding on the “human motivation,” Gorman (2003, p. 68) indicates three significant sources of psychological motivation. To begin with, instincts have been considered as the central theory that can elaborate how a human being is motivated. The behavior of a person is significantly affected by the inborn and fixed behavioral patterns. In regards to this proposition, these fundamental human qualities are essential in establishing the motivation intensity for various people as they may vary from one individual to another.

Secondly, human needs are also considered as another primary source of motivational psychology. In most case, we find ourselves doing exceptionally only when we have a burning need which is completing us to improve and achieve. For example, our biological requirements, under the drive theory, are the primary source of psychological motivation. In his theory or moral pluralism and motivation, Francén (2010, p. 132) argues that people pose a necessary biological drive that is psychologically triggered and motivates a person to fulfill the fundamental needs. Finally, the theory of arousal motivation suggests that most people are aroused to engage in psychological behaviors that make them feel at the optimum of the motivation level. Therefore, a person with a high psychological motivation arousal will tend to achieve more due to the internal desire for success. On the other hand, a person with a lower arousal level with relax leading to minimal achievement.

The influence of work environment on the motivational psychology of the employees

This study will narrow down to address the importance of work environment on the motivational psychology of the employees. In this regards, the Maslow’s theory of motivation provides the following level that every employee goes through to feel well motivated in their operations.

        i.            Self-actualization- this the top-most level of motivation within a work-force. According to Kristjánsson (2013, p. 430), it is a motivational psychology that is concerned with self- realization that entails making one feel more superior and maximizing one's capacity.

      ii.            Esteem needs- this is concerned with making...