Motivation: Positive And Negative Perspectives

Summary Motivation themselves and other for effectively driven to achieve the purpose depends on how to select and use the motivational tools which appropriate with circumstance. Although the classic motivation theories broadly employed during the five decades for instance, the expectancy theory (Vroom, 1964), the social cognitive theory (Bandura, 1977), and the goal setting theory (Lock & Latham, 1984), but several researchers and practitioners claimed that among the classic motivation theories unconsidered the consequences after employ the motivational tools. For instance, setting challenging can be effective for motivating performance but may also undermine for motivating performance.

Immediate incentives are more motivating than delayed incentives because the people will be perceived value more after task completion. Certain incentives are more preferred over uncertain incentives by people because several people avoid the risk and prefer a reward of a certain magnitude over a reward of an uncertain magnitude. Extrinsic incentives tend to motivate performance because it related with pay for performance. Consequently, the authors employed the meta-analysis to summarize, and review previous papers and concluded the three board factors that importance toward motivation in positive and negative perspectives. The Hypotheses and Discussion Ha1: Goal setting correlate with increasing motivation for novices that immediate incentives is moderated. The goal setting is independent variable, the increasing motivation for novices is dependent variable, and this relation can be increased by immediate incentive is moderator variable. Ha2: Goal setting correlate with decreasing motivation for novices that negative feedback is