Key Elements of the Motivation Process-Success Model
We want to satisfy our needs. However, all these requirements become active in a certain "environment" and warn us. The person sets a goal for himself to meet this need. However, the person's directing towards this goal and making an effort towards the goal does not occur only out of need. For this, it needs to interact with two more factors.
The first of these is “The (perceived) Value of Purpose”. Accordingly, the purpose we set must be valuable and meaningful to us. Otherwise, we would not prefer to make an effort. The value of the purpose is determined by the importance of the reward we plan to obtain if we achieve success. Second, at the end of our effort, we must have a “positive expectation” that we will succeed. So we have to believe that we will be successful. So what are the factors that affect the degree of our faith? The first of these is "skill". If we don't believe we have enough skills for what we want to be successful at, we don't want to make an effort. It is a function of skill, ability, knowledge and experience. Therefore, we do not make an effort to be successful in an area where we are inadequate. The second factor is that although we do not have a skill in something, if we think that we have environmental resources that can help us gain this skill, we can still make an effort. This shows us that the environment, as a resource, is an important factor in our personal effort.
Well, we made an effort… However, as we said before, on the path of life, we come to a place not with the works we start, but with the works we finish. That is, we need to persist in our effort and always strive in the same persistence. And most of the work can take years to complete. Therefore, many things can change in this process. While the value we give to our purpose may not remain the same, we may lose our faith, and environmental conditions may become more challenging for us. As can be seen, there are many factors that affect success (and therefore getting results). Therefore, success is actually a function of managing this process correctly.
An important point here is that the result that we call success is actually the value of the "reward" we have achieved or will receive. Whether that reward will satisfy us or not, we can only see after we get the reward. Many of us create an expectation of reward in our minds and end up feeling dissatisfied if we don't get a reward that fits that image.
1. Motives (Induced Requirements)
Murray (1938) gereksinimi, “belirli bir koşulda belirli bir şekilde tepki göstermeye hazır bulunma durumu” olarak tanımlamıştır (Burger, 2006; 246). Herkesin belirli gereksinimleri vardır. Ve bunlar kişiden kişiye farklılaşan önem derecesine göre hiyerarşik şekilde sıralanırlar. Örneğin, çok sayıda yakın arkadaşınızın olması için bir gereksinim duyuyorsanız, sizin “Yakın İlişki” gereksinimiz yüksektir. Bu gereksinim, diğer insanların Yakın İlişki gereksinimiyle karşılaştırıldığında çok olmayabilir; ancak sizin diğer gereksinimlerinize göre daha baskın ise sizin için önemli bir gereksinimdir. Örneğin yarın önemli bir sınavınız var ve arkadaşlarınız bir parti veriyor. Eğer başarı gereksiniminiz, kişisel gereksinim hiyerarşinizde Yakın İlişki ya da Oyun gereksiniminizden yüksekse, büyük olasılıkla evde kalıp ders çalışırsınız. Eğer başarı gereksiniminiz yüksek olmasına rağmen, bu bahsedilen gereksinimler kadar güçlü değilse, sınavdan yüksek bir not almanız düşük bir ihtimaldir (Burger, 2006; 246). (Bknz: Motives and Values)
2. 'Environment' as a Stimulus
Murray, whether a need is activated or not depends on the situation, which he calls 'pressure'. For example, your need for Order will not affect your behavior when there is no pressure like a messy room. If your need for organization is strong, you'll likely find time to tidy up, even if your room is a little cluttered. But if you have a low need for orderliness, you can wait until your room becomes unbearable. Even in this case, you may be motivated by the need to please your roommate rather than seeing your room properly (Burger, 2006; 246). Similarly, in an environment where competition is low and success is not rewarded, it is impossible for your high need for success to lead to behavior. Therefore, the environmental factor plays a fundamental role in making a goal-oriented effort.
3. The (Perceived) Value of Purpose
Another important point in making an effort is whether the target we are aiming at has a value for us. The expression “perceived” here means that the factor that determines the value of the target is determined according to the perception of the person. There are certain factors that make a goal valuable. Whether it has been done before, how many people have achieved it before, how long it will take to reach the goal, what it will cost us, whether it is valued by society, etc. The combination of these factors expresses how much reward the goal will bring us and how much satisfaction we will provide.
4. Faith (Positive Expectation)
Vroom (1964: 17) defined expectation as “a tentative belief about the probability that a particular action will result in a particular purpose”. In order for us to strive for a job, we must have a “positive expectation” that we will succeed at the end of our effort. So we have to believe that we will be successful. This can be the case for even the simplest thing: parking the car, cooking or learning a foreign language, etc.
5. Internal Resources
The “skills” we have form our internal resources. If we don't believe we have enough skills for what we want to be successful at, we don't make an effort for it. It is a function of skill, ability, knowledge and experience. Therefore, if we believe that we are inadequate, we believe that we cannot be successful and we do not make any effort.
6. 'Environment' as an External Resource
Even if we don't have the skill for something we want, if we think that we have environmental resources that can give us this skill, we can first take the path of acquiring this skill and head towards our main goal. This shows us that our environment is an important factor in our personal effort.
7. Effort
Effort is the amount of physical and mental energy a person expends to do a job. Making an effort takes our energy and time. For this reason, we want to see the return of the energy we spend, both materially and spiritually. This request is a very natural and understandable expectation. If we don't find it valuable to get a job done and we don't believe we can do it, we don't want to put in the effort. Therefore, in long-term business (success), maintaining the effort requires great dedication.
The elements described so far constitute the field of "motivation management study". Being able to manage these elements well not only puts us in a goal-directed effort, but also constitutes an important factor in 'insisting' in our effort. The important point here is that an 'environment as an external resource' factor can affect our internal resources and belief in striving, as well as directly affecting the process of sustaining the effort. Therefore, the environment is an element that slows the person down or makes his job easier on the way to reach the result (success). For example, a young person who wants to establish a private company will be able to achieve such a goal only if he or she can provide financial support (outsource) in addition to having a good education and experience. However, no environmental factor can deter a person from his goal unless he allows it, it only plays a role in delaying this process. Therefore, how effective the environmental factor will be in moving away from the target again depends on the size of the person's belief.
8. Insist
If the conditions and wishes have not changed, the person must have very good reasons to continue this process. Some call it 'will', some call it 'internal discipline'. The concept we call "insist" is nothing but the juxtaposition of many successive efforts. Therefore, when the effort is started for the first time, the cognitive-emotional-behavioral structure in that process is repeated in the continuation of the process, and the process is continued with the succession of the efforts. In fact, this is what we call strong-willed or self-disciplined people. However, they do this unconsciously and automatically. Thus, if we have had the opportunity to make the first effort, we should remember more consciously how we entered this process and be able to reflect this on subsequent stages.
8. (Perceived) Purpose-Success
Our needs have a great influence on determining our purpose. However, the means by which we will meet this need, our experiences, our expectations, our social structure determines. For example, there are many different ways to meet the need for respect. If we set ourselves a goal to meet such a need and achieve it, we will be satisfied. While we can meet this by coming to important positions in institutions, we can also meet it by writing many books or doing social services.
9. Intrinsic-External Rewards
As a result of success, what we really want and get is the internal and external rewards that it will provide us. The concept of intrinsic reward refers to the state of pride and self-satisfaction that a person will experience internally, while extrinsic rewards refer to appreciation and physical rewards from the environment. As a result, the factor that affects the value of the purpose, and therefore the individual's effort, will be the rewards he will receive as a result of the success he will reach.
10. Satisfaction-Dissatisfaction
When evaluating the awards one receives, he usually compares himself with those who have achieved similar success. If he thinks that these people get more rewards with less effort, he will experience dissatisfaction. That is, we develop a sense of equivalence. We come to an inference by comparing the ratio of the results we achieve with our own efforts with the effort/reward ratio achieved by other people whom we consider equal to ourselves.
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