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Motivation Inventory

Motivation Inventory BY libi23 The author has completed a group assessment group motivation inventory chart. This assessment gives the author a score on their level of motivation. The assessment can rank as high motivation, moderate motivation or low motivation. The author is going to discuss her score and what was learned from it. Motivation affects how the author interacts in a group. The author will determine ways to become motivated and incentives that would help motivation. After completing the assessment, the score was 80. In this score range, it shows that the motivation level is moderate motivation.

Until this assessment was taken, she thought high motivation was her strong point. What the exercise really showed was thought she wasn’t as motivated as she thought. This exercise has shown that perhaps, more effort and dedication could benefit the group. Another lesson learned from this exercise is that she does not have a positive outlook on the rest of the group. Not trusting a group or being proud of the groups work had an effect on the score. It is important to give credit to those you are working with. As the group does well it is important to go ahead and give them credit on all their efforts.

Working in groups is part of almost every organization. This knowledge received from the assessment will have an impact in group interaction. There are things that can be done differently in the group to raise the score up to high motivation. In order for groups to be successful, all members should work on reaching a high motivation level. After reviewing the results, group interaction is different. Now more effort is being made to help out the group. Spending extra time when needed is now part of the interaction. Taking pride in a team’s work makes everyone feel good. Now when interacting in groups, pride and confidence will both show.

When all team members show their motivation it leaves nothing but positive things for the rest of the group. There are always things to change when working in a group. As a result of this exercise, changes can be made to help in future groups. Attending all group meetings is important and from this point on will be done. Until this assessment, group meetings were Just attended if time was found to attend. The group and work should always come first, and time should always be made. Enjoying time with the roup and communicating can help determine what motivates one another.

Taking pride in a groups work will also be part of future working groups. Everyone should be proud of their accomplishments and let the group she they are proud of what they have done. Not only should you be proud of the teams work but for your own contributions as well. The last thing that will be done differently in future groups is determining the same goal for the group. Once a goal is set, having the willingness to achieve it is a must. Being open to ideas and having willingness to go above expectations will create a wonderful team experience. Each individual has different things that motivate them.

For the author, motivation usually comes from within herself. Intrinsic motivation best describes the motivation order to reach those goals. She motivates herself because that insures that regardless of anything else she can be the one and only form of motivation. To become more motivates she may listen to the group and their suggestions. Rewards may be given to increase motivation and those rewards can be utilized for an extra boost of motivation. There are incentives that would help be more motivated in the group. Recognition is ne incentive that would help become motivated.

When hard work and effort are out into a project, it is good to hear someone say “good Job” or “nice work”. Praise boosts confidence and encourages keeping doing a good Job. As team members gives praise it shows that they are proud of the group and all of the work that is being done. The incentives that mean so much are things that can be done by other group members. Unlike rewards and other costly things, these incentives are priceless. It is easy for some members to give praise, but for others they will never bring themselves to say anything good.

It’s important to try not to get discourages when other members don’t give recognition. Chances are they don’t see its importance, but it does not mean that a good Job was not done. The considerations for group members whose motivations are different would involve different incentives. For team members that have intrinsic motivation, there is little one can do. These group members are usually motivated only by themselves, their drive and goals motivate them. For those who are extrinsic motivation, rewards would need to be given in order to keep them motivated. They may need an award or a gift.

Other team members may Just simply want words of praise or recognition. Each person can be motivated by different things. It is important that each one finds what it is that makes them motivated. Once you know what you and your team members are motivated by, it is easy to contribute to their motivation. In this paper the author has discussed working in team and things that motivated her. The author took an assessment and analyzed the results to find out things she could work on. The author feels that she is a highly motivated individual and hopes that she keeps future work groups motivated as well.

The author feels that motivation is sometimes hard to discover, but it is important for everyone to find what motivates them. As the author continues to work in groups, she hopes to change things that can better help the team out as a whole. If the author changed a few things such as dedicating a few more hours or telling group members what a great Job they did, she would feel like she is improving. The author hopes that her team members also notice her work and effort. She likes being gave credit where credit is due. Recognition goes along way for the author and hopes to continue to be an outgoing team member.

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