Motivation is the intrinsic inducement that propels an individual to behave in specific ways. There have been a significant number of literatures covering the nature, theories and applications of motivation and its effect to job performance and satisfaction.
Various scholars on human resources revealed diverse theories on motivation over time. In this regard, this essay is written to address the following issues, to wit: (1) choose one of the theories from the "Motivation Concepts Table," and describe how this theory would and would not be applicable if applied to two or more workplace situations drawn from one’s personal experience; and (2) in the instance in which the selected theory of motivation was not applicable to the workplace experience, assess the need to develop and create new theoretical models of motivation in todays changing work environment. What are the ramifications of failing to meet this challenge? Among the issues to consider are effects on personal satisfaction and productivity.
The duly completed “Motivation Concepts Table” is included as an appendix. The motivational theory to be closely examined in terms of applicability to the workplace situation is the drive theory, particularly that of Freud’s. Finally, the workplace to be used for the purpose of determining the applicability of the theory is General Electric.
The history of General Electric (GE) dates back in 1878 inspired by the first light bulb invented by Thomas Edison (GE: Fact Sheet, 2010). After 132 years, GE remains to be considered a leader in ”global infrastructure, finance and media” (GE, 2010, par. 1) with diverse products and services ranging from appliances, consumer products, energy, lighting, software and services, among others.
As a global corporation, it manages more than 300,000 personnel worldwide as of December 2009 (ibid.) According to its website, they are “renowned for hiring exceptional people and giving them