Motivation Directed

William Taylor Pittman

MGT300-2 Principles of Management
Colorado State University Global Campus
Professor Susan Weese
March 23, 2014






















Motivation Directed
Personality is the cohesion of individual differences into a singular perspective. This singular
perspective is the unique way in which we react to situations and interactions with others. By defining
the way we interact and thus behave, personality clearly affects motivation directly. This relationship
helps create ideal job characteristics for every individual.
For the purposes of this analysis, I will consider myself as the subject. Knowing myself better
than any of my colleagues and viewing this as a personal learning opportunity have lead me to this
decision. In determining which model used to describe my personality, I considered which would be the
most comprehensive and applicable to increasing motivation. This lead me to using the big five model of
personality.
Within the big five model, five dimensions of personality are considered: extraversion,
agreeableness, conscientiousness, emotional stability, and openness to experience. Within these
dimensions, exists latitude of rating to create a more precise picture. Considering Extroversion is the
easiest elements within the big five. Ranging from very introverted to very extroverted, I would consider
myself very extroverted. Next to consider would be the dimension of agreeableness. Agreeableness
describes the nature of a person and would rate myself as good natured, thus, having high
agreeableness. Conscientious describes the drive within someone to accomplish tasks. I seldom put off
my responsibilities, but nevertheless do, so I would rate myself as moderately conscientious. Emotional
stability describes ones security and general attitude. Being very secure with myself and maintaining a
positive demeanor both contribute to why I consider myself as having high emotional stability. Last to
be considered within the big five is openness to experience. Openness to experience describes the level
of abstractness or creativity of thought and I would consider myself of being very open to experience. In
summation my personality traits as described by the big five are: very extroverted, high agreeableness
moderately conscientious, high emotional stability, and high open to experiences. These traits form a
framework of my personality and can be used in management to best satisfy my potential as well as
help achieve high levels of motivation.
In determining which motivation theories to use in order to maximize employee success for both
parties, all implication about the collected data (big five ratings) must be scrutinized and assessed on the
applicability to available theories. Only the information about my personality gathered from the big five
model will be used in order to maintain the illusion of a manager making decisions about an employee
to which they has no other relation.
The first theory I would recommend implementation of is job design theory. In order to create
maximum potential from an employee, the job to be performed must be a right fit. Determining a job
that is a good fit for an employee consists of many facets to be considered. Of the five core job
dimensions, as described by Hackman and Oldham, the element of feedback is the only to not be
stressed for this case. From the personality traits we are considering it can be feasible that most
feedback necessary or beneficial to success would be in the form of self-feedback. This means that in job
design, feedback may be given no special attention. All of the other factors that make up my personality
require attention however.
No job can satisfy every need for success perfectly. This leads me to believe that rather than
trying to provide justification of managerial action through individual interpretation of each of the big
five elements, these elements should be combined in order to create a more cohesive, bigger picture of
personality. This method of viewing personality provides an easier understood idea of the personality
considered.
The personality realized from combination of the big five model factors proves to be self-
motivated, goal oriented, and sound in mental health. Such a personality requires challenge, autonomy,
the feeling of worth, and enrichment. Although a personality of this nature does well in theory x or y
environments, management style should most resemble theory y to maximize potential.
Another trait that can be derived from the big five is the high need for growth. Job enrichment
can satisfy this need for growth by providing opportunities as enrichment. As stated in the text, external
enrichments such as salary have less of an effect on those already highly motivated, thus, internal
enrichment should be implemented.
The last theory to be considered is the expectancy theory: it includes three related variables. All
three of these variables break down the expectancy theory into more detail. Broadly the expectancy
theory is defined as the expectation that action will be followed by a given outcome. For a personality
type such as mine, expectancy and instrumentality should be stressed as they tend to focus more on
internal reward.
Personality and motivation maintain a strong relationship. Even across different cultures this
theory, unlike others, remains applicable. Personality should always be considered when employing
individuals or positively maintaining employment of current staff.