ABSTRACT
Individuals’ work motivation influences the skills they develop, the jobs and careers they pursue, and how they allocate their resources to affect their work activities’ intensity, direction, and persistence. There are a variety of theories that explain motivation at work. Some theories are based on workplace effects and others on individual factors. In addition, several recent models and theories (such as the self-determination theory, the self-efficacy theory, the job demands-resources model, the psychological empowerment theory, and the personal engagement theory) stress that specific antecedents might affect motivation and engagement via psychological conditions. A motivating environment can be created by a) ensuring that the motives and values of the worker match those of the organization and the job; b) proper goal setting; c) facilitating subordinates’ performance by creating a supportive work environment; d) appropriate use of rewards and discipline; e) providing attractive rewards; f) providing timely awards and accurate feedback; g) attending to social and group factors.
