Motivations are very comparable to emotions since they have a huge impact on the relationship between the environment and an individual. The ability to regulate and control emotions heavily depends on certain things such as age (Burr et al., 2021). However, motivations vary from emotions in that they are more linked to the actions and the intended goal to be achieved. One major characteristic of motivated action is the fact that it will always lead to a rewarding goal. Therefore, the motivation for any particular performance is that it is rewarding even before the plan is enforced. A reward is usually used to define an event that promotes the rate of certain behavior.
Emotions play a huge role in the life of an individual as they affect how an individual relates with others. Particularly, emotions have a strong influence on controlling the selectivity of attention and motivating every behavior and action people make. For instance, influencers and advertisers use emotions to persuade others to purchase their products. This is because they invoke fear to persuade others to buy from them. On the other hand, motivation for a certain behavior is usually based on a desire to achieve something. Most of these desires are extrinsic such as the desire to have good grades in school or to be promoted in the workplace. Nowadays, the motivation for any kind of behavior is usually extrinsic as it solely focuses on an outside reward. Individuals who are extrinsically motivated will always perform a certain behavior even if the action itself is not rewarding. For instance, doing a job that is not enjoyable to receive a wage is an example of extrinsic motivation.
Motivations are connected to emotions in such a way that they serve to describe the relationship between the environment and the individual. Emotions can keep a person motivated in performing a certain action or in achieving a goal. On the other hand, intrinsic motivation involves performing an activity for the purposes of its inherent satisfaction instead of some other separable consequences. When a person is intrinsically motivated, they will act for the fun of it rather than the consequences it will bring such as pressure or rewards. Some other people are motivated by the subjective value which is influenced by the physical rewards such as the delay or probability of something, preferences, and also magnitude.
Generally, emotions greatly affect what and how we view things. For instance, the fear of losing a job keeps many people motivated even if the job is not rewarding as it should be. This is because fear affects the ability to see the goal-directed desires, low-level visual processes, and the sad moods that change the ability to visual illusions. It shows how emotions and motivations are connected and also how they have a huge impact on how we see things. Moreover, about neuroscience, the limbic system is responsible for the expression of all the emotions in human beings and other automatic functions in the body. The limbic system produces various emotions and motivations such as sadness, pleasure, fear, and anger that make people behave differently.
In conclusion, the motivation amongst the employees of a certain company is very important. It proves the benefits of motivation in all individual employees together with the organization. An organization without the right kind of motivation and emotional intelligence is less likely to thrive and attain a competitive advantage. In week 3 addition, organizations should acknowledge the importance of extrinsic motivation, intrinsic motivation, and subjective emotional context so as to achieve their goals (Rigby et al., 2018). Moreover, an individual should have intrinsic and subjective emotional context for them to be motivated to achieve a goal.
References
Burr, D. A., Castrellon, J. J., Zald, D. H., & Samanez-Larkin, G. R. (2021). Emotion dynamics across adulthood in everyday life: Older adults are more emotionally stable and better at regulating desires. Emotion, 21(3), 453.
Rigby, C. S., & Ryan, R. M. (2018). Self-determination theory in human resource development: New directions and practical considerations. Advances in Developing Human Resources, 20(2), 133-147.