Leaders primary objective is to increase the performance of their subordinates either by extrinsically or intrinsically motivated incentives (Cerasoli, Nicklin, & Ford, 2014). Extrinsically behaviors are guided by gains and losses while intrinsically behaviors are directed by personal enjoyment (Cerasoli, Nicklin, & Ford, 2014). This paper explores Locke and Latham (2004) view on the connections between motivation, personality, and decision-making. Next, the essay compares Rousseau (1985) and Locke & Latham (2004) research on motivation. Last, discuss potential avenues for future research on motivation, personality, and decision-making.
Congruence between Motivation, Personality, and Decision Making
Motivation, according to Locke and Latham …show more content…
Rousseau explains the level as a hierarchy, where high levels of the organization consist of lower levels. Also, Rousseau discussed how multi-level analysis reveals patterns of a different variable at the various levels of analysis. Since Rousseau seminal work in 1985, multi-level analysis has surfaced as the analytical strategy used in incorporating factors in examining epidemiological studies (Diez Roux & Aiello, 2005). Diez Roux and Aiello explicated that multi-level analysis is used to help understand data that is nested, which is data or variables within another variable. The multi-level analysis allows researchers to examine two variables at the same time such as how the individuals relate to the groups and how the groups relate to the …show more content…
However, the different character also brings various levels of trust between the team members. Future studies must take place to explore which personality type display the most trust and which shows the least trust within a team environment. The research must examine the level of trust to Carl Jung’s four-character personality scopes and the Big Five personality types of openness, agreeableness, extraversion, conscientiousness, and neuroticism (Neal, Yeo, Koy, & Xiao, 2012). Afterward, compare the differences between the two personality dimensions. The purpose of such research helps managers structure a team of trustworthy type members that is willing to share knowledge and help all members of the organization learn. Knowledge is the most important commodity within the group. According to Rutten, Blaas-Franke, and Martin (2016), trust is essential in a learning organization that promotes knowledge sharing. Rutten et al. (2016) believed if co-workers have low trust in a fellow cohort, the level of knowledge sharing is minimum compared to a worker where the team deem is dependable then knowledge sharing is high. Rutten et al. also noted that motivation is also vital to knowledge sharing. According to Barachini (2009) motivation requires three things: a yearning to performance, a capacity to act, and having a goal. Managers setting goals with the appropriate reward to reach those desiring
Congruence between Motivation, Personality, and Decision Making
Motivation, according to Locke and Latham …show more content…
Rousseau explains the level as a hierarchy, where high levels of the organization consist of lower levels. Also, Rousseau discussed how multi-level analysis reveals patterns of a different variable at the various levels of analysis. Since Rousseau seminal work in 1985, multi-level analysis has surfaced as the analytical strategy used in incorporating factors in examining epidemiological studies (Diez Roux & Aiello, 2005). Diez Roux and Aiello explicated that multi-level analysis is used to help understand data that is nested, which is data or variables within another variable. The multi-level analysis allows researchers to examine two variables at the same time such as how the individuals relate to the groups and how the groups relate to the …show more content…
However, the different character also brings various levels of trust between the team members. Future studies must take place to explore which personality type display the most trust and which shows the least trust within a team environment. The research must examine the level of trust to Carl Jung’s four-character personality scopes and the Big Five personality types of openness, agreeableness, extraversion, conscientiousness, and neuroticism (Neal, Yeo, Koy, & Xiao, 2012). Afterward, compare the differences between the two personality dimensions. The purpose of such research helps managers structure a team of trustworthy type members that is willing to share knowledge and help all members of the organization learn. Knowledge is the most important commodity within the group. According to Rutten, Blaas-Franke, and Martin (2016), trust is essential in a learning organization that promotes knowledge sharing. Rutten et al. (2016) believed if co-workers have low trust in a fellow cohort, the level of knowledge sharing is minimum compared to a worker where the team deem is dependable then knowledge sharing is high. Rutten et al. also noted that motivation is also vital to knowledge sharing. According to Barachini (2009) motivation requires three things: a yearning to performance, a capacity to act, and having a goal. Managers setting goals with the appropriate reward to reach those desiring