Puzzle Of Motivation Analysis

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The Puzzle of Motivation presented by Dan Pink was very informational, as well as, inspiring. The way we conduct business in the 21st century is very different than the way it was practiced in the previous ones. However, with the constant shifts, the way leaders and organizations motivate and inspire employees has not. Motivation of employees is vital to the success of the employees, in addition to, the organization. The following essay will discuss and describe how Dan Pink’s theories of motivation relate to the people alignment aspect of change management.
To being with, people alignment is the attempt of the firm to align the skills and talents of the employees with the organizations overall strategy (Spector, 2013, p. 101). In order to
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If fact, more energy should be placed on intrinsic rewards. These are realized when an individual feels prideful, satisfied, or feel their self-esteem has inflated (Spector, 2013, p. 142). In fact, people have an affinity to find new skills and challenges, to learn and grow their abilities. Is this not exactly what leaders attempt to do when they align people with the firm’s purpose? For illustration, when we select a candidate to come on board with company, if pay is equitable, they will be intrinsically motivated as they will want to grow and prosper. Moreover, when an organization and employees reach a shared diagnosis and as a result, new roles and responsibilities are required, in addition to, developing new skills to match those roles and responsibilities can create an intrinsic motivation. Dan Pink stated that there are 3 factors of intrinsic motivation which includes autonomy, mastery and purpose, but the key component is autonomy, which is the power or right for someone or a group of individuals to oversee themselves (Pink, 2009). This can be achieve by setting up different types of organizational structures. For example, both a divisional and functional structures provide great autonomy as they provide the individuals within these components the freedom and control over the path and results (Murray, 2015). Finally, another way autonomy is related to change management is that the objective of both the people alignment process and self-management process is to create commitment and a sense of purpose, as well as, a feeling of belonging (Thomas, 2009). For example, giving people the freedom to be creative not only to improve the firms products or services, but the freedom to make their own works schedule, as long as they complete the designated requirements, will be beneficial in implementing intrinsic motivation. It is noted that the

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