Lesson 3: Motivation & Career Development

In this section you will read about motivation and its impact personal actions and career development.

Did you know, most individuals make hundreds of decisions daily that are impacted by their motivation. So, it would seem reasonable to better understand our motivations and how they could have an impact on our career and professional engagement. 

As we delve into the concept of motivation, do your best to define it in your own words. Did you come up with something like, motivation is the “why” that makes us act or not act in a certain way. Perhaps you thought about characteristics of a motivated person and listed determined, enthusiastic, committed, focused, passionate, driven, and or ambitious. Or did you think about being internally and or externally motivated? For this section we will explore Deci and Ryan’s Self-Determination Theory of motivation (1985). Deci and Ryan describe three types of orientations individuals use in their everyday life, which are autonomous orientation, controlled orientation, and impersonal orientation. It is also important to note, in most situations people have aspects of all three orientations that factor into their actions.  

Autonomous Orientation

People using an autonomous orientation perceive themselves as having a high degree of control over their actions, engage in behaviors that match their interests and values, and have high levels of intrinsic motivation. From an employment setting, these individuals find joy in employment tasks, seek challenging projects, continuously learn new skills, and work in an environment that values creativity and offers autonomy.

Controlled Orientation

Individuals who align more with a controlled orientation are regulated by external rewards and are motivated by grades, recognition, and promotions. For employment, people focus on meeting project deadlines for bonuses, follow directives closely, and work efficiently for promotions and recognition in a structured environment.

Impersonal Orientation

As for impersonal orientation, people may feel a lack of control over their behavior, may experience feelings of helplessness, and may not be internally or externally motivated. For these individuals and employment, they can be hesitant to take on new projects, stick to routine tasks, doubt their impact, and work in a highly controlling environment with little support for personal growth.

Exploration Activity

Now that you have read about motivation and causality orientations, ere are some questions to help you explore your motivations and it relates to your employment.  

Questions for Assessing Autonomous Orientation

1.       What aspects of your current job do you find most engaging and fulfilling?

2.       How often do you feel a sense of personal satisfaction or joy from your work?

3.       Do you seek out tasks and projects because they align with your personal interests and values?

4.       How important is it for you to have the freedom to make decisions about your work?

5.       Can you recall a time when you felt most motivated at work? What was it about that experience that energized you?

Questions for Assessing Controlled Orientation

1.       How much do external rewards (such as bonuses, promotions, or praise) influence your motivation to perform well at work?

2.       Do you often find yourself working to meet specific expectations or to avoid negative consequences?

3.       How important are external recognitions, like awards or accolades, to your sense of achievement in your career?

4.       When making career decisions, how often do you consider the potential for external rewards or approval from others?

5.       Have you ever taken on a project or task primarily because it offered a tangible reward or recognition?

Questions for Assessing Impersonal Orientation

1.       Do you often feel uncertain about your ability to influence outcomes in your job?

2.       How frequently do you experience feelings of helplessness or lack of control over your work situation?

3.       Do you sometimes avoid taking on new responsibilities or challenges because you doubt your competence?

4.       How confident do you feel in your ability to succeed in your current role?

5.       Have you ever felt disengaged or disconnected from your work? If so, what do you think contributed to these feelings?

Summary

Motivation is a fundamental aspect of our daily lives, influencing the hundreds of decisions we make each day. Understanding our motivations can profoundly impact our careers and professional engagement. Essentially, motivation is the driving force behind our actions or inactions. It can be seen in characteristics such as determination, enthusiasm, commitment, focus, passion, drive, and ambition. Additionally, motivation can stem from internal desires or external incentives. To explore this further, we turn to Deci and Ryan’s Self-Determination Theory of motivation, which identifies three orientations: autonomous, controlled, and impersonal.

People with an autonomous orientation feel a high degree of control over their actions, align their behaviors with their interests and values, and exhibit high levels of intrinsic motivation. In the workplace, they find joy in their tasks, seek challenging projects, continually learn new skills, and thrive in environments that value creativity and autonomy. Conversely, those with a controlled orientation are driven by external rewards, such as grades, recognition, and promotions. They focus on meeting deadlines for bonuses, adhere closely to directives, and work efficiently within structured environments. Lastly, individuals with an impersonal orientation often feel a lack of control over their actions, experience feelings of helplessness, and lack both internal and external motivation. They tend to stick to routine tasks, hesitate to take on new projects, doubt their impact, and prefer highly controlled environments with little support for personal growth.