Psychology of work and motivation
Goal: Explore psychological theories and their practical applications.
Motivation theories (Maslow, Herzberg, and beyond)
Motivation is the driving force behind our actions and decisions. Several psychological theories explain why we strive for certain goals:
Maslow’s Hierarchy of needs: This theory proposes five levels of human needs: physiological, safety, social, esteem, and self-actualization. At work, fulfilling basic needs like financial security and supportive relationships lays the foundation for higher aspirations like personal growth and purpose.
Herzberg’s Two-factor theory: Herzberg separates job factors into hygiene factors (e.g., salary, work conditions) and motivators (e.g., recognition, growth opportunities). While hygiene factors prevent dissatisfaction, motivators drive true engagement and satisfaction.
Self-Determination Theory (SDT): SDT emphasizes autonomy, competence, and relatedness as core motivators. Employees are most motivated when they feel they have control, are skilled, and belong to a team.
Understanding these theories helps tailor your environment to boost personal and team motivation.
Exercise
Reflect on your current job. Identify one need or factor (e.g., autonomy or recognition) that isn’t fully met. Brainstorm one actionable way to address it, such as discussing career development with your manager.
Intrinsic vs. extrinsic motivation: Which drives you?
Motivation can be categorized as intrinsic (driven by internal rewards) or extrinsic (driven by external rewards).
Intrinsic Motivation: Arises from personal enjoyment or interest in the task itself. For instance, writing because you love storytelling.
Extrinsic Motivation: Comes from external rewards like money, promotions, or praise. For example, working overtime to earn a bonus.
Both types of motivation are valuable but serve different purposes. Intrinsic motivation leads to deeper engagement and creativity, while extrinsic motivation is effective for short-term goals or routine tasks. The key is to find a balance that aligns with your long-term career aspirations.
Exercise
List three activities in your workday and categorize them as intrinsically or extrinsically motivating. Identify one activity you could approach more intrinsically by focusing on its personal value or enjoyment.
The role of growth mindset in career success
A growth mindset, a concept developed by psychologist Carol Dweck, is the belief that abilities and intelligence can be developed through effort and learning. In contrast, a fixed mindset assumes these traits are static.
People with a growth mindset embrace challenges, view failure as a learning opportunity, and persist in the face of setbacks. This mindset fosters resilience, adaptability, and innovation—key traits for career success in a rapidly changing job market.
To cultivate a growth mindset, reframe negative experiences as opportunities for growth. For instance, rather than thinking, “I’m bad at presentations,” shift to, “I can improve my presentation skills with practice.”
Exercise
Think of a recent challenge at work. Write down how you initially viewed it and how you can reframe it to focus on growth. Commit to one action to improve in that area.
Overcoming impostor syndrome
Impostor syndrome is the persistent feeling of self-doubt and inadequacy despite evident success. It often manifests as thoughts like, “I don’t deserve this role,” or “I’m just lucky.”
Common in high achievers, impostor syndrome can hinder confidence and motivation. Recognizing it is the first step. Understand that even highly successful individuals experience similar feelings. It doesn’t reflect your actual capabilities.
Combat impostor syndrome by documenting your achievements and seeking feedback from peers or mentors. Remind yourself that learning and growth are part of the journey—no one knows everything at the start.
Exercise
Write a list of five recent accomplishments at work. Reflect on the skills and effort that contributed to each. Keep this list handy to revisit during moments of self-doubt.
How to cultivate workplace engagement
Workplace engagement refers to the emotional commitment employees feel toward their organization and goals. Engaged employees are more productive, innovative, and satisfied with their work.
Key factors that drive engagement include:
Purpose: Understanding how your role contributes to the bigger picture.
Recognition: Feeling appreciated for your contributions.
Opportunities: Having chances to grow and learn.
Engagement isn’t solely the employer’s responsibility; employees can also take active steps. Find ways to align your tasks with personal goals, communicate openly about challenges, and seek out projects that excite you.
Exercise
Identify one area of your job where you feel disengaged. Think of a small change to make it more meaningful or enjoyable, such as volunteering for a new project or seeking feedback on your performance.