Motivation is a crucial determinant of personal success and organisational productivity at work, often addressed in psychotherapy. Nonetheless, many people find it challenging to be self-driven in their workplaces, which leads to poor performance, job dissatisfaction, and overall undesirable feelings.
Understanding the psychological aspects behind motivation is vital for employees and employers who want to create a more vibrant and productive office environment.
Understanding Motivation
Motivation can be defined as an internal drive that makes individuals participate actively in their work tasks using vigour, resilience, and focus. It dictates how people approach their duties, overcome hurdles, and reach achievements through various external and internal motivation sources. However, motivation cannot be generalised because it varies depending on an individual’s personality type, the nature of work, workplace culture, and phase of life goals, to name a few things that might affect the staff’s level of motivation.
There are two main types of motivation which are very important in the context of employment:
- Intrinsic Motivation: This refers to performing a task for its own sake or enjoyment derived from it alone. For example, someone may be intrinsically motivated to solve a complex problem due to its intellectual challenge. (Deci, et.al. 1985)
- Extrinsic Motivation: This kind of motivation springs from external rewards or pressures such as payment for services rendered like salaries, bonuses, or commissions paid on sales made- or avoidance of negative consequences like criticism or loss of job. (Deci, et.al. 1985)
Psychological Theories of Motivation
Some psychological theories provide insight into why people struggle with motivation at work. Some of the most influential theories include those studied in family counselling.
According to Maslow’s hierarchy of needs theory, employee motivation is based on satisfying requirements ranging from basic survival to self-realisation, whereby without fulfilling these needs, there would be no desire. (Maslow, 1943)
Herzberg suggested another approach called the Two-Factor Theory, whose main point was that factors such as salary could prevent dissatisfaction. At the same time, real motivation came through recognition, responsibility, and personal growth (Herzberg, 1959). If a challenging work environment sustains motivation, it is necessary to understand both basic requirements and deeper motivators, which can be facilitated through psychotherapy.
How Therapy Help Individuals Identify and Overcome Motivational Barriers
Psychologists and counsellors can help staff identify obstacles often traced back to personal beliefs, prior experiences, or working conditions, which can be explored in therapy. By addressing those problems, therapists can help clients restore their energy and passion for work.
InPsychful’s Approach to Uncovering Barriers
At InPsychful, the process begins with a thorough understanding of the individual’s unique situation, often involving online therapy. Our psychologists take the time to explore your concerns, goals, and career aspirations. By doing this, we can identify some hidden barriers, such as:
- Limiting Beliefs: Many individuals carry limiting beliefs that can significantly impact their motivation and are often linked to mental health issues. For instance, they may have cognitions such as “I am inadequate,” “I do not have the right to succeed,” or “I will never succeed, no matter how hard I try’. Such beliefs develop into an attitude that hinders one’s efforts toward achieving a goal or dream. (Adwas et.al, 2019)
- Workplace Stressors: High-stress levels, whether from workload, workplace conflicts, or job insecurity, can drain an individual’s motivation. The psychologists at InPsychful help clients recognise how stressors affect their drive and develop strategies for managing them successfully before they become overwhelming. (Varghese, et.al, 2018)
- Lack of Aim: Occasionally, some individuals need to be motivated to work since they feel disconnected from their purpose. In this situation, mental health professionals help the client explore their deepest values and how they can match their work with their long-term personal goals and aspirations. (Wahyu, 2024)
Impact of Mental Health on Career Motivation
Mental health heavily influences career motivation, affecting people’s perception of their jobs and interactions. Reduction in motivation could progress as a result of stress, anxiety, depression, or burnout.
- Stress: Work engagement becomes difficult when chronic stress leads to exhaustion, making even simple tasks seem overwhelming. (Varghese, et.al, 2018)
- Anxiety: Due to the excessive worry that accompanied it, energy and focus were drained, thereby resulting in procrastination and low productivity levels. (Saputri, et.al, 2024)
- Depression: Feelings of hopelessness and apathy are developed during a about of depression where disengagement occurs and makes routine tasks look impossible. (Radu, 2023)
- Burnout: A state of cynicism marked by detachment characterises burnout, which results from prolonged stress; motivation and productivity decrease, highlighting the need for mental health services in Singapore. (Varghese, et.al, 2018)
Mental Illnesses at Work
Unique pressures that employees face can exacerbate mental illnesses, thereby affecting career motivation.
- High Cost of Living: The pressure on lifestyles usually forces one into hectic weeks at work, leaving little time for self-care and, hence, high-stress levels.
- Competitive Job Market: Intense competition encourages overworking habits because it breeds chronic stress/burnout, reducing worker motivation rates.
Cultural Attitudes Towards Mental Health: People do not seek help because seeking therapy feels like stigmatisation, which impairs physical health, thus impacting job performance negatively. (Wahyu, 2024) - Workplace Expectations: When demands are high, mental health often gets overlooked, causing people to become stressed with decreasing motivation as staff members try meeting them despite fatigue, making counselling and psychotherapy services essential. (Radu, 2023)
InPsychful’s Role in Helping Unmotivated Staff
At InPsychful we recognise that motivation is not only about working hard but is deeply connected to people’s psychological and emotional well-being. To cope with these problems, InPsychful specialises in developing solutions tailored to individuals and employees, tackling the root causes of motivational issues.
The InPsychful Approach to Addressing Workplace Motivation Issues
InPsychful believes workplace motivation cannot be explained by just one factor but should rather be seen as an interplay between personal beliefs, organisational cultures, and general psychological wellness. Our method entails identifying personal limiting beliefs and uncovering workplace factors that can help employees strive in their careers to meet individual and organisational needs.
We work closely with clients to reveal their more profound reasons for being motivated, including stressors such as anxiety, negative beliefs, and contextual factors related to occupational demands.
Motivational Improvement Strategies from InPsychful
InPsychful offers programmes to boost employee motivation within corporate teams. These mental well-being workshops have been designed to train employees and managers on the significance of mental health in the office and supply practical tools for keeping motivation alive.
Moreover, these workshops are run alongside other specialised schemes that assist firms in understanding what motivates their workforce and how much they can endure. The aim is to enable groups to function more effectively by developing a deeper appreciation of individual and group propellers through family counselling.
This ensures that we help corporations build resilience and motivation, fostering more vibrant, thriving workplaces. Discover how InPsychful can transform your workplace. Connect with us today and take the first step towards a healthier, more productive work environment.
Citations:
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Herzberg, F. (1959) The Motivation to Work. John Wiley & Sons, New York.
Deci, E., and Ryan, R. (1985). Intrinsic Motivation and Self-Determination in Human Behavior. New York, NY, Plenum Press.
Resnick, Barbara. (2018). The Relationship Between Resilience and Motivation: Concepts, Research, and Outcomes. 10.1007/978-3-030-04555-5_12.
Varghese, Abin & Thilak, Kavitha & Rahman, S & Thomas, Saritha. (2023). STUDY ON THE IMPORTANCE OF WORK STRESS MANAGEMENT WORKSHOPS AND COPING STRATEGIES AMONG CLINICAL LABORATORY PROFESSIONALS. The Journal of Medical Laboratory Technology. 17-25. 10.35503/IJMLR.2023.8203.
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Omale, Sunday & Oyenuga, Michael & Dauda, Abdullahi & Ikemefuna, Madu. (2024). Moderating Role of Entrepreneurial Education on Innovative Work Behaviour and Resilience of SMEs. 10.13140/RG.2.2.16946.41924.
Wahyu, Novita & Moeins, Anoesyirwan & Marhalinda, Marhalinda. (2024). Increased Work Stress, Work Motivation and Work Environment and Their Impact on Employee Performance. Formosa Journal of Applied Sciences. 3. 685-698. 10.55927/fjas.v3i2.8094.
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