Running Head: What is My Level of PsyCap" self-assessment

What is My Level of PsyCap" self-assessment

My score in every area of the psycap was high. I figured it would be considered the type of

person I have grown to become of the years. Efficacy and Hope were the two highest scoring

areas for me. I scored 18 pts, for each one and reasonably so. I have a very high capacity to

produce a desired result for myself and family. Additionally, I am very effective in the work

place and very dependable in getting results. Hope was the other area I scored 18 pts, and this

reign true to my beliefs and aspirations. I scored 17pts on optimistic and 16pts on resilience

which isn't too bad. I am a pretty decent optimistic person but reality has a tendency to stand in

the way at times. My level of resilience is very accurate. I don't bend or stretch back as I use to

when I was younger. The experience I possess today doesn't allowed me to bend completely over

for a point or a cause that may not make much sense to me. Therefore, I allow efficacy, hope,

and my optimistic personality to take over gain the desired results needed for the entire team.

Discuss at least 5 of the following motivational theories and explain how these can aid in job

performance

Extrinsic motivation:

Extrinsic motivation refers to many different behaviors that a person exhibits as a means to an

end. Three levels of extrinsic motivation have been proposed (Ryan, Connell, and Grolnick,

1990), and have been ordered along a -self-regulation" continuum. The first level, known as

external regulation, typifies extrinsic motivation as most people construe it: as action directly

influenced by outcomes imposed by external others, either rewards such as approval or

punishments like fines and criticism. Introjection is the second level of extrinsic motivation and

describes when the external source of the motivation has been "Interjected- or internalized. As a
Running Head: What is My Level of PsyCap" self-assessment

result of this internalization by the person, his anxiety and fear of embarrassment now regulate

his behavior, which previously had been directly influenced by others. One example is the athlete

who fears her harsh and demanding coach but soon comes to behave as If the coach's demeaning

remarks are true and is now motivated by the need to prevent further shaming and teasing.

Intrinsic motivation:

One source of complexity is understanding intrinsic motivation is in defining the construct.

Researchers define intrinsic motivation as occurring when an activity satisfies basic human needs

for competence and control, which makes the activity interesting and like to be performed for its

own sake rather than as a means to an end. However, there may actually be two distinct ways to

define intrinsic motivation that are embedded in the previous definition. That is they suggest that

intrinsic motivation can be defined in terms of structure. It effects the job performance.

Acquired needs theory:

Acquired Needs Theory. Acquired Needs Theory tells us that people develop a set of needs that

influence behavior. These needs are acquired through life experiences. The Acquired Needs

Theory was developed by McClelland in the 1960s and was based on the work of John Atkinson.

Atkinson had hypothesized three basic personality profiles that he believed were genetically

based. McClelland found that people were not born with these needs, but rather that they learned

them. According to McClelland, all people have all of the needs, but, in each of us, one need will

dominate.
Running Head: What is My Level of PsyCap" self-assessment

Self-determination theory:

Self-determination theory is a theory of human motivation that has the potenual to provide

voluminous new knowledge to the field of organizational psychology. In this book renowned

self-determination theory researchers as well as renowned organizational psychology researchers

have come together to present what they have been doing with the theory and what could be

done with it in the future.This chapter presents a historical overview of the theory as it has been

developed and used in general and organizational psychology over the past 40 years.

Herzberg's theory of motivation:

The theory to which we now turn often is referred to as two-factor theory, a designation that has

its rationale in the dual nature of its approach to the sources of job satisfaction, and ultimately

job motivation. The initial source of the theory was a comprehensive review of the literature on

job attitudes and satisfaction undertaken by Herzberg and his associates at Psychological Service

of Pittsburgh (Herzberg, Mausner, Peterson, and Capwell 1957). This review revealed often-

conflicting results, although with some slight overall tendency for job satisfaction to be

positively correlated with job performance levels. To this finding Herzberg added an insight

derived from his background in the field of mental health—the idea that mental health is not just

the obverse of mental illness, but rather a totally separate process. He developed the hypothesis

that a similar discontinuity exists in the field of job satisfaction (Herzberg 1976). Subsequent

research produced a list of factors that contribute to satisfaction at work (motivation factors), and

another separate list of factors that contribute to dissatisfaction (hygiene factors).

Running Head: What is My Level of PsyCap" self-assessment

References:

Weisbord, E., Charnov, B. H., & Lindsey, J. (1995). Managing People in Today's Law Firm: The

Human Resources Approach to Surviving Change. Greenwood Publishing Group.

Gagne, M. (2014). The Oxford handbook of work engagement, motivation, and self-

determination theory. Oxford University Press.

Ivancevich, J. M., Matteson, M. T., & Konopaske, R. (2002). Organizational behavior and

management (Vol. 9). New York, NY: McGraw-Hill.

Harackiewicz, J. M. (2000). Intrinsic and extrinsic motivation: The search for optimal motivation

and performance. Academic Press.