| Summary: | The objective of this research study is to attempt to determine whether the realities or life-stories
that successful' employees construct with input from both their cultures of origin (external culture) and the
organisational (internal) culture impact on their state of motivation in the workplace.
This mini-dissertation is approached from both a theoretical and practical point of view. Related
theories and perspectives are explored in an attempt to arrive at an understanding of the philosophy
pertaining to construction of reality and motivation in the workplace. Individual narrative discussions were
conducted with successful employees, also referred to as respondents, in the research and development
division of a South African target industry in an effort to determine whether internal and/or external locus
of control impacted on construction of reality and subsequently on work-related motivation. The results
from a motivation questionnaire were also incorporated in the research study in order to try to determine
whether it supported the findings from the narrative discussions.
It can be concluded from this study that successful employees are mostly also motivated
employees and that both their cultures of origin and the organisational culture impact on their construction
of reality regarding motivation in the workplace. Furthermore, this explanation revealed that an employee's
construction of reality definitely impacts on his3 motivation. It is also evident from this research study that
these employees have an internal and/or external locus of control. It seemed insignificant whether the
respondents were motivated by internal or external factors, but what distinguished them from the other
employees were the finding that they were in fact motivated by some or other factor.
This study confirmed that different motivational factors impact on different employees as a result of
their uniquely constructed realities regarding work-related motivation and success. The challenge for
organisations therefore lies in determining which specific, culturally determined internal and/or external
factors motivate individual employees. This will enable them to instigate, sustain or increase the
motivation of their employees. === Thesis (M.A. (Sociology))--Potchefstroom University for Christian Higher Education, 2002.
|
|---|
