Though regulated by certain government restrictions on control behavior, authoritarian posturing achieves results. Control systems are associated with typical models of management such as the Theory X management style that believes individuals need to be motivated with a strong voice or a harsh hand. According to Margaret Wheatley (1997, p.1), “organizations of all kinds are cluttered with control mechanisms that paralyze employees and leaders alike…these mechanisms seem to derive from our fear (or) our fear of one another”. The consequences or outcomes of this motivation are unique depending on the ambitions or goals of the organizational environment or leadership. This is why externally-driven incentive rewards inspire higher levels of performance as they build on self-confidence and other foundational needs associated with security and belonging. Of the big five personality dimensions offered, agreeableness is represented by “emotional support needs, caring, and nurturance” (Erdheim & Wang, p.1495). Herzberg describes motivations in terms of incentives or promotions as a means to drive productivity, however the responses that are formulated against this extrinsic reward style are borne of personality factors and individual beliefs associated with reward.
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I am the one who is motivated, and the dog is the one who moves”. “The dog wants the biscuit, but it is I who want it to move. Herzberg (1968, p.2) describes motivation from the perception of a pet and its master. Each concept is associated with internal dynamics of personality that relate to whether or not an individual adjusts effectively or is responsive to external stimuli.
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Sociability is measured in extraversion, emotional stability is associated with neuroticism, conscientiousness supported by concepts of goal-attainment and dependability (Wang & Erdheim). Understanding the psychology Wang & Erdheim (2007, pp.1494) describe the elements of the big five personality traits that include neuroticism, agreeableness, extraversion, conscientiousness and openness to new experiences. The method of creating a more motivational environment depends on the individualist values held by the employee related to these ideas or emotions. Understanding what drives positive attitudes, energies and dedication to meeting organizational goals is at the very foundation of motivation and consists of personality, fear responses, and personal demand for empowerment in key environments.