The Integrated Model of Motivation is a concept developed by Janet A. D. Watson to explain how motivation can arise from different factors in the workplace. It is an attempt to provide a comprehensive explanation of work motivation that takes into account both the individual and contextual factors that can influence one’s motivation. The model proposes that motivation arises from the interaction of five sources of influencing forces, which include: individual personal characteristics, organizational characteristics, situational factors, environmental factors, and feedback. In this article, we will discuss what the contextual factors are in the Integrated Model of Motivation and what is not.
Contextual Factors in the Integrated Model of Motivation
According to the Integrated Model of Motivation, the contextual factors are those that are external to the individual such as the organization’s culture, the team environment, or the available resources. These can affect an individual’s motivation in various ways, such as providing a sense of worth, providing structure and guidance to complete tasks, or creating a positive work environment. These factors can also help to shape the individual’s goals and expectations. Some of the most commonly identified contextual factors in the Integrated Model of Motivation include:
- Organizational culture
- Team environment
- Available resources
- Leadership styles
- Rewards and recognition
- Job design
What Is Not a Contextual Factor in the Integrated Model of Motivation
While the contextual factors listed above are all important elements in the Integrated Model of Motivation, there are some factors that are not included in the model. The most prominent of these is individual personal characteristics, which include things like personality traits, abilities, and emotions. These personal factors are an essential part of the model’s explanation of work motivation, but they are not considered to be contextual factors as they are unique to the individual. Additionally, feedback is an important influencing factor in the model, but it is not considered to be a contextual factor as it is a two-way exchange between the individual and the external sources.
In conclusion, the Integrated Model of Motivation is an attempt to explain the sources of work motivation that takes into account both individual and contextual factors. The contextual factors in the model include organizational culture, team environment, available resources, leadership styles, rewards and recognition, and job design. These contextual factors all serve to shape an individual’s motivation in various ways, such as providing structure and guidance to complete tasks or creating a positive work environment. However, it is important to note that individual personal characteristics and feedback are not considered to be contextual factors in the Integrated Model of Motivation.