Work occupies a large part of everyone’s life. You will not see anyone happy when their work is failing, nor will you see a family happy when the work of one of its members or their spouse is facing problems. You cannot enjoy life when you are bored with your current job.
When you first start working, it is wonderful to have a dream job—a job fueled by passion and energy for growth. However, have you ever encountered the problems below, or seen people around you in these circumstances?
1. Conflict in Personal Intrinsic Motivation
Conflict in personal intrinsic motivation arises from uncertainty about which needs should be satisfied in the present and which should be addressed in the future.
- Being torn between pursuing a passion and choosing work that meets immediate needs.
- Being torn between seeking challenges and personal development, or choosing a stable life and a stable job.
- Office “zombies” who have no inspiration or motivation to work. They do not want to be connected to the company, but they do not leave either. They live a boring life, repeating the same work with the same people, day after day.
- Enduring a job you do not love while constantly thinking about some distant passion.
- Constantly thinking that you must do this or that, but never making a start because you lack motivation.
- Being reluctant to start something new because conflicting thoughts tell you that you will fail, feel ashamed, and lose everything if you do not succeed.
Some people have 2 jobs: 1 to meet the necessities of life and 2 to satisfy their passion. The drawback, however, is the risk of burnout because balancing the two jobs and two fields requires considerable effort.
2. Conflict in Motivation Between the Individual and Others
When a need emerges, emotional tension gradually develops, directing and regulating human motivation toward satisfying that need. At this point, conflict can arise within an individual or between people.
“Others” may include teammates, colleagues, friends, or family members. This is because each person’s needs and behavioral direction are different. For example, you may want to start a business while your family needs financial security. Or the company may promote a team-based working style while you prefer to work alone.
Many other issues can create an incompatible working environment, personal life, or family life, leading to a lack of energy to motivate individuals to work.
3. What Causes Conflict in Work Motivation?
Every individual always has needs to satisfy. These may be external needs, including safety and social needs, or intrinsic needs that come from within.
Uncertainty about which needs are urgent and which require more time to resolve leads to hesitation and conflict.
- Making the wrong choice at the outset of one’s career.
A lack of self-understanding means they do not know their own career personality tendencies. They may make the wrong choice because of family pressure or direction, or follow social trends even though the job is not compatible with them.
- Pressure from change.
We recognize that a job is not suitable, but fear change. We fear wasting the time we have spent studying, wasting the experience we have gained, or starting later than everyone else.
When we have a stable job, we may once again become reluctant or lazy about changing. However, society is always developing; nothing remains stable forever, and everyone is required to keep developing.
- Having no personal development plan. When the gap between your personality, capabilities, and the job becomes too large, giving up or allowing work quality to decline may occur if you no longer have the motivation to close that gap.
- Allowing yourself to accept your current circumstances can reduce your motivation to work.
4. What Solutions Can Reduce Conflict in Each Person’s Work Motivation?
Conflict arises because we have not clarified the problem we are facing. Based on the causes above, find an appropriate solution.
- Understand your current motivation. What makes you want or need to work every day? What is causing you pressure, hesitation, or conflict?
- Identify which needs are most urgent so you can focus on addressing them. At the same time, make long-term plans for the issues that matter to you and that you will address in the future.
- Explore many aspects of yourself to make sound choices. These include your career personality, capabilities, skills, work performance, and work motivation. With a clear understanding of your strengths and weaknesses, you can make suitable choices that build on your strengths, limit your weaknesses, and improve them every day.
- Improve your emotional intelligence so you can build or regain motivation.
- Of course, we should continue developing our capabilities and skills every day to build a solid foundation for career development.
5. Tools to Help Improve Motivation and Support Personal Development
5.1. Motivation Questionnaire (MQ) – A Motivation Questionnaire from Germany.
Assessment results MQ Test based on Maslow’s needs. These are among the basic needs of human beings. The MQ Test helps uncover individual motivations through a motivation questionnaire. It measures both employees’ needs and their level of satisfaction with the most basic and common needs.
The MQ Test measures whether employees’ psychological tendencies and motivations are driven by external factors (extrinsic) or internal factors (intrinsic). The measurement results provide a basis for understanding what employees need. This, in turn, helps create motivation for them to work effectively and generate greater value for the business.
5.2. Uchida-Kraepelin (UK Test) from Japan.
Uchida-Kraepelin (UK Test) is a test that analyzes human resources quickly and accurately. The results reflect work ability, measure job performance, identify behavioral tendencies and habits, and highlight notable psychological fluctuations.
The UK Test provides businesses with information for measuring capability, suitability for a profession, and compatibility with the characteristics of a job. It is used in recruitment, position allocation, and the assignment of job types and workloads to employees.
Learn more about the Uchida-Kraepelin Test: https://vienquest.com/uchida-kraepelin/
5.3. Trait-Map – Germany’s Personality Tendencies Test for Human Resources.
Trait-Map Test based on the Big Five model, helps identify participants' personalities, personality types, life perspectives, and working styles.
The Trait-map test results provide details such as personality expressions in essential skills, stress tolerance, meticulousness, attention to detail, and conscientiousness…
The Trait-Map Test is particularly effective for team assessment. Managers can identify which personality traits are dominant and which are less evident in each person. They can also recognize each individual’s most prominent role within the team. Identifying the roles and positions that each person is capable of taking on within the team is also possible. This enables businesses to arrange personnel appropriately to maximize work effectiveness, while providing timely support and training where limitations remain and improvement is needed.
Learn more about the Trait-Map Test: https://vienquest.com/trait-map/
EQ Test: https://vienquest.com/tri-tue-cam-xuc-ki-nang-de-tro-thanh-nha-quan-tri-tai-ba/
Contact Quest Now for Consultation on Competency Measurement Solutions!
- Hotline: 1900.6135 (press 2)
- Website: www.vienquest.com
- Fanpage: www.facebook.com/vienquest
- #vienquest #vien_quest #doluongnhansu #do_luong_nhan_su #doluongnangluc #do_luong_nang_luc #dongluclamviec #dongluc