Self-motivation impacts job performance. The workplace allows for a multitude of ways in which employees can be motivated, both internally and externally. In addition, there are many ways employees can have their own needs met through this process.
Imagine that you are a human resource professional within a manufacturing organization that has 500 employees. The company is having issues relating to the motivation of its employees. Employee surveys have indicated that they feel that their needs (both physiological and psychological) are not being adequately met in the workplace. The company management wants to make sure that this issue is addressed. You have been asked to prepare a presentation demonstrating the role of self-motivation in job performance that will be shown to department managers across the organization, including specific examples showing how the concepts can be applied.
Locate a minimum of 2 peer-reviewed journal articles in the University Library that relate to motivation and needs (either physiological or psychological). At least 1 of your articles should fit in with the theory you choose to discuss in your presentation.
Create a 10- to 12-slide presentation (including an introduction and conclusion slide) addressing the following:
Define 2 types of needs―physiological and psychological―in relation to human motivation in a work setting. Also, do the following:
Apply at least 1 theory (such as self-determination, drive theory, cognitive evaluation, or Herzberg’s two-factor theory) to show how the needs affect behavior and motivation in the workplace. One of your journal articles needs to be used as a cited source in this portion.
Explain the importance of self-motivation in the workplace and how this relates to the 2 types of needs you defined.
Describe how self-motivation improves management skills and how this will benefit employees.
Explain how organizations are affected by unmet employee/human needs. Provide at least 1 specific example that demonstrates this connection.
Explain how managers might improve employee experiences and help them become more self-motivated, using at least 1 specific example.
Sample Answer
The Power of Purpose: Driving Performance Through Self-Motivation
Slide 1: Title Slide
Title: The Power of Purpose: Driving Performance Through Self-Motivation Subtitle: Addressing Employee Needs and Boosting Performance (500-Employee Manufacturing Firm) Presented by: [Your Name/HR Department] Audience: Department Managers Date: October 2025
Slide 2: The Current Challenge
Context: Our recent employee surveys indicate a significant issue with engagement and satisfaction.
Employees feel their basic needs (physiological and psychological) are not adequately met.
The Goal of This Presentation:
To understand the fundamental role of employee needs and self-motivation in job performance.
To equip managers with actionable strategies to create a need-supportive work environment.
To restore high-quality, sustainable motivation across our organization.
Slide 3: Need Type 1: Physiological Needs in the Workplace
Definition: These are the most basic requirements for human survival and physical well-being. If unmet, they immediately override higher-level motivations.
In the Manufacturing Workplace, this includes:
Safety & Security: Adequate protective equipment (PPE), hazard-free environment, clear safety protocols, and job security assurance.
Comfort & Health: Ergonomic workstations, sufficient lighting, clean and functional rest areas, access to clean drinking water, and timely, fair compensation (pay that meets basic living costs).
Rest & Energy: Enforced breaks, reasonable shift schedules, and accessible, clean dining/break facilities.
Impact on Motivation: An employee constantly concerned about safety or basic pay cannot focus on quality or performance improvement. Their motivation is driven by survival avoidance, not engagement.
Slide 4: Need Type 2: Psychological Needs in the Workplace
Definition: These are innate, universal needs essential for optimal human functioning, psychological growth, and well-being.
The Three Core Psychological Needs (Based on Self-Determination Theory):
Autonomy: The feeling of choice and ownership over one's actions; having input into how work is done.
Competence: The feeling of effectiveness and mastery; the opportunity to use and develop skills.
Relatedness: The feeling of belonging, connection, and security within the social environment (with colleagues and managers).
Impact on Motivation: When these needs are met, employees experience self-motivation (intrinsic drive). When thwarted, they lead to controlled motivation (feeling pressured) or demotivation.