Organizational Behaviour Report: Motivation, Engagement, and Burnout

This report delves into the critical role of motivation within organizational behaviour, drawing upon the journal article by Beek et al. (2012) focusing on Chinese healthcare professionals. The report examines the interplay between workaholism, work engagement, and burnout, highlighting the significance of motivation, supervision, and a positive work environment. It explores key motivational factors such as promotion, recognition, and psychological needs including self-esteem and belongingness. Specialized terms like motivation, job satisfaction, and self-determination theory are defined and discussed. The reflection section provides personal insights on motivation, the importance of a positive work environment, and the impact of goal setting and self-evaluation on achieving better performance at workplace. The report concludes by emphasizing the need for managers to understand their employees' motivational needs and the value of creating a supportive and engaging work environment. The article emphasizes the role of motivation in driving employee behaviour and achieving organizational success.

Running head: ORGANIZATIONAL BEHAVIOUR
Organizational Behaviour
Name of the Student:
Name of the University:
Author’s Note:

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Van Beek, I., Hu, Q., Schaufeli, W. B., Taris, T. W., & Schreurs, B. H. (2012). For Fun, Love, or
Money: What Drives Workaholic, Engaged, and Burned‐Out Employees at Work?.
Applied Psychology, 61(1), 30-55.
Main theme
The journal article by (Beek, Hu, Schaufeli, Taris, & Schreurs, 2012), highlights and
discusses the significance of motivation among Chinese healthcare professionals. Additionally,
the authors of the article explain the methods of motivating people along with recognizing the
major motivational factors for the nurses in the Chinese healthcare sector. The authors have also
highlighted on self-determination theory that includes helps in motivating individuals in a macro-
environment by considering the individuals’ inherent growth tendencies and psychological
needs. The primary aim of the authors was to distinguish between workaholism (bad type), work
engagement (good type) and burnout in respect to motivation for the individuals. The article
emphasised on 544 nurses and 216 physicians of the Chinese healthcare professionals.
Supporting Facts
According to the journal article, it can be said workaholism, work engagement and
burnout is determined by effective supervision and motivation for the employees. Additionally,
motivation helps in influencing the staffs on their ways of communicating and interacting with
the patients that helps in providing high-quality health services. The major motivating factors for
the staffs of Chinese healthcare sector include promotion, appraisal, recognition and awards that
eventually determine the job satisfaction of the staffs. The healthcare sector spends huge amount
of money per year to combat with the employee turnover rate, as lack of motivation results in
increased employee turnover rate. It is the responsibility of the management of the healthcare

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system to create a positive working environment for the staffs. The human resource department
of the healthcare sector helps in achieving the organizational and employee needs by developing
a deep understanding regarding the distinct motivational needs and motivational processes.
Therefore, having a better understanding about the psychological needs of the healthcare staffs
are important for motivating them. The psychological needs that helps in motivating the staffs
includes self-esteem, belongingness and security along with supervising the staffs. Other
significant factors that help in motivating the staffs include effective communication, trust,
respect, salary, wage and positive working environment.
The Specialized terms
Motivation Motivation is the key that determines the employee and
organizational success. Motivation is defined as the driving
force that initiates and directs the behaviour of the individuals.
Motivation also acts as the internal energy that drives the
individual to do something thereby, achieving the
organizational and personal goals. Different individuals have
different motivational factors that drive them to perform better
thereby, enhancing their performance.
Workaholism Workaholism refers to excessive hard work done by the
employees. Additionally, work obsessed employees are also
considered as workaholics, as they work much harder compared
to their fellow employees in order to achieve the economic and
organizational standards. Workaholic employees are forced to

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work without their willingness and lacks motivation.
Work engagement Work engagement for employees highlights a fulfilling and
positive state of employees that are characterised by employee
dedication, absorption and vigour. While working, high
persistence level energy and mental resilience defines the
willingness of the employees to invest towards their job roles.
Employee engagement refers to employees with high levels of
interested, dedicated and compassionate employees that enjoys
their work. Therefore, work engagement is the positive
outcomes of working hard and the employees are more satisfied
with their work thereby, more committed towards work.
Burnout The state of employee exhaustion is defined as burnout due to
which the employees are cynical about the occupation value.
Additionally, in this case, the employees are unaware of their
complete potential. Therefore, the mental resources of the
employees are exhausted thereby, leading to cynicism due to
which the employees develop an indifferent and detached
attitude towards their job role and the organization.
Job Satisfaction Job satisfaction is a crucial aspect for the employees as this
helps in determines the employee dedication, engagement and
compassion towards their work and the organization.
Appropriate motivation results in employees those are satisfied
with their job. Employees those are satisfied with their job

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performs better, as they tend to enjoy the work they do.
Self-determination theory The concept of SDT highlights the approach that can be used to
motivate the individuals that deals with the inner growth
tendencies by considering the psychological needs of the
individuals. The approach is concerned with the types of
motivation applicable for the individuals based on their
psychological needs.
Intrinsic motivation Intrinsic motivation is self-granted and comes when something
is meaningful or provides a purpose for the individual. Intrinsic
motivation comes from within the individual that includes
autonomy, mastery and purpose. Intrinsic motivation helps the
individuals to strive towards a goal for personal
accomplishment.
Psychological needs The psychological needs determines the state of mind for the
individuals that helps in understanding the requirement of
motivation.
Personal growth The personal growth of the individuals is essential for
progressing in the career. Motivation helps in personal growth
by pushing the individuals to achieve better results.
Extrinsic motivation Extrinsic motivation is an action taken by another person that
helps in motivating the employees by extrinsic factors such as
grades, appraisal, requirement and monetary wage.

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Reflection
According to me, motivation is one of key factor that plays a significant role in any
organization. This is because motivation helps in influencing the productivity of the employee
thereby, determining the overall success of the organization. I also believe that each individual
have distinct personality traits due to which they have different psychological needs. Therefore,
using only one type of motivational style for motivating all the employees’ is incorrect and
inappropriate. However, on the contrary, I think creating positive working environment that are
compatible for all the employees also helps in motivating the staffs of the organization.
According to me, some types of motivators can be used for motivating wide range of employees.
Therefore, I think the line in manager needs to have better understanding of their employees and
the factors that motivates them. This will help the managers in persisting the employees to
continue what they want to do at workplace. For example, I prefer to work with managers those
have the ability to motivate me thereby, bringing the best out of me by acknowledging me on my
hard work, effort and contribution towards my duty.
I strongly believe that positive vibe of my fellow workers and their motivation can have
an impact on individual mood. Therefore, I tend to compliment my fellow employees when they
perform well or have helped me in completing my job successfully. Additionally, I think an
individual needs to be aware the best motivators for them. This can only be possible if the
individuals have better self-understanding. According to the concept of self-determination
theory, individuals need to connect and communicate with the surrounding environment by
ensuring competence and autonomy thereby, achieving satisfaction at work. However, I also
think that desired vacation and time out for job is required for individuals to feel motivated to
work. I tend to maintain daily commotion list in respect to my job. Ticking off the completed

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work thereby, motivates me to achieve even better along with trying harder to activities that I
have been unable to achieve. I think it is important for individuals to understand that each day at
work might come with different challenges that might be difficult to handle, as it might be out of
our control. Therefore, I think individuals must not allow these challenges negatively affect the
individuals, as each day is not equally productive. According to me, goal setting and self-
evaluation is significant and achievable by doing one thing at a time along with considering the
previous working experiences and accomplishments. Moreover, I think better career
opportunities influences in motivating the individuals in performing better at workplace.