Reflective Journal: Theories of Perception and Motivation (MKT-313)

This reflective journal, prepared by Team Diversifiers for the University of Dhaka's MKT-313 course, delves into the critical concepts of perception and motivation within an organizational context. It explores the factors influencing perception, including perceiver, situation, and target elements, and their impact on decision-making processes. The journal examines how individual differences and organizational constraints shape choices, drawing on both theoretical frameworks and practical applications. It provides an overview of early motivation theories like Maslow's Hierarchy of Needs, Theory X and Y, and McClelland's theory of needs, contrasting self-determination theory and goal-setting theory. Furthermore, it discusses self-efficacy theory, reinforcement theory, equity theory, and expectancy theory, highlighting their significance in understanding and enhancing employee motivation. The journal concludes by emphasizing the importance of these theories for managers in fostering a productive and positive work environment. The document is submitted to Desklib to help students with their studies.

REFLECTIVE JOURNAL ON
THE THEORIES AND FACTORS
OF PERCEPTION AND
MOTIVATION
By
Team Diversifiers

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Reflective Journal on the Theories and Factors of
Perception and Motivation
Submitted to:
Dr. Imrana Yasmin,
Professor.
Department of Marketing,
Faculty of Business Studies
University of Dhaka.
Submitted by:
Team Diversifiers
Section: A
Course: MKT-313
Department of Marketing
Submission Date:23-04-2019

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April 23, 2019
Dr Imrana Yasmin,
Department of marketing.
University of Dhaka.
Dear Dr Imrana Yasmin Madam,
As agreed on 2nd of March, we are submitting the attached reflective journal entitled ‘Theories and
Factors in Perception and Motivation’ This reflective journal examines the current need of
understanding the theories and factors regarding motivation and perception.
I hope you find this reflective journal satisfactory.
Sincerely yours,
Khondoker Sadman Sakib,
Representative of Team Diversifiers.
MKT-313, Sec-A
Department of marketing.
University of Dhaka.

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ACKNOWLEDGEMENTS
We cannot express enough gratitude to the almighty for giving us
enough strength to finish this report.
Our completion of this report could not have been accomplished
without the support of the team members, Tisha, Anif, Eva, Rimon
Thank you for your heartiest efforts.
And finally, we offer respect to the teacher who gave us this task
and guidance, Dr Imrana Yasmin.

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Group Profile
Of
Team Diversifiers
Name ID Email
Khondoker Sadman Sakib JH-26-093 [e-mail]
Tisha Chakraborty SK-26-013 [e-mail]
Anif Nawaz SM-26-085 [e-mail]
Eva Das RH-26-047 [e-mail]
MD. Raihan Uddin ZR-26-248 [e-mail]

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Contents
Introduction ..................................................................................................................................... 6
Factors that Influence Perception.................................................................................................... 6
How Individual differences and organizational constraints affect decision making ...................... 7
Bookish learning and theory ....................................................................................................... 7
Interpretation ............................................................................................................................... 8
What is most important aspect of the theory? ......................................................................... 8
How can it be explained? ........................................................................................................ 8
Outcome ...................................................................................................................................... 8
What have I learned? .............................................................................................................. 8
How can it be applied in the future? ....................................................................................... 9
Early Theories of Motivation .......................................................................................................... 9
Contrast the elements of self-determination theory and goal-setting theory ................................ 11
Discussion on self-efficacy theory, reinforcement theory, equity theory, and expectancy theory.
....................................................................................................................................................... 13
Why is it necessary to learn self efficacy theory, reinforcement theory, equity theory and
expectancy theory?.................................................................................................................... 13
Self Efficacy Theory ................................................................................................................. 13
Reinforcement Theory .............................................................................................................. 14
Equity Theory ........................................................................................................................... 14
Expectancy Theory ................................................................................................................... 15
Conclusion .................................................................................................................................... 15

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Introduction
Motivation and Perception are key factors in learning organizational behaviour. A manager must
understand the theories and factors relating to perception and motivation. As perception creates
the urge of motivation, it is a very crucial aspect to understand and relate the factors and theories
relating to motivation and perception. This reflective journal has been focused on the
importance, application and understanding of theories and factors regarding perception and
motivation.
Factors that Influence Perception
It is important for a manager to understand the factors that drives perception, as perception is the
key fact that influences decision making. As a manager’s task is to take the best decisions and
influence the subordinates to perform the task. In an organization, a manager’s perception drives
the operations, decisions and the culture as well. So, to enhance and create a warm culture for an
organization, the manager and especially an HR manager must understand the influencing factors
of perception.
Perception is concerned with identifying the processes through which we interpret and organize
this information to produce our conscious experience of objects and relationships among objects.
It is not a simply a passive process of decoding incoming sensory information. There are three
factors including perceiver, situation and target which can touch the perception of a person.
Factors that influence perception are described below:

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Perceiver, situation and target factors can distort perception. Factors in the perceiver is influenced
by attitudes, motives, interests, experience, and expectations of a person. Area of interests
sometimes reflect the judgement of the perceiver. Also, the person who have more knowledge,
he/she consider something differently rather than who have less experiences. For example, we
think that a leader must have interpersonal skills, regardless of his/her performance. Time, work
setting and social setting are included in factors in the situation. It is necessary to know about the
situation. If the factors don't work properly, the perception about something may go wrong. For
example, when the boss mood is good, it is easier to make a proposal rather than other time. If the
person doesn’t have the time sense, the proposal may be sometimes rejected. Finally, factors in the
target can change the perception. Novelty, motion, sounds, size, background, proximity, similarity
are the characteristics of the target. This factor can't detach from perception. Perception influences
by the connectivity of the target and its background. We perceive something as group based on
their similarity. Whenever we know something closely, we can take rational decisions on the basis
of proximity. For example, knowing background of employees, the judgment of the boss can
change.
How Individual differences and organizational constraints affect
decision making
Bookish learning and theory
The bookish learning focuses on different aspects like Individual differences including Personality,
Age, Gender, Cultural differences and mental ability and Organizational constraints including

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Performance evaluation systems, Reward systems, Formal regulations, System-Imposed time
constraints, Historical Precedents etc. Mainly focusing on how these things affect decision making.
The theory says that various difference on these levels make people prefer some decisions overs
others. The theory also explains what are the restraints one needs to work under.
Interpretation
What is most important aspect of the theory?
The most important aspect of the theory is that it explains why the same approach does not work
for everyone.
How can it be explained?
It can be explained because everyone is different and the organization, they are in have different
restraints too. As a result, people cannot always be most rational about everything.
Outcome
What have I learned?
I have learned why people are different and how I can approach and manage these different
people. The different traits people have and how these traits may influence their decisions.
I have also learned what kind of organizational constraints effect decision making and what I
can do to avoid these constraints.

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How can it be applied in the future?
I can apply it in my organization to avoid any kind of decision-making errors which may occur
because of these traits.
These theories have a clear approach to what kind of decision-making error one might make
while under certain circumstances. I can make it possible to avoid those circumstances and
situations so that decision making errors don’t appear on the decision makers side.
I can also make sure that I don’t fall into these criteria myself to avoid any kind of decision-
making mistake I might make.
Early Theories of Motivation
Theories of motivation are important aspect for managers to understand. Among these theories,
the early theories are crucial. It is important for a manager to understand how these theories come
in to play inside an organization. There are four early motivation theories.
Hierarchy of needs: In every human being of particular five needs exist. These five needs are
discussed below-
Needs Description
Physiological Hunger, thirst. For example, a graduate student’s first need will be to earn at least enough
money to fulfill his basic physiological needs like food and clothes.
Esteem Self-respect, autonomy. For example, in this stage, that particular guy would want to
achieve a certain goal that he considers to be attractive as well as respective.

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Safety Security and protection. For example, that graduate students’ next need would be to satisfy
his security concern from the likes of shelter, protection of his life etc.
Social Friendship, affection. For example, that particular graduate student would now want to
socialize and make friends and seek affection from the people around.
Self-
actualization
Growth, self-fulfilment. The last stage of Maslow’s hierarchy of needs, where a person
would want to be recognized by the society. And for this reason, he’ll take necessary
actions.
Theory X and theory Y:
Theory X- An assumption that employees dislike work, they are lazy, dislike responsibility, and
must be coerced to perform.
Theory Y- An assumption that employees like work, are creative, seek responsibility, capable to
self direction.
Two factor theory
It relates intrinsic factors to job satisfaction and associates extrinsic factors with dissatisfaction. In
this theory, the rewards inside an organization are divided into two distinct form. First is the factors
that does not demotivate and the second are the factors that motivates an employee. The factors
that do no demotivate are factors that must be present, and if not, the employees would become
demotivated. On the other hand, motivation factors help to motivate employees but without them,
the employees do not feel demotivated.
McClelland's theory of needs-
McClelland has divided the needs of human beings into three distinct needs. According to his
theory, these three needs are the main motivation factors that drive an employee-

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Above all the early theories of motivation only McClelland’s theory had the best support.
Hierarchy of need doesn't validate by the research. Theory X-Theory Y can’t afford to provide
valid reason for motivating employees. Two factor theory also not applicable in nowadays.
McClelland's theory is only has had support. Unfortunately, it has less practical effect than the
others. Because, McClelland argued that the three needs are subconscious measuring them is not
easy. The process is time consuming and expensive.
Contrast the elements of self-determination theory and goal-setting theory
Self-Determination Theory is a concept of motivation that connects personality, human motivation,
and top-notch functioning. According to Self Determination Theory there are two types of
motivation which are intrinsic and extrinsic. Goal setting theory of motivation says that specific and
challenging goals along with proper feedback leads an employee to higher and better task
performance. Goals give direction to an employee about what needs to be done and how much efforts
are required to be put in.
The contrast between self-determination theory and goal setting theory is that self-determination
theory depicts the external and internal factors driving our motivation and positive outcomes from
the factors increase success and goal setting theory says that fixing a goal while working boosts up
the performance and increases success rate. From my personal point of view, self-determination
Need for achievement
• Drive to excel and
achieve
Need for power
• Behave in a proper
way
Need for affiliation
• Desire for colse and
friendly relationship