Recommendations for Motivation Theory
Locke and Latham made six recommendations for 21st-century motivation theories. They found out that the existing theories had limitations and therefore integrating them to form a mega-theory would be suitable for the modern age. His recommendations included; integration of extant theories to build a mega-theory for work motivation using meta-analysis, creation of a science of motivation that has no boundaries, explore different types of relationships that can hold between general and situational specific motivation, study both conscious and subconscious motivation, usage of introspection explicitly in building theory and acknowledging the role of volition in human action when formulating theories (Owens & Valesky, 2015).
The most helpful recommendation in explaining motivation in a Christian educational institution would be using the outcome of preexisting meta-analyses for integrating the valid aspects of existing theories. Christian managers can come up with theories for creating work motivation. Most theories start with employee needs and end in employee satisfaction through acquired motives and values then goals and self-efficacy (Owens & Valesky, 2015). The most direct determinants for motivation in these theories are the goals and performance followed by emotional appraisals from the outcomes. These existing theories focus on job satisfaction and any determinants that affect it. The next step would entail the identification of the size or strength of relationships between these theories by a combination of all known meta-analyses and discoveries (Ott, Parkes, & Simpson, 2008). A complete study on this recommendation is essential in coming up with a complete all-rounded theory of work motivation for Christian educators.
The least useful recommendation in the creation of a modern work motivation theory in the Christian perspective would be; studying the conscious and subconscious aspects of motivation and their relationship. This would be difficult for Christian employees because the subconscious would be difficult to tell as Christians believe that only the Almighty knows what is in one’s heart (Gorsuch, 1994). Therefore, studying this aspect would be challenging also because participants cannot always provide the needed information from their memory. The reliability would be questionable therefore failing to specify the effect of the subconscious on action and limiting goal setting (Owens & Valesky, 2015).
References
Gorsuch, R. L. (1994). Toward motivational theories of intrinsic religious commitment. Journal for the Scientific Study of Religion, 315-325.
Ott, J. S., Parkes, S. J., & Simpson, R. B. (2008). Classic readings in organizational behavior. (4th Ed.). Belmont, CA: Thomson Wadsworth.
Owens, R. & Valesky, T. (2015). Organizational behavior in education: leadership and school reform. (11th ed.)