You made a great link between the field of industrial/organizational psychology,
employee motivation, and the Grand Narrative. The sentence where you
mentioned intrinsic and extrinsic motivation led me to think about Herzberg's
motivation-hygiene theory. Frederick Hertzberg developed this Two-Factor Theory
by defining motivation and hygiene factors (Miner, 2005). Motivation factor differs
from person to person, and they represent intrinsic elements such as recognition
and acknowledgment (Senyucel, 2009). The hygiene factor describes the state in
which the work is performed and represents extrinsic factors such as
compensation, work conditions, and job security (Marshall et al., 2015; Senyucel,
2009). Both motivation and hygiene factors can positively or negatively impact the
employees' motivation and, therefore, job performance.
a a a a Herzberg's motivation factor highly depends on what the individual naturally
attribute value to. This factor is a good representation of God's given free will and
the influence of nature in our decisions and choices (Wolters, 2005). On the other
hand, the hygiene factor can be seen as an environmental attempt to nurture the
employee-employer relationship. In this case, a connection can be made with the
fall where the serpent influences Eve to eat the forbidden fruit (Wolters, 2005).
The major distinction relates to the goodness, or lack of, of the outcome
promoted by the environmental influence. I appreciate your points on motivation
and how it has been redefined for you. My Master's was in IO Psychology. a
Though I am continuing in a different field, these ideas of motivation and
satisfaction are relevant to social psychology and all of human behavior. The idea
of redefining motivation based on Scripture is an excellent example of how
worldview can be applied to psychology. Wolters (2005) states that the concepts
of good and evil shape all aspects of a person's thoughts, actions, and
motivations. a Similarly, I agree that God places each individual in a specific role
where they can excel. Part of job performance will stem from motivation, as well
as other areas. All of these areas are greatly influenced by worldviews of the
employee and employer. However, some of your following statements appear to
create a separation between the secular and Christian workforce and I am not
sure how they would apply to any nonbelievers in the workplace. Only Christians
can have a Biblical worldview. You stated that employees are responsible for
spreading the image and reflection of God in the workplace. Certainly, all
employees must meet standards to maintain employment, but these standards
cannot have them as image bearers of Christ when they do not know Him. a I
agree that this is true for Christians, but I do not believe that nonChristians can
achieve this goal. Similarly, your statement that these unmotivated or bad
employees should be punished for their sins and need to reorder their love
through the Gospel seems impossible to attain for nonbelievers. Maybe you are
speaking of Christian organizations and I missed that in your post. I believe that
part of the beauty of a Biblical worldview is that it allows us to share the gospel
and bring restoration and redemption to all individuals. Through the ideas of
structure and direction, we can help lead them in the direction of God and not
further away. Wolters (2005) states that a Biblical worldview gives the unique
opportunity to help others with "the discovery of creation's goodness as well as
the discovery of sin's badness" (p. 109). As you stated, redemption and recreation
are available for all and we have the wonderful opportunity to help lead them to
God. a I read your post and found it very informative. For instance, you have
indicated that the Grand Narrative plays a fundamental role in shaping how
motivation happens in the place of work. Different people are motivated
differently, which relies heavily on individual psychology of thinking. For instance,
the Christian worldview perspective of thinking, as explained in the Grand
Narrative, explains how Christians behave in the place of work (Wolters, 2005).
Humans fit in their skills and jobs, and God wants them to provide their level best
(Steffen, 2018). However, the Grand Narrative explains why this does not happen
at times. a
a a a a a a a a a a I like the fact that you started by informing readers of your specialization
of research. By providing Industrial/Organizational Psychology as the research
specialization, the audience can connect and resonate with you, which is a major
strength. You also proceeded to inform this audience about some of the factors
that influence motivation and performance in the place of work. In doing so, you
directly connect with the provisions within the Grand Narrative (François, 2020).
Additionally, your post provides real-life experiences and findings from research,
which makes it compelling to the target audience.
a a a a a a a a a a Various verses in the Bible address job satisfaction. God’s creation of the
universe is depicted as work, and this work is perfect. Genesis 1:31 describes
creation and work and says that God was delighted in this work (Holy Bible, New
King James Version, 1982/1994). Colossians 3:23-24 documents that ‘whatever
you do, do it with all the heart; do if for God and not men (Holy Bible, New King
James Version, 1982/1994). Remember that you will get a reward from God. He
will offer you what you rightfully deserve since all work is meant to be for God.
The verses, in this case, show that motivation is fundamental for people in the
place of work to ensure effective performance.
References
François, W. (2020). Deconstructing the Protestant Liberation of the Bible: The
Case of the Low
Countries. Journal of Early Modern Christianity, 7(2), 247-270.
Holy Bible, New King James Version, (1982/1994). Thomas Nelson, Inc.
Steffen, T. (2018). A Clothesline Theology for the World: How a Value-Driven
Grand Narrative
of Scripture Can Frame the Gospel. Great Commission Research Journal, 9(2), 235-
272.
Wolters, A. M. (2005). Creation Regained: Biblical Basics for a Reformational
Worldview (Second). William B.
Eerdmans Pub. ISBN: 9780802829696.
Wolters, A. M. (2005). Creation regained. Grand Rapids, MI: Wm. Eerdmans
Publishing Co.
Miner, J. B. (2005). Organizational Behavior. a M.E. Sharpe.
Marshall, T., Mottier, E., Lewis, R. (2015). a Motivational factors and the hospitality
industry: A case study examining the effects of changes in the working
environment. Journal of Business Case Studies, 11(3), 123-132.
Senyucel, Z. (2009). Managing the Human Resource in the 21st Century.
Bookboon.com.
