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The Role of Motivation on Performance
Consider your own experiences as an employee, and think of a time when you were highly motivated to perform well (e.g., a task, major project, or stage of career advancement). What factors do you see as contributing to this motivation? It is likely that an engaging task, a great boss or coworkers, or the potential for reward or advancement helped the experience you imagined stand out as particularly motivating.
Now, consider a time when you felt particularly demotivated. Did you feel your efforts were futile or that they would not be adequately recognized? Were the expectations placed on you unreasonable or unsupported by management?
How do you view the OD consultant’s role in improving employee motivation within an organization? As an OD consultant, you will likely bring change to an organization, and you should consider how these changes may potentially affect the motivation and performance of the employees.
- Review this week’s Learning Resources and consider the effect that motivation has on performance.
- Consider what the OD consultant’s role is in improving employee motivation.
By Day 3
Reflect on and post a response to the following questions:
- Describe how your own levels of motivation affect your performance on a task or on your job/career.
- Identify some ways that you can assess your own levels of motivation.
- Identify what motivates you and what demotivates you.
- Explain how this self-knowledge applies to your role as an OD consultant.
- Identify the OD consultant’s role in improving employee motivation.
Note: To access this week’s required Harvard Business Review resources, select the article link and navigate to the relevant article or go back to Blackboard and select
Harvard Business Articles from the course navigation menu.
Al-Shuaibi, A. S. I., Shamsudin, F. M., & Aziz, N. A. (2016). Developing brand ambassadors: The role of brand-centred human resource management. International Review of Management and Marketing, 6(7 Special Issue), 151–161. Retrieved from
Campbell, A. (2016, December 15). The human element of change. CPA Practice Advisor.
Jex, S. M., & Britt, T. W. (2014). Organizational psychology: A scientist-practitioner approach (3rd ed.). Hoboken, NJ: Wiley.
Knox, H. (2016). Converting Fence Sitters to Change Champions. Leadership Excellence, 33(10), 16.
Lee, A., Willis, S., & Wei Tian, A. (2018, March 2). When empowering employees works, and when it doesn’t. Harvard Business Review.
Nguyen, V. Q. (2018). Job wholeheartedness: The path to love your job wholeheartedly. Journal of Organizational Psychology, 18(2), 139-157.
Murray, J. (2017). Get to the root of the problem. TD: Talent Development, 71(2), 26–29.
The following resources can help you prepare for your simulation session:
Rothwell, W. J. (2015).
Organization development fundamentals: Managing strategic change. Alexandria, VA: ATD Press.
- Appendix I, “An OD Action Research (AR) Checklist”
Serrat, O. (2017). The Five Whys Technique. In Knowledge Solutions (307–310). Singapore, Singapore: Springer. Retrieved from
Note: This resource helps prepare you for your simulation session.
Stoller, T. (2017, March). Motivation in Change. Training Journal, 13–15.
Turner, A. (2017). How does intrinsic and extrinsic motivation drive performance culture in organizations? Cogent Education, 4(1). doi:10.1080/2331186X.2017.1337543
Document: Consulting Simulation Overview and Preparation (PDF):
Access this resource from the Week 1 Learning Resources or the Resource List.