Group Exercise #3

Griffin Steadman and Jacob Huisman

1. Working from home can offer several motivational benefits, which can be explained
through the lens of the Self-Determination Theory (SDT). Firstly, autonomy is enhanced
when working remotely, as employees have greater control over their work environment
and schedule, allowing them to align their work with their personal preferences. This
autonomy can lead to increased intrinsic motivation, as individuals find their work more
engaging and meaningful. Secondly, the flexibility of remote work can enhance
relatedness by enabling employees to balance work and personal life, fostering better
relationships and social connections outside of the workplace. Lastly, the sense of
competence is reinforced as individuals develop their time management and self-
discipline skills to meet work objectives independently. Therefore, working from home
can promote motivation through the fulfillment of the basic psychological needs of
autonomy, relatedness, and competence, as outlined by SDT.

2. Working from home can present several motivation pitfalls, which can be understood
through the lens of the Expectancy Theory. Firstly, the lack of clear communication and
performance expectations in a remote work setting can lead to a decrease in the
expectancy component. When employees are uncertain about the connection between
their efforts and the achievement of desired outcomes, motivation can decline.
Secondly, remote work may reduce the instrumentality aspect, as it may be more
challenging for employees to see a direct correlation between their performance and
rewards or recognition due to physical isolation from colleagues and supervisors. Finally,
valence, which relates to the perceived desirability of outcomes, can be affected by the
remote work environment if employees feel that the rewards and recognition for their
efforts are insufficient or less fulfilling than in a traditional office setting. Consequently,
potential motivation pitfalls in remote work settings may arise from reduced expectancy,
instrumentality, and valence, as outlined by the Expectancy Theory.

3. To boost motivation among remote workers within a virtual setting, a manager can
employ several strategies grounded in the Self-Determination Theory (SDT). Firstly,
emphasize autonomy by granting employees more control over their work schedules
and tasks. Encourage them to set their goals and allow flexibility in how they meet
objectives. Secondly, establish open channels of communication to foster relatedness.
Regular virtual meetings, team-building activities, and opportunities for social
interaction can strengthen connections among remote workers. Lastly, nurture
competence by providing constructive feedback and recognition for their achievements.
Offering opportunities for skill development and growth can also enhance their sense of
competence. By addressing these fundamental needs of autonomy, relatedness, and
competence, managers can help boost motivation among their distributed workforce
and promote a more engaged and productive remote work environment.