DMG 12/24 11:32pm

I’ve noticed that my level of motivation has a direct impact on my performance and engagement at work. When I am highly motivated, I complete tasks with focus, creativity, and energy, and often exceed expectations. For example, when I work on projects that allow me to use my problem solving skills or contribute meaningfully, I feel energized, and it comes easily and naturally to collaborate with others to achieve better outcomes.

When my motivation is low, usually when there are unclear expectations, repetitive tasks, or micromanagement from the senior management team, I notice that I procrastinate, feel less invested, and my work tends to be more routine and less creative (Nguyen, 2018; Lee, Willis, & Wei Tian, 2018).

Assessing my motivation happens by observing my energy and engagement levels throughout the day, reflecting on the types of tasks I find fulfilling, and seeing if there are any patterns in my productivity. Feedback from my co-workers also helps me identify when I am fully engaged versus not (Murray, 27). I am particularly motivated by challenges that allow me to learn, opportunities to make an impact, and environments where collaboration and creativity are encouraged. However, I feel demotivated when tasks lack clear purpose, when I experience micromanagement, or when there is a lack of recognition for effort (Campbell,

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