The U. S. military is one of the largest in the world where most of them are drawn from the volunteers. The funding that the U. S. military gets is 50% of the world military expenditures. For the military to perform their duties effectively, they must be motivated by a huge financial budget. As a result of the high amount of money needed in this department, the budget keeps on rising every year. Militants are composed of individuals who are from diverse backgrounds but are expected to perform their particular jobs and tasks in the same manner interchangeably.
U. S. military motivating factors are experienced at the individual or group level. This paper highlights the factors that motivate the U. S. militants. The military life is characterized by continuous education and training of various contents, expense, quality and length. There is institutional based training which includes basic combat skills which are taught after entry. Technical learning is also done later in soldier’s career. Training does not only add knowledge to the military but it also ensure that the militants perform their task with discipline.
Use of motivational speakers has also been used as motivation in the U. S. military. This inspires and inculcates the aspirations and values of the militants. There are motivational speakers who give messages that help the militants boost their morale, change negative attitudes in life. Messages from the motivational speakers also ensure that they understand principles of success in different fields like business. (O’Neil, 2) Team work is also a motivator in the U. S. militants where most of the U. S. military tasks are done in groups.
Though individual motivation is certainly important, collaborative learning has been a key issue in motivating their performances. This interaction completes the concept of motivation in the U. S. military. (Sorrentino R. M. , et al 85) Intrinsic task motivation has also been used as motivating factor In the U. S. Military. It is usually related to self-management, problem solving behaviors corresponding to the requirements specified for twenty-first century military personnel. Intrinsic task motivation refers to the psychological rewards that individuals directly acquire from their work tasks.
The four types of intrinsic rewards are senses of meaningfulness, choice, competence, and progress. There is a system which centrally selects and assigns non-combat personnel by their intrinsic attributes which are important. The system selects the most intrinsically qualified non-combat, train them and them and assign them in specialized positions which suits their talents like analytical and engineering skills. (Newsome B 26) Goal setting is a process where leaders jointly identify common adjectives to be achieved has also been a motivator to the U. S. army.
Goal setting involves defining the common adjectives to the subordinates and their major areas of responsibility. Those in the authority also motivate the subordinates by explaining why the goal achievement is important, exerting pressure for performance, being knowledgeable about the task and the job, and also serving as the role models in these institutions. The expected results through mutual agreement obtain the subordinates personal commitment, and the use of these objectives as guides for operating the unit and assessing the contribution of each of its members.
Commitment in performing tasks in the U. S military is enhanced when people believe that to achieve a certain goal is possible and important. The U. S. military motivation factors include ability and talent, experience, training, appraisals and communication of information about appropriate tasks strategies and past successes. Result oriented staffs who understand the ultimate goal of performing task ensures that they continue to perform their task responsibly.
Newsome B. , Made, Not Born: Why Some Soldiers Are Better Than Others Greenwood Publishing Group, 2007 O’Neil H. F.
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