Self-Reflection on my Internal Motivation and Innovation

Self-Reflection on my Internal Motivation and Innovation
Student Name
Institutional Affiliation
Self-Reflection on my Internal Motivation and Innovation
Introduction
Human resource (HR) management value is anchored on the increasing importance and needs for effective working contexts within organizations. Workers constitute a significant asset since an organization’s failure or success depends on employees’ capacity to enhance and sustain admirable productivity. HR managers acknowledge that for innovation and productivity to improve, workers need to be motivated. Innovation is the employment of creativity to discover a new and original product or develop novel approaches centered on functional and adaptive needs. The report will empower my current employer and other potential employers concerning the various intrinsic motivational changes and strategies necessary to facilitate innovation culture within their respective companies. This self-reflection report delineates factors that enhance internal innovation and motivation.
Detail how your current employer can change strategies within the organization to promote your internal motivation and innovation.
I am the Director of Finance (DoF) in my company. There are various approaches that my current employer could employ to enhance my internal motivation and innovation. Given that financial management field involves dynamic developments, much practical and theoretical knowledge is constantly undermined. Nevertheless, indeed, human resources do not entail simply the total of workers, but predominantly implies the total personnel potentials, present experience and knowledge, possible skills and abilities, possible creations and ideas, and the extent of interest and motivation in attaining organizational goals (Pak et al., 2019). In this vein, knowledge of what inspires financial innovation and motivation is central to enhancing financial performance and productivity of the organization.
My current employer can reform my duties’ motivational design. The HR manager could modify my current job to improve my motivation and financial innovative capabilities. This can be attained by extending work or horizontal work expansion to increase the variety and number of tasks that I perform. Given the diversity of the heightened tasks, I will expect to be more satisfied with the job, particularly in contexts that constitute uniform and repetitive tasks. However, this could be disadvantageous since I could perceive this of being required to do work extra, without additional remuneration, which could generate some dissatisfaction. In order to eliminate the potential for demotivation, my current employer should vertically expand my work or instead enrich my duties. Increasing my tasks' depth would heighten my responsibility, decision-making authority, and autonomy, which enhances innovation capabilities. Within this environment, I would have the opportunity to utilize my skills and talents while having greater autonomy over financial planning, program execution, and control of my work tasks (Aleksić-Glišović, Jerotijević, & Jerotijević, 2019). Fundamentally, enriching my duties would reduce absenteeism and make me feel more satisfied with the job, whic...