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Client’s Profile

Jane Snow who is a 28-year-old female who grew up in very tough circumstances so she has worked all her life to become successful and has just completed her degree.However, she is not certain if she should do her honors as she has got a good job but everyone around her said that she has made it in such a way so that she may as well complete the honors as she can excel even more, she is feeling very overwhelmed as she already did a degree much later in life than usual people and feels burnt out but at the same time, feels she may as well just finish one last year. She works in an insurance company as an Agency channel manager. The study will discuss thoroughly the ups-down consequences of work surroundings in the aspects of motivational intelligence.

Overview of the Study

The present study aimed to define the elements and use of motivational interviewing (MI), also known as MI, in an approach for behavior modification aimed at increasing insurance salespeople's productivity. Improved knowledge of the active components of behavior modification programs is offered by this study (Foldalet al.,2022). that more accessible motivating push, which has a favourable impact on behaviour modification. Employees of the insurance firm like Jane need to carry out the goals, policies, and vision of the organization. They carry out tasks that include creating insurance plans, developing marketing strategies, risk assessment, bookkeeping, and settling claims nd always desire to excel in their actions (Li et al., 2021).

Assessment of Client's Self-esteem and Motivation

Introduction to Motivation

Perception of emotions, utilizing feelings to facilitate cognition, comprehending sentiments, and controlling emotions are the four skills that make up psychological intelligence, according to the paradigm.Feelings can shift quickly, particularly in reaction to an unforeseen circumstance(Coleet al.,2022). According to the paradigm, people's capacities for interpreting emotionally charged information vary. This capacity manifests itself in certain adaptive behaviors. The first feelings that come to mind are surprise, fear, rage, and grief. This study was able to look at the impacts of both internal and external motivation on employee happiness independently. Thus, the appraisal of this dimension represents the employees' desire to be pushed and motivated by their work as well as their ability to put newly learned abilities to use. The prime intention behind such type of motive is to attain excellence in their work (Anstiss& Passmore, 2021).

Sustain Behaviour

Prior studies have indicated that intrinsic advantages have a significant impact on employees' willingness to dedicate themselves to their work and their level of fulfillment with their jobs(Güss, 2017). The principles or circumstances that lead to occupational happiness include mentally demanding work that a worker can handle effectively(Li et al., 2021).

Motivation and Emotional Behaviour

Incentives for achievement that are fair, educational, and consistent with each person's goals; working environments that are congruent with the individual's bodily requirements and that help make the task possible. Elevated sense of self-worth among the role disputes and ambiguity are reduced when employees and agents at work assist individuals in achieving workplace values including engaging work, compensation, and advancements resulting in improvement in the assigned tasks (Shaw & Wilson 2021).

Theories of Motivation

Grand Theorycannot protect freedom since it is irrelevant and cannot assist people in understanding the main issues facing their community or their issues. However, as motive is unique to the individual and cannot be precisely ascertained by others, it cannot be viewed as a shared entity and, hence, it cannot serve as the foundation for moral judgment(Anstiss& Passmore, 20021) These two qualities will encourage you to keep going forward and help you gain faith in your ability to perform your work properly. Maintaining your enthusiasm and desire for your work will enable you to devote your whole attention to each activity. This can enhance the standard of the work, which is extremely essential for an individual engaged in any segment (Huffman et al.,2017)

Extrinsic and Intrinsic Motivation

The desire and effort to fulfill a desire or goal are known as motivation. In addition to inducing aware human actions, enthusiasm channels, direct and illustrates how some activities might be sustained. It is important to continually implement various motivating strategies to influence people towards the intended objectives. In the very aggressive insurance sector, it's easy to become disheartened by the success of others, particularly if one's firm has declined or one has remained static. Investing in and utilizing equipment and resources can enable the company to service clients more effectively and more efficiently(Huffman et al.,2019).The list of typical strategies for motivation used by companies is shown below to excel the actions of the employees .

  1. A respectable pay and Rewards
  2. Promotion;
  3. Acknowledgment and reward
  4. A welcoming workplace
  5. Variety of work
  6. Good interaction between the management and subordinates.

Emotions and Motivation

But, if you haven't read your emails, you can find it difficult to concentrate. Every individual is unique. Knowing how you work best will help you prioritize projects and create a plan to complete them. Modest agent never assumes they know every detail; rather, they search for chances to learn and develop(Parket al.,2019).

  1. people will hold firm convictions regarding the immorality of actions that are often considered unethical,
  2. the vast majority of those participating in the members of the sales force will have these convictions
  1. they will also be conscious of other salesmen in the team upholds these moral principles(Li et al.,2021)

Motivation and Self-Esteem

"Self-perceived value that different people have regarding themselves as participants in an organization acting within an organizational context" is reflected in the reflection. Workers with high organizational-based self-esteem ratings believe they have a significant and relevant role in the company. comparable moderating effects to real employee competence in some interactions (Passmore,2022). The questionnaire included three items about fashion behavior in addition to measurements for age, degree of education, ethnicity, and union status. It was designed as a measure of one's own, other people's, and product conceptions. It is a legitimate and dependable scale as t increases their motive towards the work and enhances in coming time (Coleet al.,2021).

Biological and cognitive orientationsclaim an individual's expectations about external drives are vital. The internal drive for the work tends to decrease if the person anticipates receiving an external reward(Mruk, 2013). If, on the other hand, the extrinsic reason is stated and no such expectation exists. Employees in insurance operate in organizations and teams, where collaboration, communication, and teamwork are becoming more and more crucial so that a salesperson's unique ethical circumstances have a significant influence on what constitutes ethical behaviour. Since it can amplify the working performance of the agent like Jane (Kotamenaet al.,2020).

Goal Setting, Personal Control, and Motivational Interviewing

The involved customer got five phone calls with encouraging and goal-setting content to complement the regular group meetings.SMART objectives consists of Specific customers, Measurable expectancy, Articulating the policy content, Reliable bonding between customer and agent, and Time zone for the insurance period. This made it possible to move the emphasis from instructing the participants on how to modify their behavior to assist them in exploring the motivations, concepts, and tactics for doing so. This is important for excelling the activities of the work (Coleet al.,2021).

Self-efficacy if the previously chosen objective was accomplished, whether an alternate objective was formed, everyone's obstacles to achieving the objective, and the course of action plan were all recorded in the form (Sibley et al., 2021). Within the respondent's database, aspirations were recorded as one of three primary behavioral targets.Self-GrantNumerous aspects need to be considered to understand these noticeable discrepancies in the experts' conclusions. First, both verbal and physical encouragement (like money) and vocal affirmation (like compliments)(Kotamenaet al.,2020)Agent discovers client is having difficulty staying motivated. Keeping the clients satisfied is essential to thriving as a broker of insurance. They ought to be aware that in the event of a crisis, they can rely on the agent to be there (Topçu& Leana 2018)

Enhancing Growth Motivation

The desire and effort to fulfill a desire or goal are known as motivation. In addition to inducing certain human actions, the incentive channel regulates and describes how some activities might be sustained.In these circumstances, people often look to other group members to determine what is appropriate(Passmore,2022). Ultimately, the findings indicate a strong association between media usage for philanthropic purposes and positive changes in behavior, cognition, and mood. Setting priorities for your work will assist in focusing and avoiding distractions. It might be quite difficult for those who don't usually develop lists or plans to prioritize their responsibilities (Parket al.,2019)...

Self-Actualization;

  1. The conduct behavior will hold firm convictions regarding the immorality of actions that are often considered immoral, (2) a greater percentage of members of the marketing staff will have these convictions, and (3) they will be aware of other salesmen in the team endorses these moral principles (McGregor & Goldman 2021).

Visualization Techniques

The organizational orientation, intergroup relationships, and tangible incentive characteristics of an office are significantly impacted by its kind of office. reasons. The vision of An insurance firm can succeed if its officials hold positions in many divisions. They should be inspired by the timely treatment of it(Romero‐Martínez et al.,2019). The model incorporates characteristics particular to sales executives and sales teams, which have an indirect impact on ethical sales behavior by altering the team's moral norms. In fact, in a workplace where norms prescribe and reward role behaviors, salesmen face fewer cultural hurdles that discourage them. This is done to increase their attention over work (Passmore,2022).

Intervention

Hypothetical Intervention Plan

ActionsTimeResultsAchievementTo present motivational training to accomplish the monthly target3 monthImprovement of ProfessionalismSurprised cash rewardsTo enhance teamwork3 monthsDevelopment of a collaborative environment and trustImprovement of baseline commissionsPeer support to achieve the tasks6 monthsEnhancement of inner creativityPromotion in post/salary

From the above intervention plan, it can be easily analyzed that with the assistance of the introduction of the above-mentioned activities, a fresher insurance agent can be inspired to achieve his or her monthly targets. However, among many others, the prime ones are:

  • Presentation of motivational training to gear the monthly target: these types of training enhance the inner abilities and knowledge to achieve the sales targets. This can be done by presenting varied types of individual stories that act as a technique for increasing the inner zeal to perform better(Reeveet al.,2018). The benefits gained in utilizing such types of training are that, it helps the seniors in understanding the motives and needs of the individual clearly. This also amplifies the talking style and professionalism of the person, which is extremely essential for an agent like Jane. Besides this, varied types of instant cash rewards can be easily achieved in this field rather than the base salary is also highlighted (McKay, 2016). This acts as a motivational factor for the agents that inspires him or her towards the assigned tasks so that they can excel in those (Mruk,2013)
  • Teamwork: with the help of the team, the targets can be achieved in this field for the first 3 months. This helps in building trust and bonding with all other members and also amplifies the inner power and abilities to handle the lead in an accurate manner (Lazzara, 2020). The ability to convince the clients results in an improvement of the baseline commissions, which is also an additional feature of motivation for the agents like Jane. Not only this, it also offers ways to understand the tactics used by the seniors in converting the lead to a confirmed sale. However, such types of advantages are not presented in the case of any other segment or industry. Thus, the insurance sector is one of the most flourishing and developing sectors in the entire globe among others . This can amplify future scopes for Jane (Romero‐Martínez et al.,2019).
  • Peer support: support of peers in achieving the target for the first 6 months is also extremely motivating for the insurance agents. This is because it helps in amplifying inner creativity and reduces negativism or distress entirely. Doing so enhances self-esteem and emotions among the individual and also helps in developing positive behavior and action. Thus, these aspects assist an insurance agent to be motivated in accomplishing his monthly target to attain promotions or unknown recognition among the group. This can be extremely effective for Jane (Güss, 2017).
  • Challenges faced in sustaining motivation and ways to overcome

The industry of insurance is extremely challenging but at the same time, quite interesting. Each day brings new challenges and inventive courses of action to resolve them. Therefore, the key challenges that can be faced by a team leader in the insurance industry are mentioned below:

  • Lack of inner strength: the insurance agents like Jane very often become depressed due to their inability to tackle the master leads appropriately. As a result, the agents lack inner strengths and become stressed in accurately accomplishing the targets. Instead of this, the seniors or the team leaders need to support the agents by encouraging and motivating them(Sibleyet al.,2021). This can be done by highlighting the strengths of the person among others in the group to inspire the person to achieve the target. Along with this, delegating the responsibilities to the person with trust to encourage him or her with new inner zeal or abilities(Sibleyet al.,2021).
  • Inadequate communication power: excess targets always increase negative motives within the insurance agents and this can result in a reduction of their capability to communicate. However, to minimize such types of challenges, the leader needs to present alternative options to resolve such negativisms. Along with this, the team leader needs to make clear-cut communication along with body languageto enhance the positive attitude of the insurance agent like Jane. Contrary to this, it can be mentioned that failure to implement such types of qualities within the agent can result in demotivation within the person in the recent and coming years(Lazzara, 2020).
  • Inadequate creativity: the insurance agents like Jane always try to follow the tactics of the seniors to confirm the reference leads. However, such a strategy may not act fruitful in all cases and this can result in distress and disturbance in his career goals. As a result, it is always effective to impose creativity and innovation as it can assist the insurance agent like Jane in accomplishing the final goals (Romero‐Martínezet al.,2019). The insurance targets can also be achieved easily and the inner creativity can also get boosted. This can amplify the inner strength and power of the person resulting in accomplishing the final targets((Winston, 2016).

Thus, with the above-used processes, motivation can be retained within the insurance agents like Jane and the challenges can also be easily controlled.

Models and theories used to enhance motivation

The models and the theories that can enhance the motivation of insurance agents are Herzberg's Two-Factor Theory as well as psychological emotion theory.As per the former one, an insurance agent can remain motivated towards the goal only if the person is satisfied in terms of hygiene and job. This means that the insurance agent can remain motivated only if hygiene factors such as salary, job environment, supervision, and trust are maintained. At the same time, recognition, appraisals, promotion, and reliability are attained through job responsibilities (Reeve, Understanding motivation and emotion (7th ed. Ch. 12)., 2018). Thus, to accomplish all these aspects, the insurance agent needs to be guided and supported by the peer with training, inner motives, communication, etc. Ding so, can also assist in the improvement of physiological reactions such as tension, stress, depression, etc (Reeve, Understanding motivation and emotion (7th ed., Ch.102018). This can also boost the self-esteem and get motivated towards the goals of the work. This can fulfil the objectives of the organization as well as the individual(Romero‐Martínez et al.,2019). Other than this, it can also assist in the fulfilment of the goals or targets as mentioned by the goal-setting theory. However, to do so, the pre-desired plans need to be developed to achieve the leads into final sales. Against the latter statement, itcan be mentioned improper development of plans can result in discrepancies and disturbances for the insurance agents like Jane. Thus, it can be stated that the insurance agent needs to be motivated always by presenting the positive aspects of the industry to as to retain sustainability and motivation.Since all countries are interconnected and aware of this, the likelihood that they will adopt the policy increases if it spreads. This might be the result of an imperial relationship creating a coercive spread, or it could be the result of an economic system creating rivalry(Topçuet al.,2018). Often chaotic, the factors around a crisis are not immediately apparent. Spectators might wonder exactly what is happening(Foldalet al.,2021).

Conclusion

Conclusively, it can be mentioned that the insurance sector is extremely effective and to improve the prospects, the insurance agents like Jane need to be more dedicated, and tactful, and communicate with their clients to develop a strong position. On the other hand, proper convincing power is also extremely essential for the insurance agents like Jane to generate proper clients and this can aid him or her to achieve the targets of the month accurately. Time-to-time training, senior support, and recognition are some of the features that can amplify the growth and prospects of the insurance agents operating in these industries. Failure to do so can result in motivational and emotional distress in the long run(Mruket al.,2013).

References

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Lazzara, J., (2020). Introduction to psychology (Ch. 9). Maricopa Community Colleges.https://open.maricopa.edu/psy101/chapter/emotion-and-motivation/

Li, W. H. C., Xia, W., Ho, L. L. K., Cheung, A. T., Leong, Q. K. I., & Liang, T. (2021). A medical peer-delivered intervention comprising brief motivational interviewing via instant-messaging interaction to reduce drug misuse among youth in Hong Kong: A protocol for a randomized controlled trial.Addiction Science & Clinical Practice,16(1), 1-9. https://ascpjournal.biomedcentral.com/articles/10.1186/s13722-021-00241-x

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Passmore, J. (2022). Motivational Interviewing–a model for coaching psychology practice.Coaching Practiced, 245-254. https://www.researchgate.net/profile/Jonathan-Passmore/publication/346443239_Addressing_Deficit_Performance_Through_Coaching_Using_Motivational_Interviewing_for_Performance_Improvement_at_Work/links/640049cfb1704f343f954963/Addressing-Deficit-Performance-Through-Coaching-Using-Motivational-Interviewing-for-Performance-Improvement-at-Work.pdf

Reeve, J. (2018). Understanding motivation and emotion (7th ed. Ch. 2). John Wiley & Sons Inc.https://sacapeducation.sharepoint.com/sites/ReadingsAppliedPsychologyFaculty/Shared%20Documents/Forms/AllItems.aspx?id=%2Fsites%2FReadingsAppliedPsychologyFaculty%2FShared%20Documents%2FSelf%2Desteem%2F%287%20PR%29%20Reeve%20%282018%29%20Ch2%2Epdf&parent=%2Fsites%2FReadingsAppliedPsychologyFaculty%2FShared%20Documents%2FSelf%2Desteem&p=true&ga=1

Romero‐Martínez, Á., Lila, M., Gracia, E., & Moya‐Albiol, L. (2019). Improving empathy with motivational strategies in batterer intervention programs: Results of a randomized controlled trial.British Journal of Clinical Psychology,58(2), 125-139. https://www.academia.edu/download/58985318/Romero-Mart-nez_et_al-2019-British_Journal_of_Clinical_Psychology20190422-7297-19o1hzw.pdf

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Sibley, M. H., Graziano, P. A., Coxe, S., Bickman, L., & Martin, P. (2021). Effectiveness of motivational interviewing− enhanced behavior therapy for adolescents with attention-deficit/hyperactivity disorder: A randomized community-based trial.Journal of the American Academy of Child & Adolescent Psychiatry,60(6), 745-756.https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7907265/

Topçu, S., & Leana-Taşcılar, M. Z. (2018). The role of motivation and self-esteem in the academic achievement of Turkish gifted students. Gifted Education International, 34(1), 3-18.https://sacapeducation.sharepoint.com/sites/ReadingsAppliedPsychologyFaculty/Shared%20Documents/Forms/AllItems.aspx?id=%2Fsites%2FReadingsAppliedPsychologyFaculty%2FShared%20Documents%2FSelf%2Desteem%2F%288%20RR%29%20Topcu%20%26%20Leana%2DTascilar%20%282019%29%2Epdf&parent=%2Fsites%2FReadingsAppliedPsychologyFaculty%2FShared%20Documents%2FSelf%2Desteem&p=true&ga=1

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