Article Analysis on Ergonomics

Motivation Theory and Ergonomics The study by Szalma (2014) entitled "On the Application of Motivation Theory to Human Factors/Ergonomics: Motivational Design Principles for Human-Technology Interaction" proposes a set of principles and guidelines for motivational design that can be applied to the field of ergonomics. In terms of health and occupational safety, the article focuses on how motivation theory can be useful for reducing risks associated with fatigue, stress and boredom in the workplace environment by assessing the motivation aspects within the technology-human interaction.

This paper will discuss the objectives of Szalma's (2014) study, the theory used, the concepts utilized, the argument made, the method employed, the evidence obtained, the values identified, the literature reviewed, and the contribution to ergonomic knowledge that the study makes.

The article sets out to achieve the following objectives: first, the article attempts to "describe a theoretical model of motivation in human technology interaction," and, second, it puts forward the design principles to guide the theory; the third and final objective of the article is to explain the sequence of steps that should be used for evaluating the motivational factors used in the interaction between humans and technology (p. 1453).

The article achieves each of these objectives by explaining precisely the model theory it uses to describe the discourse between humans and technology (motivation theory); the guidelines for how to implement the theory are discussed in depth in the section of the study devoted to describing the results/findings of the article; and the sequence of steps is clearly identified. Szalma (2014) uses the motivational theoretical framework to approach the issue of how humans and technology can interact.

The explanation for this is that while motivation theory is not ordinarily utilized in human factors/ergonomics, it actually can play quite an effective role in understanding how technology and humans interact. The main reason the theory has not been utilized sufficiently by researchers in the past is that they have operated from the assumption that the actor/operator is already motivated and/or that that motivation theory is more of an organizational concept and not one that directly impacts human factors/ergonomics.

Szalma (2014) points out that this assumption is faulty because automated machine technology can lead to human boredom, which can negatively impact stress levels and increase risk factors related to performance. According to the research study, motivation is comprised of three aspects -- goals, energy to pursue those goals, and the ability to persist against obstacles (Szalma, 2014, p. 1454).

These variables can help to explain human behavior outcomes with regard to how humans respond to their environment -- and technology being part of the environment thus becomes a principal player in that outcome. Thus, the theory's usage is justified by the idea that an interface is meant to support an individual in attaining a goal as well as in the construction of meaning for the activity within the given context (Szalma, 2014, p. 1455).

The central concept utilized in the study is the self-determination theory of motivation and its application to human factors/ergonomics. The concept introduces the notion that technology is a factor in the way that humans behave because it is part of the environment. Motivation is the main concept that is discussed at length in the article. How boredom, fatigue and stress play a role in motivation is described (Szalma, 2014, 1455). Technology that is used for a goal-oriented purpose has an impact on individuals' level of boredom, stress and fatigue.

Usability models, moreover, can be utilized to help describe the "motivational structures or processes underlying user intentions and behavior" (Szalma, 2014, p. 1456). The central concept is clearly defined and the reason that it is used as the focus of the article is made explicit and referenced thoroughly throughout the article. By assessing the issues of reducing risks within the workplace environment, such as fatigue, boredom and stress, the model can mitigate these factors and reduce their impact on performance levels.

This assertion does not come by way of a formal hypothetical but it could be argued that it acts as one, as it is the main theory put forward in the article. However, there is no specific, formal hypothesis or null hypothesis made for the study. No quantitative measurements are taken. Instead a model of motivation theory applied to human factors/ergonomics is developed and the principles for how it should be implemented are provided.

The reason that there is no hypothesis for this study is that nothing is being tested. The article focuses on the reasons that a motivation theory model can and should be applied to ergonomics and then it focuses on how that model should look and be implemented. The article does provide a substantial review of relevant literature which provides the foundation for the theoretical model developed in the article. A method is employed to propose the motivation theory model.

The method is based on the self-determination theory of motivation to human factors/ergonomics -- and it is this model that the article puts forward as the essential theory to be tested at a future date. Based on the literature that is reviewed in the article, which could serve as the method used to identify key aspects of the model (a systematic review of the literature would be the method in this case), the model provides a practical application for recommended design.

Aside from this, there is no considerable or substantial methodology to the article. From the systematic review of relevant literature, factors that affect the experience of the satisfaction of needs and the extent to which goals are achieved is developed (Szalma, 2014, p. 1465). The evidence that is found from the relevant literature reviewed in the article is presented in the study's proposed model.

The evidence that supports the findings of the study consists of the following: the steps that should be considered in sequential order when designing technology to support motivation in the workplace. These steps are based on assessment of the relevant literature and on the application of the motivation theory to the issue of human-technology interaction. The findings of the assessment are provided in the form of example questions to be used to determine the overall design of the technology (Szalma, 2014, p. 1466).

Value positions are implicitly stated throughout the article and are acknowledge in the idea that technology "can be an effective tool for improving well-being" by appealing to the motivation factors that impact that workplace experience (Szalma, 2014, p. 1468). There is no clear definition of a value position or of value in general except in relation to the goals or variables that impact motivation. The literature used in the study is extensively drawn from appropriate sources and is comprised of numerous studies featuring both qualitative and quantitative analysis.

The literature serves as the foundation of the study, showing how the model can impact industry by revealing the relationship between motivation, humans and technology. The literature shows that application of motivation theory to human factors/ergonomics can impact behavior, motivation, regulation, causality, processes, and interaction between humans and technology. The literature provides the basis for the model's development and sequential steps for implementation.