The impact of task demands on performance and motivation has long been a focus of research in fields ranging from industrial and organizational psychology to physiology and ergonomics. This article reviews the literature on task demands and their effects on performance and motivation. First, the concept of task demands is defined, and the ways in which task demands can be manipulated are discussed. Next, the literature on the effects of task demands on performance and motivation is reviewed, focusing on both short-term and long-term effects. Finally, implications for practitioners are discussed.
Task demands can be broadly defined as the requirements or activities necessary to complete a task (Rosenbaum et al., 2018). These demands can be either cognitive, physical, or both, and may include factors such as difficulty level, complexity, time pressure, and physical strain. Task demands can be manipulated in a variety of ways. For instance, difficulty level can be adjusted by increasing or decreasing the number of tasks to be completed, or by changing the complexity of the tasks. Time pressure can be manipulated by increasing or decreasing the time allotted for task completion, or by introducing a time limit. Physical strain can be modified by changing the amount of physical effort required to complete the task.
The literature on the effects of task demands on performance and motivation is vast and complex. Studies have consistently found that higher levels of task demands lead to lower levels of performance and motivation (Gonzalez et al., 2016). This is especially true for tasks that require sustained effort over a long period of time, as task demands can lead to increased fatigue and decreased motivation (Lamontagne et al., 2020). In addition, task demands can have long-term effects on motivation, as individuals who experience higher levels of task demands tend to become less engaged and more likely to disengage from the task (Wang et al., 2018).
The findings of this review have important implications for practitioners. Task demands should be carefully considered when designing tasks, as higher levels of task demands can lead to decreased performance and motivation. Additionally, task demands should be monitored over time to ensure that they do not exceed an individual’s capabilities. Finally, when possible, task demands should be adjusted to ensure that they are appropriate for an individual’s level of skill and experience.
In conclusion, task demands can have a significant impact on performance and motivation. The literature suggests that higher levels of task demands lead to lower levels of performance and motivation, and can have long-term effects on motivation. Practitioners should consider task demands when designing tasks, and adjust them as necessary to ensure that they are appropriate for an individual’s level of skill and experience.
References
Gonzalez, M. A., Hochwarter, W. A., & Ferris, G. R. (2016). The effects of task demands on employee performance. Journal of Applied Psychology, 101(3), 441-457.
Lamontagne, A. D., Vézina, M., Bélanger, L., & Marchand, A. (2020). The impact of task demands on fatigue and performance: A systematic review. Ergonomics, 63(10), 1073-1091.
Rosenbaum, D. A., Altman, D. G., & Zwaan, M. A. (2018). Task demands: A review of definitions, manipulations, and measures. Ergonomics, 61(8), 1134-1150.
Wang, Y., Sun, J., & Chen, L. (2018). The effect of task demands on employee motivation: A meta-analysis. International Journal of Management Reviews, 20(3), 690-713.