Date post: | 22-Nov-2014 |
Category: |
Education |
Upload: | surbhi-sharma |
View: | 68 times |
Download: | 3 times |
PREPARED BY: Surbhi Sharma MBA 3rd Sem.
RCEW
What motivates you? What motivated you to attend class today? What motivates you to go to work
everyday? What motivates you to spend time with
friends and family?
The processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.
Key Elements
1. Intensity: how hard a person tries
2. Direction: toward a beneficial goal
3. Persistence: how long a person tries
What Is Motivation?
Direction
PersistenceIntensity
Source: Reed Accountancy. (2001). Motivation. Retrieved October 14, 2008 from http://www.cipfa.org.uk/students/nsf/download/nsf05_motivation.ppt.
Energizes behaviors Directs behaviors Enables persistence towards a goal Exists in varying strengths
Needs theories Maslow’s
hierarchy of needs
Herzberg’s two factor theory
Process theories• Expectancy Theory• Goal Setting Theory
Maslow’sMaslow’sHierarchyHierarchyof Needsof Needs
Self
Esteem
Social
Safety
Physiological
.
Satisfied needs cease to motivate students When threatened, student needs become
more basic Self-actualization drives people to utilize
their most unique abilities
Needs theories Maslow’s
hierarchy of needs
Herzberg’s two factor theory
Process theories• Expectancy Theory• Goal Setting Theory
Hygiene Factor - work condition related to dissatisfaction caused by discomfort or pain◦ maintenance factor◦ contributes to employee’s feeling not
dissatisfied◦ contributes to absence of complaints
Motivation Factor - work condition related to the satisfaction of the need for psychological growth◦ job enrichment◦ leads to superior performance & effort
Hygiene factors avoid job dissatisfaction
• Company policy & administration
• Supervision• Interpersonal relations• Working conditions• Salary• Status• Security
• Achievement• Achievement recognition • Work itself• Responsibility• Advancement• Growth
• Salary?
Motivation factors increase job satisfaction
Maslow Herzberg
Hygiene
Motivators
Factors
Social
Safety
Physiological
Self-Actualization
Esteem
Reflection…Reflection…
• summarize what you have summarize what you have learnedlearned
• make a connection from make a connection from your experience your experience • ask a questionask a question
Needs theories Maslow’s
hierarchy of needs
Herzberg’s two factor theory
Process theories• Expectancy Theory• Goal Setting Theory
Performance RewardEffort
Perceived value of reward
Perceived effort -performance probability
Perceived performance - reward probability
“If I work hard,will I get the jobdone?”
“What rewardswill I get when the job is well done?”
“What rewardsdo I value?”
Needs theories Maslow’s
hierarchy of needs
Herzberg’s two factor theory
Process theories• Expectancy Theory• Goal Setting Theory
*******************
GoalsSpecificDifficultAccepted
Effects on PersonEnergizes
Directs attentionEncourages persistencyEncourages hard work
Feedback
Performance
Goal setting is generally accepted as among the most valid and useful motivation theories in educational environments, industrial and organizational psychology, human resource management, and organizational behavior.
It's important to strike an appropriate balance between a challenging goal and a realistic goal. Setting a goal that you'll fail to achieve is possibly more de-motivating than setting a goal that's too easy. The need for success and achievement is strong, therefore people are best motivated by challenging, but realistic, goals.
Encouraging thedevelopment of goal-attainment strategies
or action plans
IncreasingTEAM’S persistence
RegulatingTEAM’S effort
DirectingTEAM’S attention
GoalsMotivate TEAMS
by...
Taskperformance
Goals
Difficult Goals Lead to Higher Performance.Difficult Goals Lead to Higher Performance.- Easy goals produce low effort and low motivation because the goal is too easy to achieve.- Impossible goals ultimately lead to lower performance
and low motivation because people begin to experience failure.
Specific Difficult Goals Lead to Higher Performance Specific Difficult Goals Lead to Higher Performance for Simple Rather Than Complex Tasks.for Simple Rather Than Complex Tasks.- Specific goals impair performance when employees do not have clear strategies for success
Feedback Enhances The Effect of Specific, Difficult Feedback Enhances The Effect of Specific, Difficult Goals.Goals.- Goals and feedback should be used together.
Insights from Goal-Setting ResearchInsights from Goal-Setting Research
Reflection…Reflection…
• summarize what you have summarize what you have learnedlearned
• make a connection from make a connection from your experience your experience • ask a questionask a question
GOOD LUCKGOOD LUCK
THANK YOU