GEDA 561 Weekend #1 Motivational Theory and Its Application to Working Collaboratively.
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Transcript of GEDA 561 Weekend #1 Motivational Theory and Its Application to Working Collaboratively.
GEDA 561 Weekend #1
Motivational Theory and Its Application to Working
Collaboratively
GEDA 561 Weekend #1
Take a Moment…
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?
Defining Motivation
• 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.
GEDA 561 Weekend #1
Qualities of Motivation
• Energizes behaviors
• Directs behaviors
• Enables persistence towards a goal
• Exists in varying strengths
GEDA 561 Weekend #1
Theories of Motivation
Needs theories• Maslow’s
hierarchy of needs• Herzberg’s two
factor theory
Process theories• Expectancy Theory• Goal Setting Theory
GEDA 561 Weekend #1
Maslow’sMaslow’sHierarchyHierarchyof Needsof Needs
Self
Esteem
Social
Safety
Physiological
Source: Reed Accountancy. (2001). Motivation. Retrieved October 14, 2008 from http://www.cipfa.org.uk/students/nsf/download/nsf05_motivation.ppt.
GEDA 561 Weekend #1
Maslow’s Hierarchy of Needs
• Satisfied needs cease to motivate students
• When threatened, student needs become more basic
• Self-actualization drives people to utilize their most unique abilities
GEDA 561 Weekend #1
Theories of Motivation
Needs theories• Maslow’s hierarchy
of needs• Herzberg’s two
factor theory
Process theories• Expectancy Theory• Goal Setting Theory
GEDA 561 Weekend #1
Herzberg’s Two-Factor 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
Motivation-Hygiene Theory of Motivation
Hygiene factors avoid job dissatisfaction
• Company policy & administration
• Supervision• Interpersonal relations• Working conditions• Salary• Status• Security
Adapted from: Herzberg, F. (1982). The managerial choice: To be efficient or to be human. Utah: Olympus.
• Achievement• Achievement recognition • Work itself• Responsibility• Advancement• Growth
• Salary?
Motivation factors increase job satisfaction
Needs Theories
Maslow Herzberg
Hygiene
Motivators
Factors
Social
Safety
Physiological
Self-Actualization
Esteem
Source: Reed Accountancy. (2001). Motivation. Retrieved October 14, 2008 from http://www.cipfa.org.uk/students/nsf/download/nsf05_motivation.ppt.
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
GEDA 561 Weekend #1
Theories of Motivation
Needs theories• Maslow’s hierarchy
of needs• Herzberg’s two
factor theory
Process theories• Expectancy Theory• Goal Setting Theory
Expectancy Model of Motivation
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?”
Source: Nelson, D. & Quick, J. (2005. Organizational behavior: Foundations, realities and challenges. California: Southwestern College.
GEDA 561 Weekend #1
Theories of Motivation
Needs theories• Maslow’s hierarchy
of needs• Herzberg’s two
factor theory
Process theories• Expectancy Theory• Goal Setting Theory
*******************
Goal Setting
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.
Source: Reed Accountancy. (2001). Motivation. Retrieved October 14, 2008 from http://www.cipfa.org.uk/students/nsf/download/nsf05_motivation.ppt.
GEDA 561 Weekend #1
Goal Setting as a Motivational Theory
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
Source: Gonzalez, M. (2005).Organizational behavior: Motivation I- needs, job design, and satisfaction. Oregon: Oregon State.
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 for Simple Specific Difficult Goals Lead to Higher Performance for Simple Rather Than Complex Tasks.Rather Than Complex Tasks.- Specific goals impair performance when employees do not have
clear strategies for success
Feedback Enhances The Effect of Specific, Difficult Goals.Feedback Enhances The Effect of Specific, Difficult Goals.- Goals and feedback should be used together.
Insights from Goal-Setting ResearchInsights from Goal-Setting Research
Source: Gonzalez, M. (2005).Organizational behavior: Motivation I- needs, job design, and satisfaction. Oregon: Oregon State.
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