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