Lecture 5 - 6 Motivation

8/14/2019 Lecture 5 - 6 Motivation

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Bachelor ofMechanical Engineering

Personal Competence and

Communication

Motivation


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Opening questions?

What is motivation in your opinion?

What motivates you? In school or at work.


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Motivation

Motivation can be defined as

the process that initiates, guides and

maintains goal-oriented behaviors.

Motivation is what causes us to act,

whether it is getting a glass of water to

reduce thirst or reading a book to gain

knowledge.


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Motivation

Motivation involves the biological,

emotional, social and cognitive forces that

activate behavior.

In everyday usage, the term motivation is

frequently used to describe why a person

does something.

Example: A student is so motivated to

get a high grade in PKO/PCC that he/she

spends 10 hours a week studying


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Incentive Theory ofMotivation The incentive theory suggests that people

are motivated to do things because of

external rewards.

For example, you might be motivated to go

to work each day for the monetary reward

of being paid.

Behavioral learning concepts such as

association and reinforcement play an

important role in this theory of motivation.


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Extrinsic vs IntrinsicMotivation Extrinsic motivations

are those that arise from outside of the

individual and often involve rewards such

as trophies, money, social recognition orpraise.

Intrinsic motivations

are those that arise from within theindividual, such as doing something purely

for the personal gratification of solving a

problem.


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Drive Theory of Motivation According to the drive theory of motivation,

people are motivated to take certain

actions in order to reduce the internal

tension that is caused by unmet needs.

For example, you might be motivated to

drink a glass of water in order to reduce

the internal state of thirst.


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Drive Theory of Motivation This theory is useful in explaining

behaviors that have a strong biological

component, such as hunger or thirst.

The problem with the drive theory of

motivation is that these behaviors are not

always motivated purely by physiologicalneeds. For example, people often eat

even when they are not really hungry.


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Arousal Theory ofMotivation The arousal theory of motivation suggests

that people take certain actions to either

decrease or increase levels of arousal.

If arousal levels get too low > a person

might watch and exciting movie or go for a

jog.

If arousal levels get too high > a person

would probably look for ways to relax such

as meditating or reading a book.


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Arousal Theory ofMotivation According to this theory, we are motivated

to maintain an optimal level of arousal,

although this level can vary based on the

individual or the situation.


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Humanistic Theory ofMotivation Humanistic theories of motivation are

based on the idea that people also have

strong cognitive reasons to perform

various actions.

This is famously illustrated inAbraham

Maslow's hierarchy of needs,whichpresents different motivations at different

levels.


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Maslows

Hierarchy of Needs

Esteem needs

achievement, status, responsibility, reputation

Self-actualization

personal growth and fulfilment

Belongingness and Love needs

family, affection, relationships, work group, etc.

Safety needs

protection, security, order, law, limits, stability, etc.

Biological and Physiological needs

basic life needs - air, food, drink, shelter, warmth, sex, sleep, etc.

Behavior is driven by lowest, unmet need


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Critique of Maslow

Theory created in 1943

Not tested in real life

Not always the right ranking Assumed to apply universially to all

individuals

Needs change often, not only over a longperiod


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Alderfers ERG Theory

Non-hierarchical theory based on

three categories of motivating needs

EXISTENCE (E)Needs for basic survival thateveryone must satisfy to maintain life

RELATEDNESS (R)Needs to draw people

into interpersonal contact for social-emotionalcaring

GROWTH (G)Needs for personaldevelopment and a sense of self-worth


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Herzbergs Dual-Factor

Theory of Motivation

Hygiene FactorsJob context working conditions that candecrease dissatisfaction (extrinsic motivation)

job security, quality of supervision, interpersonal

relations, pay and benefits..

Motivator Factors

Job content that can create and improve

satisfaction (intrinsic motivation) responsibility, job challenge, achievement

opportunities, recognition..


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Herzbergs Dual-Factor

Theory of Motivation

1. Job context continuum: Hygiene seekers

2. Job content continuum: Motivation seekers

Poor hygiene

factors

Good motivationfactors

Poor motivationfactors

Good hygiene

factors

Dissatisfaction

Pain

No satisfaction

Negative growth

No dissatisfaction

No pain

Satisfaction

Growth


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hygiene vs motivator

factors

Improve hygiene factors Improve motivational factors

Poor

hygiene

factors

Good

hygiene

factors

Poor

motivation

factors

Good

motivation

factors


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McClelland / Atkinson:

Work related motives

ACHIEVEMENT MOTIVEinvolvement in tasksthat will provide a sense of accomplishment

POWER MOTIVEbeing in charge andcontrolling and influencing others

AFFILIATION MOTIVEquality of social and

interpersonal relationships


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In your opinion:

Examples of initiative or factors at work that

will increase motivation?

--

-

-


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factors in a work environment thatmany employees find motivating Management and leadership actions that

empower employees

Transparent and regular communication

about factors important to employees

Treating employees with respect

Positively managing employees within asuccess framework of goals,

measurements, and clear expectations


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factors in a work environment thatmany employees find motivating Providing regular employee recognition

Feedback and coaching from managers

and leaders

Above industry-average benefits and

compensation

Providing employee perks and companyactivities


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Hackman and Oldham jobcharacteristics model based on the idea that the task itself is key

to employee motivation.

Specifically, a boring and monotonous job

stifles motivation to perform well,

whereas a challenging job enhances

motivation.


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Hackman and Oldham jobcharacteristics modelJob enlargement

increasing the scope of a job through

extending the range of its job duties and

responsibilities

generally within the same level and

periphery


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Hackman and Oldham jobcharacteristics modelJob Enrichment

Expanding job responsibilities and giving

increased control over the total production

process.

Employees normally receive training and

additional support as well as increased

input, or say, into the total manufacturing

procedure


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Job Enlargement vs JobEnrichment Job enrichment means improvement or

increase with the help of upgrading and

development = more quality

Job enlargement means to add more

duties, and an increased workload =

quantity

Job enlargement is horizontal, whereas

job enrichment is vertical expansion


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Hackman and Oldham job characteristics modelCORE JOB

CHARACTERISTICS

CRITICAL

PSYCHOLOGICAL

STATES

INDIVIDUAL WORK

OUTCOMES

Skill variety

Task identity

Task significance

Autonomy

Feedback

Experienced of work:

Meaningfullnes

Responsibilitiesfor the outcome

Knowledge of

actual results

High intrisic

motivation

High quality work

performance

High job

satisfaction

Low absentism

and turnover

Moderators

Growth-need strengths

Knowledge and skills

Context satisfaction


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McGregors

Theory X and Theory Y

Theory Y managers:Assumepeople are

motivated by higher-order growth needs and will

act responsibly to accomplish organizational

objectives People seek responsibility and have capacity to

self-control tasks if commited to objectives

People are not passive or indifferent to firm

needs

Employees have the ability to be creative and

use ingenuity to solve problems


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Theory X & Y motivation

How will the theory X manager typically

motivate his employees?

How will the theory Y manager typically

motivate his employees?


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History of Motivation

Late 1800 / Early 1900

- Issues: How to create efficiency

The economic man: Workers are rational

Motivated by salary

Taylor: Scientific Management


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Taylor Scientific

Management

precise procedures

developed after careful study of an

individual at work

time and motion studies

which would tend to discover or

synthesize the "one best way" to do any

given task

The goal was both an increase in

productivity and reduction of effort


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1960s: Job re-design

Issues: de-skilling, declining productivity, poor morale,

increasing number of women in the work force

Solution: Creation of more interesting, satisfying and

challenging jobs

1970s

Worker participation

Democracy in the work place 1980s

Teamwork, culture, empowerment

Total Quality Management (TQM)

Business re-engineering


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1980s

Teamwork, culture, empowerment

Total Quality Management (TQM)

Business re-engineering 2000s

Learning organization

Intellectual capital

Knowledge management


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Exercise

1. Existence needs2. Relatedness needs

3. Growht needs

4. Achievement motive

5. Affiliation motive6. Power motive

7. Expectancy outlook

8. Expectancy outlook

9. Expectancy outlook10. Equity

11. Extrinsic rewards

12. Intrinsic rewards


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Daniel Pink Drive

Twitter summary

Carrots & sticks are so last century. Drive

says for 21st century work, we need to

upgrade to autonomy, matstery & purpose

Drive the surprising truth about what motivates us, Daniel Pink, 2009, Riverhead Books


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Motivation in the

21st century

Autonomy

- The desire to

direct our own lives

Purpose

- Servicing

something larger

than ourselves

Mastery

- The urge to make

progress and get

better at something

that matters


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Promoting Motivation 3.0

Jobs have become more complex,

more interesting and more self-directed

Algorithmic tasks: follow established

instructions down a single pathway to oneconclusion

Heuristic tasks: involves trial and error anddiscovering the solution by yourself

Working away from boss

Virtual teams; teleworkers


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Group discussions

Theories of motivation have focused

primarily on explaining individual

behaviour. What changes are suggesting

thatgroup-based motivation will become more

important in the future?

How can you motivate a team?

Lecture 5 - 6 Motivation

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