Motivating Others Making Others Want to do More. “Between stimulus and response is our greatest...
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Transcript of Motivating Others Making Others Want to do More. “Between stimulus and response is our greatest...
![Page 1: Motivating Others Making Others Want to do More. “Between stimulus and response is our greatest power – the freedom to choose.” »Stephen Covey.](https://reader036.fdocuments.in/reader036/viewer/2022062421/56649c9c5503460f9495a8fd/html5/thumbnails/1.jpg)
Motivating Others
Making Others
Want to do More
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• “Between stimulus and response is our greatest power – the freedom to choose.”
» Stephen Covey
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Today’s Objectives
• Identify and define motivation
• Analyze and discuss theories of motivation
• Activities – Putting motivation to work – What motivates you?
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• What does it mean to motivate?
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• Can you really motivate someone else?
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• Where does motivation come from?
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Motivation
• Anything that affects behavior in pursuing a certain outcome.
• The Motivation Process – people go from need to motive to behavior to consequence to satisfaction or dissatisfaction
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Motivation Feedback Loop
Satisfaction or
Need Motive Behavior Consequence Dissatisfaction
Feedback
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Three Theories of Motivation
• Maslow – Hierarchy of Needs
• Herzberg – Two-Factor
• McClelland – Acquired Needs
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Maslow – Hierarchy of Needs• Developed in 1940 by Abraham
Maslow
• Based on 4 major assumptions:1. Only unmet needs motivate
2. People’s needs are arranged in order of importance (basic – complex)
3. Lower-level needs must be met first
4. There are 5 classifications of need
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Hierarchy of Needs
1. Physiological:– Primary or basic
needs, ie. air, food, shelter, sex and relief or avoidance of pain
2. Safety:– Once the
physiological needs are met, the individual is concerned with safety and security
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Hierarchy Continued
3. Belongingness: – After safety needs,
people look for love, friendship, acceptance, and affection
– Also Social Needs
4. Esteem:– After social needs, the
individual focuses on ego, status, self-respect, recognition for accomplishments and feeling of self-confidence and prestige
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Hierarchy Continued
• Self-Actualization:– Highest level of need is to develop one’s full
potential. To do so, one seeks growth, achievement, and advancement.
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The Model
SA
Esteem
Social
Safety
Physiological
(Self-Actualization)
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How it Works
• When using Maslow’s hierarchy, there should be every attempt to meet individual’s lower needs first.
• You must be able to get to know and understand people’s needs and meet them.
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Herzberg Two-Factor
• Developed in the 1960s• Two levels of Need
– Lower-level: Hygiene or Maintenance– Higher-level: Motivators
• People are motivated by motivators rather than by maintenance factors
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Maintenance – Extrinsic Factors
• Motivation comes from outside the person and the job itself
• Include: pay, job security, title, working conditions, fringe benefits, and relationships
• All factors related to lower-level needs
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Motivators – Intrinsic Factors
• Motivation comes from within the person through the work itself
• Include: achievement, recognition, challenge, and advancement
• All factors related to higher-level needs
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The Model
Satisfied (with job motivator factors) Not Satisfied(Motivated) (Not Motivated)
(intrinsic motivators – esteem and self-actualization needs – growth needs)Work itself, recognition, achievement, increased responsibility, growth
Not Dissatisfied (with the maintenance factors) Dissatisfied
Motivator Factors
(extrinsic motivators – physiological, safety, and social needs – existence and Relatedness needs)
Pay, benefits, job security, working conditions, company policies
High Maintenance Factors Low
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How it Works
• Looking beyond external or extrinsic motivators
• However, lower level extrinsic motivators have to be satisfactory for there to be a higher level of intrinsic motivation
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Herzberg Self-Assessment
• Take a few minutes and work through the Job Motivators and Maintenance Factors Exercise
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Job Motivators and Maintenance Factors
• Did the outcomes surprise you? Why or why not?
• How do you see this taking affect in your everyday life?
• Do you feel these are important considerations when trying to motivate others?
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McClelland – Acquired Needs
• Developed in the 1940s• Classified as both a trait and a motivation• Needs are based on personality traits• All people have the need for achievement,
power and affiliations
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High Achievement
• Tasks must be challenging with clear attainable objectives
• Fast and frequent feedback a must
• Continued increases in responsibility
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High Power
• Need to be able to plan and control
• Inclusion in decision making necessary, especially when affected
• Best performance alone vs in team
• Assign whole tasks, not parts
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High Affiliation
• Must work as part of a team
• Satisfaction derived from people, not the task
• Needs lots of praise and recognition
• Delegate responsibility for training and orientation
• Good buddies and/or mentors
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McClelland Motive Assessment
• Take a few minutes and complete the Motive Profile
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Motive Profile• Did the outcomes surprise you? Why or
why not?
• How do you see this taking affect in your everyday life?
• Do you feel these are important considerations when trying to motivate others?
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The 3 Theories
• Your team has been hired to address motivation in the workplace
• Each team is assigned a specific model or theory of motivation
• Devise a plan for addressing motivation
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Objective Review
• What does motivation mean? How might it be defined?
• What is one theory and how might you use it in the future to address motivation?