Motivation
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Motivatio n Bruce Murray with a discussion of 1
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An interactive, business school classroom presentation. No notes on the "academic" slides.
Transcript of Motivation
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Motivation
Bruce Murray
with a discussion of
Start with some academic theory
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Three Brain Functions
Think
Feel Want3
Source: Critical Thinking, by Richard Paul & Linda Elder, 2006
Maslow’s Hierarchy of Needs Source: You’ll find thousands of these online 4
Needs
Wants
Three Work Scenarios
Imagine yourself in these people’s shoes.
What do you think?How would you feel?What do you want?
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Meet Sharon.
She buys DVDs for a small chain of rental stores.
Sharon is told to minimize her ordersbecause inventory costs are too high.
So Sharon cuts back her orders.
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Stock keeps going out the door.
Sharon suspects what’s comingnext ...
… and it does.
Sorry.Please
come back
tomorrow
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At the company meeting, the boss is furious.
How does Sharon feel?What is she thinking? What does she want?
They missed their sales goal and he blames Sharon for running out of stock.
He now requires her to get his approval for each day’s order.
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Now meet Tom, a project manager and a happy guy. He just got a pay raise and learned that he’ll be managing a team of engineers.
He is not an engineer, so he asks for some training
in machine design.
Tom is assigned to an HR taskforce on performance appraisals …
and then he’s asked to helpre-arrange the warehouse.
Tom tells his boss again, “I need design training!”
He is sent to a seminar titled, “Designing Spreadsheets to Better Track Your Projects.”
Tom’s not getting what he wants.How does he feel now about the promotion?
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Spreadsheets?I’m a project manager.
Boss knows I can do those in my sleep.
The third scenario is a little different.It’s about a group research project.
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The university fundraising department is divided into three groups.
Group 1 read other employees’ stories describing the personal benefits they get in their jobs – new skills,
pay, benefits, new friendships, etc.
Group 2 read stories from the beneficiaries of the fundraising – scholarship winners, new
programs, work study, and other opportunities not previously available.
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Group 3 did not read any stories.
Readers were told not to discuss their readings with others.
After a month, what were the results?
Groups 1 & 3 – “personal benefits” and “no reading” averaged 9 pledges, raising $1288.
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Groups 1 & 3 – “personal benefits” and “no reading” averaged 9 pledges, raising $1288.
Group 2 – “how their work affected the world” averaged 23 pledges and $3130.
How does this compare with your experience?In employment, volunteer work, personal pursuits?
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Back to the academic.
Herzberg’s Two Factors Theory
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MotivatorsNo limits to the upside of satisfaction.
HygieneUnmet needs are de-motivators.Satisfactions don’t last.
What have you done for me lately? Sources: a few less than Maslow’s thousands
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Dan Pink reduces all this theory into 3 simple motivators.
Autonomy
Mastery
Purpose
Control over what we do and how we do it
Attaining new knowledge and skills
Find meaningbeyond one’s self
Takeaways• It doesn’t take much to motivate people to meet their physical needs• Not much more to motivate for security, love, • or a sense of belonging• Self-esteem and self-actualization come about through:o Autonomy in thought, word, and deedo Gaining knowledge and mastery of new skillso Finding meaning and purpose outside of oneself
• Leaders nourish their own motivation, and• Leaders inspire and motivate others
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Take a few minutes to write. How does this relate to you? How will you apply it?
