Motivation Mona Farid-Nejad. Design Challenge: Human Centered Design.
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Transcript of Motivation Mona Farid-Nejad. Design Challenge: Human Centered Design.
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MotivationMona Farid-Nejad
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Design Challenge: Human Centered Design
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Where could you use some more motivation?
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What is Motivation?
- The set of forces that initiates, directs, and makes people persist in their efforts to accomplish a goal.
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Effort & Performance
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Need Satisfaction Theories
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Need Satisfaction: Maslow’ Hierarchy of Needs
Maslow arranged five needs in a hierarchy
Satisfaction-progression process: even if a person is unable to satisfy a higher need, s/he will be motivated by it until it is eventually satisfied; as they are satisfied, people move to the next need up the hierarchy
Too rigid: satisfaction-progression not supported
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Need Satisfaction: Alderfer’s ERG Model
Alderfer’s model has three sets of needs
Adds frustration-regression process to Maslow’s model: unable to satisfy a higher need leads to frustration and regression to the next lower need level
Can have more than one need at a time
Less rigid than Maslow
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Need Satisfaction: McClelland’s Learned Needs
Needs are learned
Individual differences in needs
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Motivating with Needs
- Get to know employees and their needs- Pay people a livable wage - Provide opportunities for:
- team building - empowerment- learning and growth
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Extrinsic and Intrinsic Rewards
https://www.ted.com/talks/dan_pink_on_motivation
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Extrinsic and Intrinsic Rewards
Extrinsic Rewards- tangible and visible to others- given contingent on performanceIntrinsic Rewards- natural rewards- associated with performing the task for its own
sake
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Extrinsic Rewards Motivate Employees to...
1. Join the organization 2. Regularly attend their jobs 3. Perform their jobs well4. Stay with the organization
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Intrinsic Rewards Include...
- Sense of accomplishment
- Feeling of responsibility
- Chance to learn something new
- The fun that comes from performing an interesting, challenging, and engaging task
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Most Important Rewards
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How might you use the information we’ve learned so far to help your partner get motivated?- What does your partner need?- Is there any part of the task they’re intrinsically
motivated by?- If not, what extrinsic rewards might they desire?
Question?
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Equity Theory
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Equity Theory
- People will be motivated at work when they perceive that they are being treated fairly.- Note: equity is subjective
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Components of Equity Theory
- Inputs - i.e. Effort
- Outcomes - i.e. Rewards
- The Referent- O/I Ratio
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Equity Theory Predictions
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Reactions to Underreward
- Reduce inputs - Increase outcomes - Rationalize inputs and outcomes- Change the referent- Leave
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Motivating with Equity
- Identify and correct inequities- Reduce inputs or increase outcomes- Utilize fair decision making processes
- Distributive justice- Procedural justice
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Expectancy Theory
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Defining Expectancy Theory
The idea that people will be motivated to the extent to which that they believe that their efforts will lead to good performance, that good performance will be rewarded, and that they will be offered attractive rewards.
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Components of Expectancy Theory
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Motivating with Expectancy Theory
Increasing the E-to-P Expectancy- Training, selection, resources, clarify roles, provide coaching and
feedbackIncreasing the P-to-O Instrumentality- Measure performance accurately, explain how rewards are based
on performanceIncreasing outcome valences- Use valued rewards, individualize rewards, minimize countervalent
outcomes
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Reinforcement Theory
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Defining Reinforcement Theory
Says that behavior is a function of its consequences, that behaviors followed by positive consequences (i.e. reinforced) will occur more frequently, and that behaviors either followed by negative consequences or not followed by positive consequences will occur less frequently.
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Components of Reinforcement Theory
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Schedules for Delivering Reinforcement
- Continuous reinforcement- Reinforcement follows every instance of the
behavior- Ex. $2 per widget
- Intermittent reinforcement - Reinforcement provided after a certain or average
number of behaviors are performed or after a certain or average amount of time
- Ex. Quarterly bonuses or recognition events
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Intermittent Reinforcement Schedules
Reinforcement applied after completion of a changing number of behaviors
Reinforcement applied after completion of a fixed number of behaviors
Interval(time)
Ratio(behaviors)
VariableFixed
Reinforcement applied at variable time intervals
Reinforcement applied after a fixed amount of time.
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Motivating with Reinforcement Theory
- Effective administration of punishment - Simplest reinforcement schedule- Five step model
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Five Steps to Motivate Employees through Reinforcement Theory
Identify key behaviors
Measure behaviors at
baseline
Analyze causes and
consequences
Intervene with reinforcement
Evaluate results of intervention
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Goal-Setting Theory
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Defining Goal-Setting Theory
Says that people will be motivated to the extent to which they accept specific, challenging goals and receive feedback that indicates their progress toward goal achievement.
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Components of Goal-Setting Theory
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SMART Goals
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Motivating with Goal-Setting Theory
- Assign specific, challenging goals
- Make sure that goals are relevant to company objectives and that employees truly accept the goals- Build buy-in through participatory goal-setting
- Managers should provide frequent, specific, performance-related feedback.
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Design
Empathize
Define
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How Can you Help Your Partner?
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Thank You!