MotivationMotivation

Self Management SkillsSelf Management Skills

MotivationMotivationMotivation is the key to performance Motivation is the key to performance improvement. There is an old saying you improvement. There is an old saying you can take a horse to the water but you can take a horse to the water but you cannot force it cannot force it

to drink; it will drink only if it's thirsty - so to drink; it will drink only if it's thirsty - so with people. They will do what they want with people. They will do what they want to do or otherwise motivated to do. to do or otherwise motivated to do. Whether it is to excel on the workshop Whether it is to excel on the workshop floor or in the 'ivory tower' they must be floor or in the 'ivory tower' they must be motivated or driven to it, either by motivated or driven to it, either by themselves or through external stimulus.themselves or through external stimulus.

MotivationMotivationTo understand motivation one must To understand motivation one must understand human nature itself. understand human nature itself. And there lies the problem!And there lies the problem!Human nature can be very simple, Human nature can be very simple, yet very complex too. yet very complex too. An understanding and appreciation An understanding and appreciation of this is a prerequisite to effective of this is a prerequisite to effective employee motivation in the employee motivation in the workplace and therefore effective workplace and therefore effective management and leadership.management and leadership.

Why study and apply employee Why study and apply employee motivation principles?motivation principles?

Quite apart from the benefit and moral Quite apart from the benefit and moral value of an altruistic approach to treating value of an altruistic approach to treating colleagues as human beings and colleagues as human beings and respecting human dignity in all its forms, respecting human dignity in all its forms,

research and observations show that well research and observations show that well motivated employees are more motivated employees are more productive and creative. The inverse also productive and creative. The inverse also holds true. holds true.

MotivationMotivation

Are they born with the self-motivation Are they born with the self-motivation or drive? Yes and no. If no, they can or drive? Yes and no. If no, they can be be

motivated, for motivation is a skill motivated, for motivation is a skill which can and must be learnt. This is which can and must be learnt. This is essential for any business to survive essential for any business to survive and succeed.and succeed.

MotivationMotivationPerformance is considered to be a function of ability and motivation, thus:Performance is considered to be a function of ability and motivation, thus: Job performance =f (ability) (motivation) Job performance =f (ability) (motivation) Ability in turn depends on education, experience and training and its Ability in turn depends on education, experience and training and its improvement is a slow and long process. improvement is a slow and long process. On the other hand motivation can be improved quickly. There are many On the other hand motivation can be improved quickly. There are many options and an uninitiated manager may not even know where to start. As options and an uninitiated manager may not even know where to start. As a guideline, there are broadly seven strategies for a guideline, there are broadly seven strategies for

motivation.motivation. Positive reinforcement / high expectations Positive reinforcement / high expectations Effective discipline and punishment Effective discipline and punishment Treating people fairly Treating people fairly Satisfying employees needs Satisfying employees needs Setting work related goals Setting work related goals Restructuring jobs Restructuring jobs Base rewards on job performance Base rewards on job performance

MotivationMotivationThese are the basic strategies, though the mix in the final These are the basic strategies, though the mix in the final

'recipe' will vary from workplace situation to situation. 'recipe' will vary from workplace situation to situation. Essentially, there is a gap between an individuals actual Essentially, there is a gap between an individuals actual state and some desired state and the manager tries to state and some desired state and the manager tries to reduce this gap.reduce this gap.

Motivation is, in effect, a means to reduce and manipulate this Motivation is, in effect, a means to reduce and manipulate this gap. It is gap. It is

inducing others in a specific way towards goals specifically inducing others in a specific way towards goals specifically stated by the motivator. Naturally, these goals as also the stated by the motivator. Naturally, these goals as also the motivation system must conform to he corporate policy of motivation system must conform to he corporate policy of the organization. the organization.

The motivational system must be tailored to the situation and The motivational system must be tailored to the situation and to the organization.to the organization.

In one of the most elaborate studies on employee motivation, involving 31,000 In one of the most elaborate studies on employee motivation, involving 31,000 men and 13,000 women, the Minneapolis Gas Company sought to determine men and 13,000 women, the Minneapolis Gas Company sought to determine

what their potential employees desire most from a job. This study was what their potential employees desire most from a job. This study was carried out during a 20 year period from 1945 to 1965 and was quite carried out during a 20 year period from 1945 to 1965 and was quite revealing. revealing.

The ratings for the various factors differed only slightly between men and The ratings for the various factors differed only slightly between men and women, but both groups considered security as the highest rated factor. women, but both groups considered security as the highest rated factor. The next three factors were;The next three factors were; advancement advancement type of work type of work company - proud to work for company - proud to work for

Surprisingly, factors such as pay, benefits and working conditions were given a Surprisingly, factors such as pay, benefits and working conditions were given a low rating by both groups. So after all, and contrary to common belief, money low rating by both groups. So after all, and contrary to common belief, money

is is not the prime motivator. (Though this should not be regarded as a signal to not the prime motivator. (Though this should not be regarded as a signal to reward employees poorly or unfairly.)reward employees poorly or unfairly.)

Goal Setting and motivationGoal Setting and motivationAsk any person who is successful in whatever he Ask any person who is successful in whatever he or she is doing what motivates him/her, and very or she is doing what motivates him/her, and very likely the answer will be "goals". likely the answer will be "goals". Goal SettingGoal Setting is is extremely important to motivation and success. extremely important to motivation and success. So what motivates you? Why are you in college? So what motivates you? Why are you in college? If you are in college because that's what your If you are in college because that's what your parents want, you may find it difficult to motivate parents want, you may find it difficult to motivate yourself. Sure, it's possible to succeed with yourself. Sure, it's possible to succeed with someone else providing the motivation for you. someone else providing the motivation for you. ("If you graduate from college, I'll give you a car!" ("If you graduate from college, I'll give you a car!" or worse "If you don't graduate from college, you or worse "If you don't graduate from college, you won't get a car.") But motivation that comes from won't get a car.") But motivation that comes from within really makes the difference. within really makes the difference.

MotivationMotivationCertainly, you need some intelligence, Certainly, you need some intelligence, knowledge base, study skills, and time knowledge base, study skills, and time management skills, but if you don't have management skills, but if you don't have motivation, you won't get far. Think about motivation, you won't get far. Think about this analogy. You have a car with a full this analogy. You have a car with a full tank of gas, a well-tuned engine, good set tank of gas, a well-tuned engine, good set of tires, quadraphonic CD system, and a of tires, quadraphonic CD system, and a sleek, polished exterior. There it sits. This sleek, polished exterior. There it sits. This car has incredible potential. (Have you car has incredible potential. (Have you heard that before?) However, until a driver heard that before?) However, until a driver sits behind the wheel, puts the key in the sits behind the wheel, puts the key in the ignition, and cranks it up, the car doesn't ignition, and cranks it up, the car doesn't function. function.

MotivationMotivationInterest is an important motivator for a student. Interest is an important motivator for a student. So is a desire to learn. When you link these two So is a desire to learn. When you link these two things together, you create success. things together, you create success. Often success in an endeavor leads to more Often success in an endeavor leads to more interest and a greater desire to learn, creating an interest and a greater desire to learn, creating an upward spiral of motivation toward a goal you upward spiral of motivation toward a goal you have established. have established. So be honest with yourself. Are you genuinely So be honest with yourself. Are you genuinely interested in being in college? Have you set interested in being in college? Have you set realistic goals for yourself? How can you develop realistic goals for yourself? How can you develop the internal motivation that really counts? the internal motivation that really counts? When it comes to motivation, When it comes to motivation, KNOWINGKNOWING is not as is not as important as important as DOINGDOING. .

What is Motivation?What is Motivation?MotivationMotivation refers to the initiation, refers to the initiation, direction, intensity and persistence of direction, intensity and persistence of behavior. behavior. Motivation is a temporary and dynamic Motivation is a temporary and dynamic state that should not be confused with state that should not be confused with personalitypersonality or or emotionemotion. . Motivation is having the desire and Motivation is having the desire and willingness to do something.willingness to do something.MotivationMotivation is the set of reasons that is the set of reasons that determines one to engage in a particular determines one to engage in a particular behavior. behavior.

MotivationMotivation

According to various theories, According to various theories, motivation may be rooted in the basic motivation may be rooted in the basic need to minimize physical pain and need to minimize physical pain and maximize pleasure, or it may include maximize pleasure, or it may include specific needs such as eating and specific needs such as eating and resting, or a desired object, hobby, resting, or a desired object, hobby, goalgoal, , state of being, state of being, idealideal, or it may be , or it may be attributed to less-apparent reasons attributed to less-apparent reasons such as such as altruismaltruism, or , or moralitymorality, or , or overcoming overcoming mortalitymortality. .

Where does motivation come from?Where does motivation come from?

Jeremy BenthamJeremy Bentham in in An Introduction An Introduction to the Principles of Morals and to the Principles of Morals and LegislationLegislation::

““Nature has placed mankind under Nature has placed mankind under the governance of two sovereign the governance of two sovereign masters, pain and pleasure. It is for masters, pain and pleasure. It is for them alone to point out what we them alone to point out what we ought to do, as well as to determine ought to do, as well as to determine what we shall do” (Bentham 1789).what we shall do” (Bentham 1789).

Motivational concepts Motivational concepts The Incentive Theory of MotivationThe Incentive Theory of Motivation

A A rewardreward, tangible or intangible, is , tangible or intangible, is presented after the occurrence of an presented after the occurrence of an action (i.e. behavior) with the intent to action (i.e. behavior) with the intent to cause the behavior to occur again. This is cause the behavior to occur again. This is done by done by associatingassociating positive meaning to positive meaning to the behavior. Studies show that if the the behavior. Studies show that if the person receives the reward immediately, person receives the reward immediately, the effect would be greater, and decreases the effect would be greater, and decreases as duration lengthens. Repetitive action-as duration lengthens. Repetitive action-reward combination can cause the action reward combination can cause the action to become to become habithabit. .

The Incentive Theory of MotivationThe Incentive Theory of MotivationMotivation comes from two things: you, and other Motivation comes from two things: you, and other people. There is extrinsic motivation, which people. There is extrinsic motivation, which comes from others, and intrinsic motivation, comes from others, and intrinsic motivation, which comes from within you.which comes from within you.Rewards can also be organized as extrinsic or Rewards can also be organized as extrinsic or intrinsic. Extrinsic rewards are external to the intrinsic. Extrinsic rewards are external to the person; for example, praise or money. Intrinsic person; for example, praise or money. Intrinsic rewards are internal to the person; for example, rewards are internal to the person; for example, satisfactionsatisfaction or a feeling of accomplishment. or a feeling of accomplishment.Some authors distinguish between two forms of Some authors distinguish between two forms of intrinsic motivation: one based on intrinsic motivation: one based on enjoymentenjoyment, the , the other on obligation. In this context, obligation other on obligation. In this context, obligation refers to motivation based on what an individual refers to motivation based on what an individual thinks ought to be done. For instance, a feeling of thinks ought to be done. For instance, a feeling of responsibility for a mission may lead to helping responsibility for a mission may lead to helping others beyond what is easily observable, others beyond what is easily observable, rewarded, or fun.rewarded, or fun.

Intrinsic and extrinsic motivation Intrinsic and extrinsic motivation Intrinsic motivationIntrinsic motivation occurs when people engage in an activity, such as a occurs when people engage in an activity, such as a hobby, without obvious external incentiveshobby, without obvious external incentivesStudents are likely to be intrinsically motivated if they:attribute their Students are likely to be intrinsically motivated if they:attribute their educational results to internal factors that they can control (e.g. the educational results to internal factors that they can control (e.g. the amount of effort they put in), believe they can be effective agents in amount of effort they put in), believe they can be effective agents in reaching desired goals (i.e. the results are not determined by luck), reaching desired goals (i.e. the results are not determined by luck),

are interested in mastering a topic, rather than just rote-learning to achieve are interested in mastering a topic, rather than just rote-learning to achieve good grades. good grades. In knowledge-sharing communities and organizations, people often cite In knowledge-sharing communities and organizations, people often cite altruistic reasons for their participation, including contributing to a altruistic reasons for their participation, including contributing to a common good, a moral obligation to the group, mentorship or 'giving back'. common good, a moral obligation to the group, mentorship or 'giving back'. In work environments, money may provide a more powerful extrinsic factor In work environments, money may provide a more powerful extrinsic factor than the intrinsic motivation provided by an enjoyable workplace.than the intrinsic motivation provided by an enjoyable workplace.In terms of sports, intrinsic motivation is the motivation that comes from In terms of sports, intrinsic motivation is the motivation that comes from inside the performer. That is, the athlete competes for the love of the inside the performer. That is, the athlete competes for the love of the sport.sport.

Employee MotivationEmployee MotivationHowever, intrinsic motivation is no However, intrinsic motivation is no panaceapanacea for for employee motivation. Problems include:employee motivation. Problems include:– For many commercially viable activities it may not be For many commercially viable activities it may not be

possible to find any or enough intrinsically motivated possible to find any or enough intrinsically motivated people. people.

– Intrinsically motivated employees need to eat, too. Intrinsically motivated employees need to eat, too. Other forms of compensation remain necessary. Other forms of compensation remain necessary.

– Intrinsic motivation is easily destroyed. For instance, Intrinsic motivation is easily destroyed. For instance, additional extrinsic motivation is known to have a additional extrinsic motivation is known to have a negative impact on intrinsic motivation in many cases, negative impact on intrinsic motivation in many cases, perceived injustice in awarding such external incentives perceived injustice in awarding such external incentives even more so.even more so.

Extrinsic MotivationExtrinsic MotivationExtrinsic motivationExtrinsic motivation comes from outside comes from outside of the performer. Money is the most of the performer. Money is the most obvious example, but coercion and threat obvious example, but coercion and threat of punishment are also common extrinsic of punishment are also common extrinsic motivations.motivations.In sports, the crowd may cheer the In sports, the crowd may cheer the performer on, and this motivates him or performer on, and this motivates him or her to do well. Trophies are also extrinsic her to do well. Trophies are also extrinsic incentives. Competition is often extrinsic incentives. Competition is often extrinsic because it encourages the performer to because it encourages the performer to win and beat others, not to enjoy the win and beat others, not to enjoy the intrinsic rewards of the activity.intrinsic rewards of the activity.

Extrinsic MotivationExtrinsic MotivationTraditionally, Traditionally, extrinsic motivationextrinsic motivation has been used to has been used to motivate employees:motivate employees:– Tangible rewards such as payments, promotions (or Tangible rewards such as payments, promotions (or

punishments). punishments). – Intangible rewards such as praise or public commendation. Intangible rewards such as praise or public commendation.

Within economies transitioning from Within economies transitioning from assembly linesassembly lines to to service industriesservice industries, the importance of intrinsic motivation , the importance of intrinsic motivation rises:rises:The further jobs move away from pure assembly lines, the The further jobs move away from pure assembly lines, the harder it becomes to measure individual harder it becomes to measure individual productivityproductivity. This . This effect is most pronounced for effect is most pronounced for knowledge workersknowledge workers and and amplified in amplified in teamworkteamwork..

PunishmentPunishment

PunishmentPunishment– Punishment, when referred in general, is Punishment, when referred in general, is

an unfavorable condition introduced into an unfavorable condition introduced into the environment to eliminate the environment to eliminate undesirable behavior. This is used as undesirable behavior. This is used as one of the measures of Behavior one of the measures of Behavior Modification.Modification.

StressStressStressStress– Stress works in a strange way to motivate, like Stress works in a strange way to motivate, like

reverse psychologyreverse psychology. When under stress and . When under stress and difficult situations, a person feels pressured. difficult situations, a person feels pressured. This may trigger feelings of under-achieving, This may trigger feelings of under-achieving, which results in a reverse mindset, to strive to which results in a reverse mindset, to strive to achieve. achieve.

– The net amount motivation under stress may The net amount motivation under stress may motivate a person to work harder in order to motivate a person to work harder in order to "compensate" for his feelings."compensate" for his feelings.

Direct and Indirect MotivationDirect and Indirect MotivationA distinction can also be made between direct and indirect A distinction can also be made between direct and indirect motivation:motivation:In direct motivation, the action satisfies the need In direct motivation, the action satisfies the need In indirect motivation, the action satisfies an intermediate In indirect motivation, the action satisfies an intermediate goal, which can in turn lead to the satisfaction of a need. goal, which can in turn lead to the satisfaction of a need. For Example: For Example: moneymoney is typically viewed as a powerful is typically viewed as a powerful indirect motivation, whereas indirect motivation, whereas job satisfactionjob satisfaction and a pleasant and a pleasant social environment are more direct motivations. social environment are more direct motivations. However, this example highlights well that an indirect However, this example highlights well that an indirect motivational factor (money) towards an important goal motivational factor (money) towards an important goal (having food, clothes etc.) may well be more powerful than (having food, clothes etc.) may well be more powerful than the direct motivation provided by an enjoyable workplace.the direct motivation provided by an enjoyable workplace.

CoercionCoercion

CoercionCoercion– The most obvious form of motivation is The most obvious form of motivation is

coercioncoercion, where the avoidance of , where the avoidance of painpain or or other negative consequences has an other negative consequences has an immediate effect. immediate effect.

– When such coercion is permanent, it is When such coercion is permanent, it is considered considered slaveryslavery. .

– Successful coercion sometimes can take Successful coercion sometimes can take priority over other types of motivation.priority over other types of motivation.

Need TheoriesNeed TheoriesMaslow's TheoryMaslow's TheoryAbraham Maslow's Abraham Maslow's hierarchy of human needshierarchy of human needs theory is the most widely discussed theory of theory is the most widely discussed theory of motivation.motivation.The theory can be summarized as thus:The theory can be summarized as thus:– Human beings have wants and desires which influence Human beings have wants and desires which influence

their behaviour, only unsatisfied needs can influence their behaviour, only unsatisfied needs can influence behaviour, satisfied needs cannot. behaviour, satisfied needs cannot.

– Since needs are many, they are arranged in order of Since needs are many, they are arranged in order of importance, from the basic to the complex. importance, from the basic to the complex.

– The person advances to the next level of needs only The person advances to the next level of needs only after the lower level need is at least minimally satisfied. after the lower level need is at least minimally satisfied.

– The further the progress up the hierarchy, the more The further the progress up the hierarchy, the more individuality, humanness and psychological health a individuality, humanness and psychological health a person will show.person will show.

Maslow’s TheoryMaslow’s Theory

The needs, listed from basic (lowest, The needs, listed from basic (lowest, earliest) to most complex (highest, earliest) to most complex (highest, latest) are as follows:latest) are as follows:

PhysiologicalPhysiological

Safety and securitySafety and security

SocialSocial

Self esteemSelf esteem

Self actualizationSelf actualization

Herzberg’s Two Factor TheoryHerzberg’s Two Factor TheoryHerzberg’s Two Factor TheoryHerzberg’s Two Factor Theory– Frederick HerzbergFrederick Herzberg's 's two factor theorytwo factor theory, concludes that certain , concludes that certain

factors in the workplace result in factors in the workplace result in job satisfactionjob satisfaction, while others , while others do not, but if absent lead to dissatisfaction.do not, but if absent lead to dissatisfaction.

– He distinguished between: motivation and hygieneHe distinguished between: motivation and hygiene– MotivatorsMotivators; (e.g. challenging work, recognition, responsibility) ; (e.g. challenging work, recognition, responsibility)

which give positive satisfaction, which give positive satisfaction, andand – Hygiene factorsHygiene factors; (e.g. status, ; (e.g. status, job securityjob security, , salarysalary and fringe and fringe

benefits) which do not motivate if present, but if absent will benefits) which do not motivate if present, but if absent will result in demotivation. result in demotivation.

The name Hygiene factors is used because, like hygiene, The name Hygiene factors is used because, like hygiene, the presence will not make you healthier, but absence can the presence will not make you healthier, but absence can can cause health deterioration.can cause health deterioration.The theory is sometimes called the "Motivator-Hygiene The theory is sometimes called the "Motivator-Hygiene Theory."Theory."

Alderfer’s ERG TheoryAlderfer’s ERG TheoryAlderfer’s ERG TheoryAlderfer’s ERG Theory– Created by Created by Clayton AlderferClayton Alderfer, Maslow's , Maslow's

hierarchy of needs was expanded, leading to hierarchy of needs was expanded, leading to his his ERG theoryERG theory

– ((ExistenceExistence, Relatedness and , Relatedness and GrowthGrowth). ). – PhysiologicalPhysiological and and safetysafety, the lower order , the lower order

needs, were placed in the Existence category. needs, were placed in the Existence category. – LoveLove and and self esteemself esteem needs were placed in the needs were placed in the

Relatedness category. Relatedness category. – The Growth category contained the self The Growth category contained the self

actualization and self esteem needs.actualization and self esteem needs.

Cognitive DissonanceCognitive DissonanceCognitive dissonanceCognitive dissonance– Suggested by Leon Festinger, this occurs when Suggested by Leon Festinger, this occurs when

an individual experiences some degree of an individual experiences some degree of mental discomfort resulting from an mental discomfort resulting from an incompatibility between two cognitions.incompatibility between two cognitions.

Another example of cognitive dissonance Another example of cognitive dissonance is when a belief and a behavior are in is when a belief and a behavior are in conflict. conflict. – A person may believe smoking is bad for one's A person may believe smoking is bad for one's

health and yet continues to smoke.health and yet continues to smoke.

Self-Determination TheorySelf-Determination TheorySelf-Determination TheorySelf-Determination Theory– Self-Determination TheorySelf-Determination Theory, developed by Edward Deci , developed by Edward Deci

and Richard Ryan, focuses on the importance of and Richard Ryan, focuses on the importance of intrinsic motivationintrinsic motivation in driving human behavior. in driving human behavior.

– Like Maslow's hierarchical theory and others that built Like Maslow's hierarchical theory and others that built on it, SDT posits a natural tendency toward growth and on it, SDT posits a natural tendency toward growth and development. development.

– Unlike these other theories, however, SDT does not Unlike these other theories, however, SDT does not include any sort of "autopilot" for achievement, but include any sort of "autopilot" for achievement, but instead requires active encouragement from the instead requires active encouragement from the environment. environment.

– The primary factors that encourage motivation and The primary factors that encourage motivation and development are autonomy, competence feedback, and development are autonomy, competence feedback, and relatedness.relatedness.

Achievement Motivation TheoryAchievement Motivation TheoryMcClelland's Achievement McClelland's Achievement Motivation TheoryMotivation Theory– David McClellandDavid McClelland’s ’s achievement achievement

motivation theorymotivation theory envisages that a envisages that a person has need for three things but person has need for three things but people differ in degree in which the people differ in degree in which the various needs influence their behavior:various needs influence their behavior:

Need for achievementNeed for achievement Need for powerNeed for power Need for affiliationNeed for affiliation

Goal Setting TheoryGoal Setting TheoryGoal-setting theoryGoal-setting theory– Goal-setting theory is based on the notion that individuals Goal-setting theory is based on the notion that individuals

sometimes have a drive to reach a clearly defined end state. sometimes have a drive to reach a clearly defined end state. – Often, this end state is a reward in itself. Often, this end state is a reward in itself. – This explains why some children are more motivated to learn This explains why some children are more motivated to learn

how to ride a bike than mastering algebra. how to ride a bike than mastering algebra. – A goal should be moderate, not too hard or too easy to A goal should be moderate, not too hard or too easy to

complete. complete. – In both cases, most people are not optimally motivated, as In both cases, most people are not optimally motivated, as

many want a challenge (which assumes some kind of many want a challenge (which assumes some kind of insecurity of success). insecurity of success).

– At the same time people want to feel that there is a substantial At the same time people want to feel that there is a substantial probability that they will succeed. Specificity concerns the probability that they will succeed. Specificity concerns the description of the goal. description of the goal.

– The goal should be objectively defined and intelligible for the The goal should be objectively defined and intelligible for the individual. A classic example of a poorly specified goal is to get individual. A classic example of a poorly specified goal is to get the highest possible grade. Most children have no idea how the highest possible grade. Most children have no idea how much effort they need to reach that goal.much effort they need to reach that goal.

Applications Applications EducationEducation Motivation is of particular interest to Educational psychologists Motivation is of particular interest to Educational psychologists

because of the crucial role it plays in student learning.because of the crucial role it plays in student learning.Motivation in education can have several effects on how Motivation in education can have several effects on how students learn and their behavior towards subject matter students learn and their behavior towards subject matter (Ormrod, 2003). It can:(Ormrod, 2003). It can:Direct behavior toward particular goals Direct behavior toward particular goals Lead to increased effort and energy Lead to increased effort and energy Increase initiation of, and persistence in, activities Increase initiation of, and persistence in, activities Enhance cognitive processing Enhance cognitive processing Determine what consequences are reinforcing Determine what consequences are reinforcing Lead to improved performance. Lead to improved performance. Because students are not always internally motivated, they Because students are not always internally motivated, they sometimes need sometimes need situated motivationsituated motivation, which is found in , which is found in environmental conditions that the teacher creates.environmental conditions that the teacher creates.

ApplicationsApplicationsBusinessBusinessAt lower levels of Maslow's hierarchy of needs, At lower levels of Maslow's hierarchy of needs, such as Physiological needs, money is a such as Physiological needs, money is a motivator, however it tends to have a motivating motivator, however it tends to have a motivating effect on staff that lasts only for a short period (in effect on staff that lasts only for a short period (in accordance with Herzberg's two-factor model of accordance with Herzberg's two-factor model of motivation). At higher levels of the hierarchy, motivation). At higher levels of the hierarchy, praise, respect, recognition, empowerment and a praise, respect, recognition, empowerment and a sense of belonging are far more powerful sense of belonging are far more powerful motivators than money, motivators than money, as Motivated employees always look for better as Motivated employees always look for better ways to do a job. ways to do a job. Motivated employees are more quality oriented. Motivated employees are more quality oriented. Motivated workers are more productive Motivated workers are more productive