PHED 1027February 26th & 28th

March 1, 2

March 8, 9

Please contact Michelle Zurawski in

the Ed Centre gym office

Michelle.zurawski@canadorec.on.ca

A drive that STARTS or MAINTAINS an

activity

From the Latin movere, meaning “to

move”

Psychological term used to explain

the WHY of behaviour

Instincts & drives – earliest theories

Social cognitions, perceptions,

emotions – modern paradigm

Amotivation – absence of motivation

Extrinsic motivation – to receive

reward or avoid punishment (external

regulation)

Intrinsic motivation – to learn,

accomplish tasks, and to experience

sensations

Which is most powerful in PA settings?

Competence – e.g. medal

Control – e.g. Bribe

A highly intrinsically motivated individual

is much more likely to sustain effort and

performance over the long term (e.g.

Exercise adherence)

Many theories exist to explain

motivation........

Porter & Lawler’s Model Vroom’s Expectancy Model Bandura’s Self-Efficacy Theory Herzberg’s Motivation-Hygiene Maslow’s Needs Hierarchy Adam’s Theory of Inequity Personal Investment Theory Theory of Planned Behaviour Theory of Reasoned Action Self Determination Theory Transtheoretical Model

Effort Performance Rewards Satisfaction Personal Investment Outcomes of Personal Investment

Degree of effort depends upon one’s

motivational state

Level of effort is related to the value

placed upon the rewards

Value may be different for different

individuals

Will the effort result in a reward?• Performance expectation or probability• Performance-reward relationship

Effort is maximized when an individual

places a high value on the rewards, and

when that person believes the effort-

reward probability relationship is strong

Abilities & Traits

• Traits – enduring, stable characteristics

• Abilities – trainable qualities

Role Perception

• Correct perceptions of one’s role are

important

Rewards that suggest to the individual that he or she is highly competent enhance intrinsic motivation

Rewards suggesting that the recipient is no longer fully in control of the reasons for behaviour reduce intrinsic motivation (Carron et al., 2003)

Intrinsic Rewards• Sense of accomplishment• Achievement• Doing something positive for the community• Personal growth

Extrinsic• Externally administered, tangible

Receiving rewards affects the value placed upon them...

Less More

High

Low

Depends upon the individual’s perception of whether the rewards are equitable

How does satisfaction affect subsequent effort and performance?

Individual PERCEPTION of how fairly rewards are distributed

Performance is significantly impacted by the perceived equity of rewards• e.g. Comparing salaries and levels of

performance on professional teams• This is significant in any organization –

volunteer or professional

Observed behaviours provide information about personal investment• Direction• Persistence• Continuing motivation• Intensity • Performance

These patterns of behaviour indicate

the degree to which a person is

invested in the activity

• Everybody is motivated to do something

• Individuals distribute their time, talent, and

energy as they choose

“Situations are easier to change than

people” (Maehr & Braskamp, 1986)

How might this affect you as a coach,

teacher, instructor?

Achievement

Personal Growth

Life Satisfaction

Are these important to sports

organizations?

PE teacher Coach Personal Trainer Physiotherapist Fitness Instructor

Exercise Adherence

• Prompting• Contracting• Public reporting• Rewards• Feedback on progress• Goal setting• Social support• Focus on the experience• Focus on the process, not the outcome

Read Chapter 8 (Organizational

Justice)

Pg. 119-136

Answer #1 Interact

HUMAN RESOURCE PRACTICES:

Volleyball Officials Clinic Saturday, March 15th & Sunday, March

16th Ecole Secondaire Catholique Algonquin 10 AM-4 PM $125.00 Contact Mona Morton at 497-9774 Practical to follow March 29th or April 5th

We all have been recipients of demands for justice• “Barb, its not fair that some students got

mini eggs and others didn’t” We have all been in the position of

demanding justice• I told the builder of my house that, since he

replaced the defective windows for a neighbour, he should replace my defective windows

Ethical, legal, and appropriate business practices that are just and fair to all individuals involved in an organization

FAIRNESS Why is organizational justice so

important to PHE professionals?• Custodians• Socially sanctioned• Client / Employee satisfaction• Legal consequences

How do clients/employees/workers in an organization judge their work situation – is it FAIR??

Justice perceptions are related to:• Job satisfaction• Job performance• Organizational commitment• Self-perceptions

Were you ever treated rudely or disrespectfully?

Were you up for a promotion / raise / job, and

didn’t get it when you thought you should have?

Why was it unfair? How did you know?

How did you react? Did you take action? Why or

why not? (https://www.siop.org)

Distributive justice considers the

distribution of goods among members

of society at a specific time, and on

that basis, determines whether the

state of affairs is acceptable. (www.wikipedia.org)

Considers the concrete OUTCOMES

of the distribution of goods to

individuals or groups of individuals

Goods include income, opportunities, wealth• Equipment• Playing time• Uniforms• Feedback• Medical attention• Others???

Individuals

Groups

Classes

Equality

Equity

Need

Equity

Equality

Need

Distribution of resources is based on

contributions that members make to a

group or organization• Effort• Ability (innate or achieved) • Performance

How should I have distributed mini-eggs

based on the principle of equity?

Individual PERCEPTION of how fairly

rewards are distributed

Performance is significantly impacted by

the perceived equity of rewards

Did you compare your test mark with

those of your classmates? Was your

assessment fair?

For example, if an individual is underpaid:• Quit• Decreased output• Ask for a raise• “squealing”• Distort reality

Resources are distributed equally to

all members

• Treatment

• Results

• Opportunity How should I have distributed mini-

eggs based on equality?

Resources are distributed on the

basis of the needs of individuals or

teams

How should I have distributed mini-

eggs based on need?

Procedural Justice – refers to the PROCESS

that organizations use to distribute goods

Procedural justice is an intermediary stage

• Procedures, guidelines, policies for making

decisions

Example of procedural INJUSTICE

What are some things that lead to a procedure being seen as fair?

• ‘Voice’ – getting a say in things

• Consistency – across time and employees

• Bias Suppression – avoid personal bias

• Accuracy – procedure should be correct

• Correctability – appeals mechanism

• Ethicality – standards of ethics upheld

Interactional Justice – the manner in

which decisions are communicated

• Substance of the message (informational

justice)

• Tone of the message (interpersonal justice)

Procedural Justice – PROCESS

Interactional Justice –

COMMUNICATION

Distributive Justice - DECISION

Were there occasions during your days

in secondary school when you believed

that the administrators were not just in

distributing the school resources?

What principles of organizational

justice were violated? Discuss.

Read Chapter 11 “Leadership” Do Interact #1