MOTIVATION
MOTIVATION AND JOB
SATISFACTION
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Emmanuel Emeh
Facilitator
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Content- Characteristics Of Effective Team Members- Motivation: Definition- Theories And Proponents In The Study Of Motivation And Job Satisfaction- Herzberg And Maslow’s Research Findings- The Motivation Circle- Passion Revisited- Job Satisfaction- Whole Brain Thinking- Mentorship Model- Q&A
Characteristics of effective team members
• Team members
– Individual commitment
– Co-operation and support
– Sense of purpose and urgency
– Address disagreements constructively
– Willing to contribute specialist skills
– Ability to gain respect & enhance group’s reputation
– Wants the team to achieve its goals
- Effective teams need Effective Team Members
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The challenge
How do you stimulate team members to give their very best at every given time?
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Answer…MOTIVATION
Motivation is…
…The overall subject of what drives us
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Class Exercise : Identify their MotivationsAdam and Eve: Disobeyed God
Cain: Killed Abel
Residents of Babel: Built first high-rise
Abraham: followed without questioning
Jacob: Longest Apprentice
Joseph: Righteous even in a lawless land
Moses: Mission Mindset
Samson: Romance with the Enemy
Paul of Tarsus: Suffered for the Gospel keeper
Saul: The Kingdom is mine Mentality
David: The weeping King
Interactive Session
Share with the class about times when you had felt good/bad about
your Job
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Overview of Theories and
Proponents in the study of
Motivation & Job Satisfaction
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Top Nine Theories on Motivation
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Our Focus
Herzberg and Maslow Research
findings
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In-trin-sicInward , inwardly < intra- , within1 belonging to the real nature of a thing; not dependent on external circumstances; essential; inherent2 located within, or exclusively of, a part
Ex-trin-sicFrom without, outer, without1 Not really belonging to the thing with which it is connected; not inherent2 Being, coming, or acting from the outside;
Extrinsic refers to that which, coming from outside a thing, is not inherent in its real nature [ the extrinsic advantages of wealth]
Intrinsic & Extrinsic Factors
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INT
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t to d
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EX
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POSITIVE Motivation towards a goal
NAGATIVE
Motivation away from something
“Write this retort and you get a bonus”
“I really want to write this report!”
“Write this retort or you get fired!”
“I really don’t want to write this report!”
4 Kinds of Motivation: Why we do the things we do
Introduction to The Hygiene TheoryDescription
• We have basic needs (hygiene needs) which, when not met, cause us to be dissatisfied. Meeting these needs does not make us satisfied - it merely prevents us from becoming dissatisfied.
• The 'hygiene' word is deliberately medical as it is an analogy of the need to do something that is necessary, but which does contribute towards making the patient well (it only stops them getting sick).
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There is a separate set of needs which, when resolved, do make us
satisfied.
These are called Motivators
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In these studies employees where asked what pleased and displeased them about their work.
Herzberg found that the factors causing job satisfaction (and presumably motivation) were different from those causing job dissatisfaction.
The Research
He developed the motivation-hygiene theory to explain these results.He called the satisfiers motivators and the dissatisfiers hygiene factors, using the term "hygiene" in the sense that they are considered maintenance factors that are necessary to avoid dissatisfaction but that by themselves do not provide satisfaction.
• People were asked about times when they had felt good about their work. It was discovered that the key determinants of job satisfaction were Achievement, Recognition, Work itself, Responsibility and Advancement.
• We also found that key dissatisfies were Company policy and administration, Supervision, Salary, Interpersonal relationships and Working conditions.
The Research 2MOTIVATION
Self-Actualization
Pursue Inner Talent Creativity. Fulfillment
Self – Esteem / Ego StatusAchievement. Mastery.
Recognition. respect
Belonging. LoveFriends. Family. Spouse. lover
SafetySecurity. Stability. Freedom from Fear
Basic (physiological)Food. Water. Shelter. warmth
Hierarchy of Needs: Motivators and Hygiene TheoryFive needs system which account for most of our Behavior
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Motivators
Hygiene Factors (Dissatisfiers)
If the company resolved the
“DISSATISFIERS”, they would not create
SATISFACTION.
The Observation
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It is not Physical Strength
• You need to be paid on time each month so you can pay your bills.
• If you are not paid on time, you get really
unhappy.
• But when you get paid on time, you hardly notice it.
• Question: What factor is your salary?
Example 1MOTIVATION
•On the other hand, when your supervisor gives you a pat on the back, you feel good.
•You don't expect this every day and don't especially miss not having praise all of the time.
•Question: What factor is the pat on the back?
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Using it• Give examples and differentiate between hygiene
needs and motivator needs.• Ensure you address motivator needs when
getting someone to do something.• Attacking hygiene needs may be effective when
trying to stop them doing something.
Defending• Beware of the person giving you what you really
need. Ask 'What's in it for them?' • Discuss the above statement
Again we ask:• What is your Motivation?
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Top Factors Affecting Job Attitudes
Leading to Dissatisfaction Leading to Satisfaction
•Company policy•Supervision•Relationship w/Boss•Work conditions•Salary•Relationship w/Peers
• Achievement• Recognition• Work itself• Responsibility• Advancement• Growth
The theory argues that the opposite of satisfaction is not dissatisfaction, but rather, no satisfaction. Similarly, the opposite of
dissatisfaction is no dissatisfaction.
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The motivation cycle…
3. Success
4. Recognition 2.
Commitment
5. Motivation
Motivated teams perform well and work hard to achieve objectives, deliver and develop
Motivated teams perform well and work hard to achieve objectives, deliver and develop
Recognition of that success brings about motivation
Recognition of that success brings about motivation
Commitment and achieving the objectives brings positive result
Commitment and achieving the objectives brings positive result
Commitment begins when the team starts to give priority to the achievement of the objectives
Commitment begins when the team starts to give priority to the achievement of the objectives
Involvement starts when a group of individuals come together to share a common objective
Involvement starts when a group of individuals come together to share a common objective
1. Involvement
…points the way to developing high performance teams.WHERE ARE YOU OR THINK YOU ARE IN THIS CIRCLE?
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Class Exercise: What do you do best?
Passion – If people around you can’t feel it, then you probably don’t
have it.
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Flashback on Ilorin’s Class Exercise
PassionPassion
What are you Passionate about?
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‘I have no special talents. I am only
passionately curious.’ - Albert Einstein
Awards, Recognitions and Job Satisfaction
Awards, Recognitions and Job Satisfaction
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EMOTIONALEMOTIONAL
Pictures
Wholes
Relationships
Synthesis
Simultaneous thinking
Tire free
CHARACTERCHARACTER
LOGICALLOGICAL
Words
Parts
Specifics
Analysis
Sequential thinking
Tire bound
COMPETENCECOMPETENCE
LEFTLEFTRIGHTRIGHT
Whole Brain Thinking
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Using Brain Biology To Balance Your Recognition Strategy
Using Brain Biology To Balance Your Recognition Strategy
RIGHT, LEFT AND WHOLE BRAIN THINKING
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•Research has shown that cash, gift certificates and lifestyle items are ineffective recognition vehicles. Biologically, they don’t work.
•If that is the case, why is it they will be the most often mentioned items when employees are asked “What would you like to receive for recognition”?
•The answer lies in Maslow’s research. Maslow showed that humans are driven by unfilled needs, not by unfilled wants. There is a difference in the two.
• Wants - Transient desires that provide only short-term gratification and temporary behavior change when filled.• Needs - Deep desires that provide long-term fulfillment and permanent attitude change when filled.
Avoiding “Left Brain” ThinkingMOTIVATION
1. A 16 yr old boy inherits N300,000 from his grandmother. He wants to buy a car with it. What he needs to do is save it for his education.
2. I inherit N300,000 and love to fish. What I want is a boat. What I need to do is save it for retirement.
3. A 6yr old is given N100 in a grocery store. She wants to buy sweets. What she needs is more nutritious food, such as an apple.
•Employees may “want” cash, gift certificates or household goods if surveyed, but research shows they are poor vehicles for recognition.
Examples of conflicting wants and needs in our own lives
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We all need help in our Motivation to
give more
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Get A Boost!
Get and use Energy/Power Words
“If You Aren’t Fired With Enthusiasm, You Will Be Fired With Enthusiasm”
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• Everything begins with a thought…
• What you think determines who you are…
• Who you are determines what you do…
• What you do often, becomes a habit…
• Habits determine your lifestyle…
• Lifestyle determines your destiny…
• Your destiny determines your legacy.
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Motivation is a Journey, not a Destination
The Result...
Job Satisfaction!
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QUESTIONS?
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