Motivational Theory and Its Application to Working Collaboratively

1. Motivational Theory and Its Application to Working Collaboratively GEDA 561 Weekend #1

2. Take a Moment… What motivates you? • What motivated you to attend class today? • What motivates you to go to work everyday? • What motivates you to spend time with friends and family? GEDA 561 Weekend #1

3. Defining Motivation • The processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal. • Key Elements • Intensity: how hard a person tries • Direction: toward a beneficial goal • Persistence: how long a person tries

4. Direction Intensity Persistence What Is Motivation? Source: Reed Accountancy. (2001). Motivation. Retrieved October 14, 2008 from http://www.cipfa.org.uk/students/nsf/download/nsf05_motivation.ppt.

5. Qualities of Motivation • Energizes behaviors • Directs behaviors • Enables persistence towards a goal • Exists in varying strengths GEDA 561 Weekend #1

6. Theories of Motivation Needs theories • Maslow’s hierarchy of needs • Herzberg’s two factor theory • Process theories • Expectancy Theory • Goal Setting Theory GEDA 561 Weekend #1

7. Maslow’s Hierarchy of Needs Self Esteem Social Safety Physiological Source: Reed Accountancy. (2001). Motivation. Retrieved October 14, 2008 from http://www.cipfa.org.uk/students/nsf/download/nsf05_motivation.ppt. GEDA 561 Weekend #1

8. Maslow’s Hierarchy of Needs • Satisfied needs cease to motivate students • When threatened, student needs become more basic • Self-actualization drives people to utilize their most unique abilities GEDA 561 Weekend #1

9. Theories of Motivation Needs theories • Maslow’s hierarchy of needs • Herzberg’s two factor theory • Process theories • Expectancy Theory • Goal Setting Theory GEDA 561 Weekend #1

10. Herzberg’s Two-Factor Theory Hygiene Factor - work condition related to dissatisfaction caused by discomfort or pain • maintenance factor • contributes to employee’s feeling not dissatisfied • contributes to absence of complaints Motivation Factor - work condition related to the satisfaction of the need for psychological growth • job enrichment • leads to superior performance & effort GEDA 561 Weekend #1

11. Motivation factors increase job satisfaction • Company policy & administration • Supervision • Interpersonal relations • Working conditions • Salary • Status • Security • Achievement • Achievement recognition • Work itself • Responsibility • Advancement • Growth • Salary? Hygiene factors avoid job dissatisfaction Motivation-Hygiene Theory of Motivation Adapted from: Herzberg, F. (1982). The managerial choice: To be efficient or to be human. Utah: Olympus.

12. Herzberg Self-Actualization Motivators Esteem Social Safety Hygiene Factors Physiological Needs Theories Maslow Source: Reed Accountancy. (2001). Motivation. Retrieved October 14, 2008 from http://www.cipfa.org.uk/students/nsf/download/nsf05_motivation.ppt.

13. Reflection… summarize what you have learned make a connection from your experience ask a question

14. Theories of Motivation Needs theories • Maslow’s hierarchy of needs • Herzberg’s two factor theory • Process theories • Expectancy Theory • Goal Setting Theory GEDA 561 Weekend #1

15. Effort Performance Reward Perceived effort - performance probability Perceived performance - reward probability Perceived value ofreward “If I work hard, will I get the job done?” “What rewards will I get when the job is well done?” “What rewards do I value?” Expectancy Model of Motivation Source: Nelson, D. & Quick, J. (2005. Organizational behavior: Foundations, realities and challenges. California: Southwestern College.

16. Theories of Motivation Needs theories • Maslow’s hierarchy of needs • Herzberg’s two factor theory • Process theories • Expectancy Theory • Goal Setting Theory • ******************* GEDA 561 Weekend #1

17. Goal Setting Goals Specific Difficult Accepted Effects on Person Energizes Directs attention Encourages persistency Encourages hard work Performance Goal setting is generally accepted as among the most valid and useful motivation theories in educational environments, industrial and organizational psychology, human resource management, and organizational behavior. Feedback Source: Reed Accountancy. (2001). Motivation. Retrieved October 14, 2008 from http://www.cipfa.org.uk/students/nsf/download/nsf05_motivation.ppt.

18. Goal Setting as a Motivational Theory It's important to strike an appropriate balance between a challenging goal and a realistic goal. Setting a goal that you'll fail to achieve is possibly more de-motivating than setting a goal that's too easy. The need for success and achievement is strong, therefore people are best motivated by challenging, but realistic, goals. GEDA 561 Weekend #1

19. Directing TEAM’S attention Regulating TEAM’S effort Task performance Goals Motivate TEAMS by... Increasing TEAM’S persistence Encouraging the development of goal- attainment strategies or action plans Goals Source: Gonzalez, M. (2005).Organizational behavior: Motivation I- needs, job design, and satisfaction. Oregon: Oregon State.

20. Insights from Goal-Setting Research • Difficult Goals Lead to Higher Performance.- Easy goals produce low effort and low motivation because the goal is too easy to achieve.- Impossible goals ultimately lead to lower performance and low motivation because people begin to experience failure. • Specific Difficult Goals Lead to Higher Performance for Simple Rather Than Complex Tasks.- Specific goals impair performance when employees do not have clear strategies for success • Feedback Enhances The Effect of Specific, Difficult Goals.- Goals and feedback should be used together. Source: Gonzalez, M. (2005).Organizational behavior: Motivation I- needs, job design, and satisfaction. Oregon: Oregon State.

21. Reflection… summarize what you have learned make a connection from your experience ask a question