Motivation to learn

1. Motivation to learn Margarita Teresevičienė

2. Introduction Workplace learning must involve learning from experience and engagement in a group form of learning. Sharing knowledge and solving complex problems requires personal interaction and application of new information.

3. Introduction Workplace learning must involve learning from experience and engagement in a group form of learning. Sharing knowledge and solving complex problems requires personal interaction and application of new information.

4. Critical factors for learning Time for workplace learning and celebrate time spent on learning. Make learning personal by tying it to performance, career advancement, and recognition. Work environment facilitates challenging and meaningful experiences in order to facilitate positive effects on competence development. Learning available to all employees. Learning is challenging and applicable. Challenging the learner to solve real organizational problems makes learning relevant to both the employee and the organization. There are opportunities for group forms of learning. Learning is a continuous process, not a single event. Learning over time requires a long-term commitment by both the organization and the employee.

5. Introduction • What is motivation? • Intrinsic vs extrinsic motivation • How does motivation help in learning?

6. Definition Motivation is an internal state or condition (sometimes described as a need, desire, or want) that serves to activate or energize behavior and give it direction

7. Definition

8. Classification Educational psychology has identified two basic classifications of motivation • Extrinsic (external) • Intrinsic (internal)

9. External motivation Extrinsic motivation is motivation to perform and succeed for the sake of accomplishing a specific result or outcome External motivation comes from influences outside of the individual Common extrinsic motivators are rewards and the threat of punishment

10. External motivation extrinsically motivated learners may have to be enticed or prodded, may process information only superficially, and are often interested in performing only easy tasks and meeting minimal requirements However extrinsic motivation is equally necessary

11. Internal motivation Intrinsic motivation arises from a desire to learn a topic due to its inherent interests, for self-fulfilment, enjoyment and to achieve a mastery of the subject. It exists within the individual rather than relying on external pressures or desire for reward. More likely to achieve at high levels.

12. Goals and motivation • Performance Goals: student is motivated by the desire to gain recognition from others and earn good grades. A performance goal is, "I want to get an A in this subject." • Learning Goals: student is motivated by desire for knowledge acquisition and self-improvement. A learning goal is, "I want to master this subject."

13. Motivation Affects Learning and Behavior • Social cognitive theorists propose that individuals set goals for themselves and direct their behavior accordingly. • Motivation determines the specific goals toward which learners strives. • Thus, it affects the choices emploeers(learners) make.

14. Motivation leads to increased effort and energy • Motivation increases the amount of effort and energy that learners expend in activities directly related to their needs and goals. • It determines whether they pursue a task enthusiastically and wholeheartedly or apathetically. • Because of the other effects just identified—goal-directed behavior, effort and energy, initiation and persistence, cognitive processing, and the impact of consequences—motivation often leads to improved performance.

15. Motivation issues Motivation issues center around whether employers have the inclination or incentive to take up the training required to improve capability. For the employee, training must bring a benefit, or the anticipation of a benefit, such as a promotion, pay rise or enhanced career path. The employer, on the other hand, is likely to be motivated to engage in workplace learning where there are identifiable business benefits in the form of capability, efficiency or compliance. At a macro level, industry is motivated by expected growth and / or current or expected skills shortages.