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Maximize Motivation with GNS and Goal Setting Theory

Learn about Growth Need Strength and Goal Setting Theory to boost motivation. Discover the connection to Maslow's and Alderfer's theories. Gain insights on effective goal setting, conditions for success, and distal vs. proximal goals. Prepare for the next session on rewards and job design.

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Maximize Motivation with GNS and Goal Setting Theory

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  1. More on Motivation OS 386 September 26, 2002 Fisher

  2. Agenda • Gather data on Growth Need Strength scores • Practice using GNS concept • Review goal setting theory

  3. What is Growth Need Strength? • Individual difference describing a preference for certain types of work • More autonomy • More variety • How is GNS related to Maslow’s and Alderfer’s motivation theories?

  4. GNS exercise • Form small groups of people with similar scores • Design job to meet the GNS needs of the group • Want to maximize motivation • Be as specific as possible • Write group member names on worksheet, and hand in at end of class

  5. Goal Setting Theory • Goal setting leads to higher performance • Specific goals better than “do your best” • Setting goals helps motivate people • Clarifies expectations • Makes it easier to judge amount of effort required to attain goal • Encourages persistence

  6. Conditions for Effective Goal Setting • Goals must be • Specific • Relevant, controllable • Measurable • Challenging (but achievable)

  7. More conditions • Person must be committed to the goal • Self-efficacy is important • Participative goal setting is often better than assigning goals • Must provide feedback • Did we meet the goal? • Do we need to change our strategy?

  8. Distal goals vs. proximal goals • Distal goals: longer term goals requiring a series of related behaviors and steps • Proximal goals: short term, discrete accomplishments • Proximal goals tend to be more effective drivers of behavior • Provide clear direction • More opportunities for reward • Self efficacy can increase along the way

  9. For next class • Tuesday, October 1 • Fall break, no class • Thursday, October 3: Rewards, job design • Read Chapter 6 • Think about linkages with motivation theories

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