6. WHAT IS MOTIVATION?
Give behavior
purpose & Will to achieve
direction
Internal drive to Arouse a purposive
satisfy an un behavior to achieve
satisfied need unmet need
7. Motivation is operationally defined as
• The reason for any action.
• Psychological characteristic
that drives an organism into
action.
• Process whereby goal-
directed activity is instigated
& sustained.
8. Types of Motivation
Intrinsic Motivation
• Achievement
• Growth
• Recognition
• Responsibility
• Produce job satisfaction
10. Motivation Cycle
NEEDS Physiological /
(Deprivation) Psychological
Deficiency
DRIVES
GOALS Individual
Achieves particular (Deprivation Behaves in a
(Reduction of
goal with certain manner
drives)
direction)
11. Successful motivation involves:
• Getting people to do
what you want them
to do
• When you want them
to do it
• The way you want
them to do it
• Because they want to
do it
13. Retained Motivation is the key to
finishing your race with success
• Do you not know that
those who run in a
race all run, but one
receives the prize? Run
in such a way that you
may obtain it.
15. Motivation through team
spirit and loyalty
Five of you shall chase a hundred, and a hundred of you
shall put ten thousand to fight; your enemies shall fall by
the sword before you.
17. SELF MOTIVATION
• Inspiration behind your
behavior and actions.
• Help you to reach your goals,
without external influence.
• Improves your confidence &
self-esteem, as well as gives
you strength to achieve your
goals.
18. How to Motivate Yourself
• Start Dreaming
• People Influence
• Reading inspirational
Books
• Positive attitude
• Make realistic goals Procrastination is your enemy
• Consistency
• Procrastination is your
enemy
• Never Quit
19. Dream :
Without having a dream, you
cannot achieve anything. You
must have observed how
obsessed great men are with their
dreams. Everyone is aware of
Martin Luther King, Jr's famous
speech, 'I Have A Dream'. Only
when you have a dream, you will
be determined to follow it and
make it real.
20. Motivating a Student
• Goals are about where we
want to be.
•which goals we set
•which goals we value
•which goals we keep
working at.
Goals are related to who we
Want To Be.
21. Motivating Students
A student’s level of
motivation can be
‘multiply determined’ (i.e.
be supported by more
than one underlying
behavioral principle)
22. Elements of Effective Motivation-Building
Environment Community
Payoffs Learning Activities
Challenges
23.
24. Motivating a Diverse Workforce
• Flexibility
– Not everyone sees their job the same way- what
motivates me may not motivate you
• Recognize differences
– People are Different
• Accommodate
– Cultural Differences
26. Motivating Professional and Technical
Employees
• New assignments • Simplify non-work life
• Challenges • Flexible Work Options
• Autonomy • Flex Time
• Training educational • Job Sharing
opportunities • Telecommunicating
• Recognition
FOM
10.26
27. Additional Suggestions for
Motivating Employees
Recognize individuals
Match people to jobs
Use goals
Make goals attainable
28. Additional Suggestions for
Motivating Employees
Individualize rewards
Link rewards to performance
Check the system for equity
Don’t ignore money
The reason for any action.Psychological characteristic that drives an organism into action.Process whereby goal-directed activity is instigated & sustained.
“The inner force that derives individuals to accomplish personal & organizational goals”
FOOD SHELTER CLOTHING SECURITY BELONGingEsteem Self Actualization achievement power
Managers today are faced with motivating a very different workforce than not too many years ago. So, what can a manager do?First, it is important for managers to think in terms of flexibility. Not everyone views their job in the same way and therefore what motivates one person may not motivate another.Likewise, it is important to recognize the differences among people.Lastly, the manager must be able and willing to accommodate cultural differences. For example, the need for achievement is a North American concept and may not function in other cultures.
Another variation of the pay-for-performance concept is competency-based compensation. This is gaining quite wide reception as it pays and rewards people based on their skills, knowledge, abilities, and behaviours. Some of the competencies could include skills and behaviours such as leadership, problem-solving, or decision-making. Pay increases as people’s competencies grow and expand.
Professional and technical employees usually have a strong and long-term commitment to their field or expertise. Think about the new generation of computer specialists.Money and promotions tend to be low on their priority list as they tend to be well-paid and usually enjoy what they do. Therefore, more money or promotions will not necessarily increase motivation. So, what will?Managers can ensure that these employees have new assignments and challenging projects. Also, it is important to give them autonomy in getting the job done. Professional and technical employees like to keep current in their field, so give them additional training and educational opportunities where they can also network with their peers. And managers should reward them with recognition by calling on them to demonstrate their expertise. One of the more creative ways to motivate these employees is to provide help to simplify their non-work life. Many work long hours and may not have sufficient time for routine household chores. For example, Zero Knowledge Systems in Montreal provides laundry services at work where employees can get their clothes laundered and folded.
Other ways that a manager can motivate employees is to recognize them as individuals and match people to the jobs. Likewise, establishing goals that are attainable can go a long way to motivate employees to achieve great performance.
As mentioned in the sections about minimum wage and professional employees, one way to motivate is to individualize rewards and ensure that the rewards are linked to the performance. Too often people are rewarded whether the performance is good or not.It is also important to check your internal pay system for equity. Again, it doesn’t help motivate people if there is a perception of unfairness in the reward systems.And last, but certainly not least, do not ignore money as a motivator. If the pay isn’t as it should be, no matter how much effort the manager may put in recognizing and praising employees, people may not be motivated due to low pay levels.
