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8/14/2019 Lecture 5 - 6 Motivation
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Bachelor ofMechanical Engineering
Personal Competence and
Communication
Motivation
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Opening questions?
What is motivation in your opinion?
What motivates you? In school or at work.
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Motivation
Motivation can be defined as
the process that initiates, guides and
maintains goal-oriented behaviors.
Motivation is what causes us to act,
whether it is getting a glass of water to
reduce thirst or reading a book to gain
knowledge.
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Motivation
Motivation involves the biological,
emotional, social and cognitive forces that
activate behavior.
In everyday usage, the term motivation is
frequently used to describe why a person
does something.
Example: A student is so motivated to
get a high grade in PKO/PCC that he/she
spends 10 hours a week studying
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Incentive Theory ofMotivation The incentive theory suggests that people
are motivated to do things because of
external rewards.
For example, you might be motivated to go
to work each day for the monetary reward
of being paid.
Behavioral learning concepts such as
association and reinforcement play an
important role in this theory of motivation.
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Extrinsic vs IntrinsicMotivation Extrinsic motivations
are those that arise from outside of the
individual and often involve rewards such
as trophies, money, social recognition orpraise.
Intrinsic motivations
are those that arise from within theindividual, such as doing something purely
for the personal gratification of solving a
problem.
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Drive Theory of Motivation According to the drive theory of motivation,
people are motivated to take certain
actions in order to reduce the internal
tension that is caused by unmet needs.
For example, you might be motivated to
drink a glass of water in order to reduce
the internal state of thirst.
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Drive Theory of Motivation This theory is useful in explaining
behaviors that have a strong biological
component, such as hunger or thirst.
The problem with the drive theory of
motivation is that these behaviors are not
always motivated purely by physiologicalneeds. For example, people often eat
even when they are not really hungry.
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Arousal Theory ofMotivation The arousal theory of motivation suggests
that people take certain actions to either
decrease or increase levels of arousal.
If arousal levels get too low > a person
might watch and exciting movie or go for a
jog.
If arousal levels get too high > a person
would probably look for ways to relax such
as meditating or reading a book.
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Arousal Theory ofMotivation According to this theory, we are motivated
to maintain an optimal level of arousal,
although this level can vary based on the
individual or the situation.
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Humanistic Theory ofMotivation Humanistic theories of motivation are
based on the idea that people also have
strong cognitive reasons to perform
various actions.
This is famously illustrated inAbraham
Maslow's hierarchy of needs,whichpresents different motivations at different
levels.
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Maslows
Hierarchy of Needs
Esteem needs
achievement, status, responsibility, reputation
Self-actualization
personal growth and fulfilment
Belongingness and Love needs
family, affection, relationships, work group, etc.
Safety needs
protection, security, order, law, limits, stability, etc.
Biological and Physiological needs
basic life needs - air, food, drink, shelter, warmth, sex, sleep, etc.
Behavior is driven by lowest, unmet need
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Critique of Maslow
Theory created in 1943
Not tested in real life
Not always the right ranking Assumed to apply universially to all
individuals
Needs change often, not only over a longperiod
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Alderfers ERG Theory
Non-hierarchical theory based on
three categories of motivating needs
EXISTENCE (E)Needs for basic survival thateveryone must satisfy to maintain life
RELATEDNESS (R)Needs to draw people
into interpersonal contact for social-emotionalcaring
GROWTH (G)Needs for personaldevelopment and a sense of self-worth
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Herzbergs Dual-Factor
Theory of Motivation
Hygiene FactorsJob context working conditions that candecrease dissatisfaction (extrinsic motivation)
job security, quality of supervision, interpersonal
relations, pay and benefits..
Motivator Factors
Job content that can create and improve
satisfaction (intrinsic motivation) responsibility, job challenge, achievement
opportunities, recognition..
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Herzbergs Dual-Factor
Theory of Motivation
1. Job context continuum: Hygiene seekers
2. Job content continuum: Motivation seekers
Poor hygiene
factors
Good motivationfactors
Poor motivationfactors
Good hygiene
factors
Dissatisfaction
Pain
No satisfaction
Negative growth
No dissatisfaction
No pain
Satisfaction
Growth
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hygiene vs motivator
factors
Improve hygiene factors Improve motivational factors
Poor
hygiene
factors
Good
hygiene
factors
Poor
motivation
factors
Good
motivation
factors
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McClelland / Atkinson:
Work related motives
ACHIEVEMENT MOTIVEinvolvement in tasksthat will provide a sense of accomplishment
POWER MOTIVEbeing in charge andcontrolling and influencing others
AFFILIATION MOTIVEquality of social and
interpersonal relationships
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In your opinion:
Examples of initiative or factors at work that
will increase motivation?
--
-
-
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factors in a work environment thatmany employees find motivating Management and leadership actions that
empower employees
Transparent and regular communication
about factors important to employees
Treating employees with respect
Positively managing employees within asuccess framework of goals,
measurements, and clear expectations
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factors in a work environment thatmany employees find motivating Providing regular employee recognition
Feedback and coaching from managers
and leaders
Above industry-average benefits and
compensation
Providing employee perks and companyactivities
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Hackman and Oldham jobcharacteristics model based on the idea that the task itself is key
to employee motivation.
Specifically, a boring and monotonous job
stifles motivation to perform well,
whereas a challenging job enhances
motivation.
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Hackman and Oldham jobcharacteristics modelJob enlargement
increasing the scope of a job through
extending the range of its job duties and
responsibilities
generally within the same level and
periphery
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Hackman and Oldham jobcharacteristics modelJob Enrichment
Expanding job responsibilities and giving
increased control over the total production
process.
Employees normally receive training and
additional support as well as increased
input, or say, into the total manufacturing
procedure
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Job Enlargement vs JobEnrichment Job enrichment means improvement or
increase with the help of upgrading and
development = more quality
Job enlargement means to add more
duties, and an increased workload =
quantity
Job enlargement is horizontal, whereas
job enrichment is vertical expansion
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Hackman and Oldham job characteristics modelCORE JOB
CHARACTERISTICS
CRITICAL
PSYCHOLOGICAL
STATES
INDIVIDUAL WORK
OUTCOMES
Skill variety
Task identity
Task significance
Autonomy
Feedback
Experienced of work:
Meaningfullnes
Responsibilitiesfor the outcome
Knowledge of
actual results
High intrisic
motivation
High quality work
performance
High job
satisfaction
Low absentism
and turnover
Moderators
Growth-need strengths
Knowledge and skills
Context satisfaction
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McGregors
Theory X and Theory Y
Theory Y managers:Assumepeople are
motivated by higher-order growth needs and will
act responsibly to accomplish organizational
objectives People seek responsibility and have capacity to
self-control tasks if commited to objectives
People are not passive or indifferent to firm
needs
Employees have the ability to be creative and
use ingenuity to solve problems
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Theory X & Y motivation
How will the theory X manager typically
motivate his employees?
How will the theory Y manager typically
motivate his employees?
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History of Motivation
Late 1800 / Early 1900
- Issues: How to create efficiency
The economic man: Workers are rational
Motivated by salary
Taylor: Scientific Management
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Taylor Scientific
Management
precise procedures
developed after careful study of an
individual at work
time and motion studies
which would tend to discover or
synthesize the "one best way" to do any
given task
The goal was both an increase in
productivity and reduction of effort
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History of Motivation
1960s: Job re-design
Issues: de-skilling, declining productivity, poor morale,
increasing number of women in the work force
Solution: Creation of more interesting, satisfying and
challenging jobs
1970s
Worker participation
Democracy in the work place 1980s
Teamwork, culture, empowerment
Total Quality Management (TQM)
Business re-engineering
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History of Motivation
1980s
Teamwork, culture, empowerment
Total Quality Management (TQM)
Business re-engineering 2000s
Learning organization
Intellectual capital
Knowledge management
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Exercise
1. Existence needs2. Relatedness needs
3. Growht needs
4. Achievement motive
5. Affiliation motive6. Power motive
7. Expectancy outlook
8. Expectancy outlook
9. Expectancy outlook10. Equity
11. Extrinsic rewards
12. Intrinsic rewards
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Daniel Pink Drive
Twitter summary
Carrots & sticks are so last century. Drive
says for 21st century work, we need to
upgrade to autonomy, matstery & purpose
Drive the surprising truth about what motivates us, Daniel Pink, 2009, Riverhead Books
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Motivation in the
21st century
Autonomy
- The desire to
direct our own lives
Purpose
- Servicing
something larger
than ourselves
Mastery
- The urge to make
progress and get
better at something
that matters
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Promoting Motivation 3.0
Jobs have become more complex,
more interesting and more self-directed
Algorithmic tasks: follow established
instructions down a single pathway to oneconclusion
Heuristic tasks: involves trial and error anddiscovering the solution by yourself
Working away from boss
Virtual teams; teleworkers
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Group discussions
Theories of motivation have focused
primarily on explaining individual
behaviour. What changes are suggesting
thatgroup-based motivation will become more
important in the future?
How can you motivate a team?