MOTIVATION AND APPRAISAL

Individual

1 What are the benefits to a childcare setting of a motivated workforce?

2 What makes you dissatisfied with your work?

3 What motivates you at work?

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Motivation Theory

Motivation is defined as an internal drive that activates behaviour and gives it direction.

Motivation theory is concerned with the processes that describe why and how human behaviour is activated and directed

There are two different categories of motivation theories content theories and process theories.

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Content theory mainly focuses on the internal factors that energize and direct human behaviour e.g. Maslow’s Hierarchy of Need Herzberg's dual factors theory

Process theory provides an opportunity to understand thought processes that influence behaviour e.g. Goal setting theory

Maslow’s Hierarchy of Need

Herzberg (1968)

Separated the concept of dissatisfaction and motivation

Suggested that some factors relating to work caused staff to be dissatisfied with their work

Once these factors are dealt with, people would not be motivated but would not be dissatisfied

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Herzberg Rocket and Launch Pad

Hygiene Factors

Motivators

Hygiene Factors

Conditions Company policy and administration Relationships with supervisors, sub-

ordinates and peers Salary Job security status

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Motivating Factors

Achievement Recognition Work itself Responsibility Advancement Personal growth

Goal setting Theory

Edwin Locke in the 1960’s Performance and motivation are

enhanced if people are given specific goals and told how much effort will be required to reach the goal

Setting higher goals and providing feedback results in higher performance

There are 5 main components in successful goal setting

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Cont..

1. Clarity – Goals need to be clear-cut, and measurable with a deadline. A vague goal has very little motivational value

2. Challenge - the goal has to pose sufficient challenge to the employees. If the difficulty level is too low, employee may feel their potential isn't being recognised. If the goal is harder and more challenging, employees gain drive and inspiration from it

3. Commitment - Employees are more committed to the goal if they feel they have been active participants in its creation.

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4. Feedback - The feedback process is crucial to goal setting. At regular intervals, you need to get together with your team and check on their progress. What have they achieved? Are they on the right direction? Did they face any problems? If yes, how did they solve them? Do they need any clarifications or additional resources to complete their goals? These are important questions that need to be answered every now and then. This activity will not only help you see where your team stands, but they will also be able to evaluate their own position.

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5. Task Complexity - If your goals are extremely complex, you need to make sure that your employees aren't feeling too overwhelmed. If the task becomes too overwhelming for them, there are chances that your employees may feel a little bewildered or demoralized.

Career Stages and Motivation Activity:Consider the following stages in a person’scareer and identify specific strategies formotivating them at work New starters After a few years Mid Career Late Career

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Appraisal

A system for:

Providing feedback Setting goals Identifying individual developmental

needs Identifying training needs

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Appraisal structure

NOT an opportunity to raise serious issues regarding performance

Providing constructive feedback – an opportunity to be positive!

Two-way communication – an opportunity to assess working conditions and job role

Planning for future development

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