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Topic 7 Motivation

Motivational psychology

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12 views

Topic 7 Motivation

Motivational psychology

Uploaded by

hayak822
Copyright
© © All Rights Reserved
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Motivation

Prepared by Research Team


Learning Outcomes
After completing this session you would be able to
understand:
•The concept of Motivation
•Intrinsic Motivation and Extrinsic Motivation
•The process of Motivation
•Different theories of Motivation presented by major
psychologists
•Importance of Motivation
•Application of Motivation on various everyday life
processes
Why Motivation?( Importance of Motivation)
 Motivated people are always looking for better ways to do
task.

 Motivated people are more quality oriented.

 Highly motivated people are more productive.

 Any technology needs motivated people/employees


to adapt it successfully.
What is Motivation?
 An internal state that activates, guides and sustains organism's
behavior.

 Motivation is “the processes that account for an individual’s


intensity, direction, and persistence of effort toward attaining a
goal.”

 Motivation refers to a presumed internal/External state that


causes an organism to move toward some goal.

 It is a complex mixture of biology, learning, cognitions and culture.


Types of Motivation

1.Intrinsic Motivation

2.Extrinsic Motivation
Motivation Process
An understanding of motivational process is necessary in
order to comprehend why people behave as they do on
their job.
Motivation process comprises of six steps:
1. Identification of needs.(needs are felt deprivations
which an individual experiences at a given time, and act as
energizers, they may be psychological, physiological and
social.
2. Search for ways to satisfy needs.(these deprivations force the
individuals to search for ways to reduce them.
3. Engagement in goal directed behavior.(a goal is a specific
result that the individuals want to achieve).

4. Perform: an act is perform to overcome the tension.

5. Receives either reward or punishment (they are the signals


that needs and behaviors are appropriate or not).

6. Reassessment of needs deficiencies.


Theories of Motivation
Instinct Theory
• Earliest theory of motivation.

• Our behaviors are motivated by instinct.

• An instinct is a complex pattern of behavior that occurs in


response to specific stimulus, without the need for
any learning .
Alderfer’s ERG Theory
Three groups of core needs:
– Existence (Maslow: physiological and safety)

– Relatedness (Maslow: social and status)

– Growth (Maslow: esteem and


self-actualization)
McGregor’s Theory X and Theory Y
Two Factor Theory
• Hygiene factors are needed to ensure an employee
does not become dissatisfied. They do not lead to
higher levels of motivation, but without them
there is dissatisfaction.

• Motivation factors are needed in order to motivate


an employee into higher performance. These
factors result from internal generators in
employees.
Typical Hygiene Factors are:
• Working conditions
• Quality of supervision
• Attractive Salary
• Status
• Security
• Job description
• Company policies and administration
• Interpersonal relations
Typical Motivation Factors include:
• Achievement
• Recognition for achievement
• Responsibility for task
• Interest in the job
• Advancement to higher level tasks
• Growth
McClelland’s Three Needs Theory
 Need for Achievement (nAch)

The drive to excel, to achieve in relation to a set of standards, to


strive to succeed
 Need for Power (nPow)

The need to make others behave in a way that they would not have
behaved otherwise
 Need for Affiliation (nAff)

The desire for friendly and close interpersonal relationships


Contemporary Theories of Motivation
• Cognitive Evaluation Theory
• Goal-Setting Theory
• Self-Efficacy Theory
– Also known as Social Cognitive Theory or Social
Learning Theory
• Reinforcement Theory
• Equity Theory
• Expectancy Theory
Cognitive Evaluation Theory
Providing an extrinsic reward for behavior that had been previously
only intrinsically rewarding, tends to decrease the overall level of
Motivation.
– Extrinsic rewards decrease intrinsic rewards

– Pay should be non-contingent on performance

– Verbal rewards increase intrinsic motivation; tangible rewards reduce it


Self-concordance

When the personal reasons for pursuing goals are


consistent with personal interests and core values
(intrinsic motivation), people are happier and more
successful.
Locke’s Goal Setting Theory
Basic Premise:

That specific and difficult goals, with self-generated feedback,


lead to higher performance

Difficult Goals:
◦Focus and direct attention
◦Energize the person to work harder
◦Difficulty increases persistence
◦Force people to be more effective and efficient
Goals must be SMART:
References:
Understanding Psychology by Robert S Feldman

psychology in Action by Karen Huffman

Ref. Evolutionary Psychology.(2018). Stanford Encyclopedia of Psychology.


First published Fri Feb 8, 2008; substantive revision Wed Sep 5, 2018

Ref: Colin P. Silverthorne.(2016).Organizational Psychology in Cross-Cultural


Perspective. Newyork University Press.

Saundra K. Ciccarelli.(2015). Psychology. Gulf Coast State College J. Noland


White .Georgia College. fourth edition. Boston.

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