Motivation Leslie Radford
What Is Motivation? Direction Persistence Intensity
<ul><li>I was saying  </li></ul><ul><li>&quot;I'm the greatest” </li></ul><ul><li>long before </li></ul><ul><li>I believed...
Direction
<ul><li>It's not that I'm so smart, it's just that I stay with problems longer.   </li></ul>Persistence
Direction Persistence Intensity
 
Theories of Motivation <ul><li>Needs theories </li></ul><ul><li>Maslow’s hierarchy of needs </li></ul><ul><li>Herzberg’s t...
<ul><li>Self </li></ul><ul><li>Esteem </li></ul><ul><li>Social </li></ul><ul><li>Safety </li></ul><ul><li>Physiological </...
Questionnaire What’s important to you at work?
Contrasting Views of Satisfaction and Dissatisfaction Satisfaction Dissatisfaction Traditional view Satisfaction No satisf...
Hygiene Factors <ul><li>Company policies </li></ul><ul><li>Quality of supervision </li></ul><ul><li>Relations with others ...
Needs Theories Maslow Herzberg Hygiene Motivators Factors Social Safety Physiological Self-Actualisation Esteem
Theories of Motivation <ul><li>Needs theories </li></ul><ul><li>Maslow’s hierarchy of needs </li></ul><ul><li>Herzberg’s t...
Expectancy Theory (Vroom) 3. Rewards-Personal goals relationship = Valence   1. Effort-Performance relationship = Expectan...
How Expectancy Theory Works Expectancy Effort - Performance Link E=0 No matter how much effort  you put in, probably not p...
Goal Setting Goals Specific Difficult Accepted Effects on Person Directs attention Energises Encourages persistency New st...
Motivation Theories Summary <ul><li>Needs theories </li></ul><ul><li>Maslow’s hierarchy of needs </li></ul><ul><li>Herzber...
Self-Motivation <ul><li>Self-fulfilment and satisfaction </li></ul><ul><li>Difficult goals lead to higher performance </li...
Begin with the end in mind <ul><li>What are your talents? </li></ul><ul><li>What is your ultimate career goal? </li></ul><...
Motivation Direction Persistence Intensity
 
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Nsf05 motivation

  1. 1. Motivation Leslie Radford
  2. 2. What Is Motivation? Direction Persistence Intensity
  3. 3. <ul><li>I was saying </li></ul><ul><li>&quot;I'm the greatest” </li></ul><ul><li>long before </li></ul><ul><li>I believed it. </li></ul>Intensity
  4. 4. Direction
  5. 5. <ul><li>It's not that I'm so smart, it's just that I stay with problems longer. </li></ul>Persistence
  6. 6. Direction Persistence Intensity
  7. 8. Theories of Motivation <ul><li>Needs theories </li></ul><ul><li>Maslow’s hierarchy of needs </li></ul><ul><li>Herzberg’s two factor theory </li></ul><ul><li>Process theories </li></ul><ul><li>Expectancy Theory </li></ul><ul><li>Goal Setting Theory </li></ul>
  8. 9. <ul><li>Self </li></ul><ul><li>Esteem </li></ul><ul><li>Social </li></ul><ul><li>Safety </li></ul><ul><li>Physiological </li></ul>Maslow’s Hierarchy of Needs
  9. 10. Questionnaire What’s important to you at work?
  10. 11. Contrasting Views of Satisfaction and Dissatisfaction Satisfaction Dissatisfaction Traditional view Satisfaction No satisfaction Herzberg's view No dissatisfaction Dissatisfaction Hygiene Factors Motivators
  11. 12. Hygiene Factors <ul><li>Company policies </li></ul><ul><li>Quality of supervision </li></ul><ul><li>Relations with others </li></ul><ul><li>Personal life </li></ul><ul><li>Rate of pay </li></ul><ul><li>Job security </li></ul><ul><li>Working conditions </li></ul>Motivational Factors <ul><li>Achievement </li></ul><ul><li>Career advancement </li></ul><ul><li>Personal growth </li></ul><ul><li>Job interest </li></ul><ul><li>Recognition </li></ul><ul><li>Responsibility </li></ul>Herzberg’s Two-Factor Theory Dissatisfaction and demotivation Not dissatisfied but not motivated Positive satisfaction and motivation
  12. 13. Needs Theories Maslow Herzberg Hygiene Motivators Factors Social Safety Physiological Self-Actualisation Esteem
  13. 14. Theories of Motivation <ul><li>Needs theories </li></ul><ul><li>Maslow’s hierarchy of needs </li></ul><ul><li>Herzberg’s two factor theory </li></ul><ul><li>Process theories </li></ul><ul><li>Expectancy Theory </li></ul><ul><li>Goal Setting Theory </li></ul>
  14. 15. Expectancy Theory (Vroom) 3. Rewards-Personal goals relationship = Valence 1. Effort-Performance relationship = Expectancy 2. Performance-Rewards relationship = Instrumentality Individual Effort Individual Performance Personal Goals Organisational Rewards 1 2 3
  15. 16. How Expectancy Theory Works Expectancy Effort - Performance Link E=0 No matter how much effort you put in, probably not possible to memorise the text in 24 hours Instrumentality Performance - Rewards Link I=0 Your tutor does not look like someone who has £1 million Valence Rewards - Personal Goals Link V=1 There are a lot of wonderful things you could do with £1 million Your tutor offers you £1 million if you memorise the textbook by tomorrow morning. Conclusion: Though you value the reward, you will not be motivated to do this task.
  16. 17. Goal Setting Goals Specific Difficult Accepted Effects on Person Directs attention Energises Encourages persistency New strategies developed Feedback Performance
  17. 18. Motivation Theories Summary <ul><li>Needs theories </li></ul><ul><li>Maslow’s hierarchy of needs </li></ul><ul><li>Herzberg’s two factor theory </li></ul><ul><li>Process theories </li></ul><ul><li>Expectancy Theory </li></ul><ul><li>Goal Setting Theory </li></ul>
  18. 19. Self-Motivation <ul><li>Self-fulfilment and satisfaction </li></ul><ul><li>Difficult goals lead to higher performance </li></ul><ul><li>Motivation to act depends on the attractiveness of the outcome </li></ul>
  19. 20. Begin with the end in mind <ul><li>What are your talents? </li></ul><ul><li>What is your ultimate career goal? </li></ul><ul><li>What can you achieve in 2 years? </li></ul><ul><li>What are your personal goals? </li></ul>
  20. 21. Motivation Direction Persistence Intensity

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