1. UK Youth Staff Webinar

2. • 1-7 Feburary 2015 I visited Romania to attend a
week long training course run by Associata Devision
of Romania. There were youth leaders, young
people and other NGO representatives from:
• Bulgaria
• Latvia
• Poland
• Romania
• United Kingdom
During the trip we were taught a range of motivational
theories. I found this very interesting and useful and
wanted to share it with you.
Motivational Theory:

3. Maslow’s Hierarchy of Needs:

4. Safety needs
• Safety and Security needs include:
• Personal security
• Financial security
• Health and well-being
• Safety net against accidents/illness and their adverse impacts
Love and belonging
• Friendship
• Intimacy
• Family
Esteem
• self-respect
• self-esteem.
Self-actualization
Self-Transcendence
Maslow’s Theory:

5. These two theories emerged in the 1960s and suggested
that there were two types of organisational
management:
The X Theory and the Y Theory - Douglas McGregor:

6. • Theory X – Employees are naturally unmotivated and dislike
working.
• X Type organisations are therefore top heavy, with managers
and supervisors required at every step to control the activity
of workers. There was little delegation of authority and control
remained centralised.
• Theory Y – Assumes employees are happy to work, and are
self-motivated and creative.
• Y Type organisations would have a participative style of
management that is de-centralised enabling employees to
take responsibility for their own workload and goals and be
fulfilled by this approach.
• Is UK Youth an X Type or a Y Type of organisation?
• Are you an X or a Y type of employee?
• Might it be more complicated still?
So how about UK Youth & You?

7. David Clarence McClelland – Three Needs Theory:
Developing Maslow’s theories McCelland stated that regardless
of age, sex, race and culture people had just three needs that
inspired their motivation:
• Achievement: Achievement motivated people prefer to
master a task or situation, they prefer moderately challenging
work in medium risk situations. This personality type is
motivated by accomplishment in the workplace and an
employment hierarchy with promotional positions.
• Authority/Power: This person desires to influence, teach or
encourage others. They like discipline, enjoy status definition
and competition as well as personal prestige.
• Affiliation: These people are motivated by creating and
maintaining social relationships and desire to feel valued and
accepted. They favour collaboration over competition.

8. David Clarence McClelland – Three Needs Theory:
• People with a high need for power and low need for affiliation
were most likely to be concentrated in top management
positions.
• People with a high need for achievement could be successful
lower-level managers they were not generally represented at
the most senior tiers.
• People with a high need for affiliation are generally happier
and can be successful in non-leadership roles.

9. Frederich Herzber’s motivational-hygiene theory:
The two-factor theory states that there are certain
factors in the workplace that cause job satisfaction,
and a separate set of factors cause dissatisfaction. The
theory distinguishes between intrinsic and extrinsic
factors:
• Motivators: Such as challenging work, recognition
and responsibility that give positive satisfaction,
arising from intrinsic conditions of the job itself, such as
recognition, achievement, or personal growth and
• Hygiene factors: Such as status, job, security, salary,
fringe benefits, work conditions, that do not give
positive satisfaction or lead to higher motivation but
dissatisfaction results from their absence.

10. Frederich Herzber’s motivational-hygiene theory:
• According to the Two-Factory Theory there are four
possible combinations:
• High Hygiene + High Motivation: The ideal situation
where employees are highly motivated and have few
complaints.
• High Hygiene + Low Motivation: Employees have few
complaints but are not highly motivated. The job is
viewed as a paycheck.
• Low Hygiene + High Motivation: Employees are
motivated but have a lot of complaints. A situations
where the job is exciting and challenging but salaries
and work conditions are not up to par.
• Low Hygiene + Low Motivation: This is the worst situation
where employees are not motivated and have many
complaints.

11. Tamara Law: DNA Theory
Motivated people advance further and faster in their careers,
earn more money, are more productive, experience more
satisfying relationships and are happier than less motivated
people.
• Law #1: Everyone is motivated differently.
• Law #2: Each individual has a unique and distinct motivational
type.
• Law #3: What motivates one person can de-motivate
another.
• Law #4: No one motivational type is “better” than another.

12. Tamara Law: DNA Theory
D
Drives
N
Needs
A
Awards
Connection Stability Internal
Production Variety External
• DRIVES – The internal forces that mobilize a person to act.
• NEEDS – The core requirements that a person must have in
order to be fulfilled.
• AWARDS – The preferred remunerations that a person desires
for achievement; the material, spiritual, and psychological
currency that they want to be paid for performance.
Six motivators:

13. Tamara Law: DNA Theory
1. Do you tend to be more competitive or cooperative?
2. Do you prefer constancy or change?
3. Which would make you feel more valued at work: sincere
appreciation without a financial bonus, or a bonus without
appreciation?
There are 8 different motivational DNA combinations:
• PSI: The Director
• PVI: The Visionary
• PSE: The Chief
• PVE: The Champion
• CSI: The Supporter
• CVI: The Relater
• CSE: The Refiner
• CVE: The Explorer

14. Tamara Law: DNA Theory
1. Do you tend to be more competitive or cooperative?
– Producer or Connection
2. Do you prefer constancy or change?
– Variety or Stability
3. Which would make you feel more valued at work: sincere appreciation
without a financial bonus, or a bonus without appreciation?
– Internal or External
Doing the simple three question test my results were:
CVI: Relater Motivators: Sincere appreciation of the things well done, personal
development opportunities, funny peers, team work, new experiences and
inspiring environment.
• De-motivators: isolation, routine, pressing deadlines, restrained creativity,
disapprovals and conflict.
CVE: Explorer: Motivators: comfortable interpersonal relationship, personal
development opportunities and promotion in the organization, freedom to make
things in their own way, compensations and good bonuses.
• De-motivators: routine, bureaucracy, isolation, disapproval, suppressed
creativity.

15. Tamara Law: DNA Theory
• You can find the 25 question full test
here:
http://www.motivatedbythebook.com/t
est.aspx
Thank you for your time.