Session 9 motivation and peak performance ( SMS )

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Session 9 motivation and peak performance ( SMS )

  1. 2. Learning Objectives of this topic <ul><li>Learn what is motivation. </li></ul><ul><li>Know the cycle of motivation </li></ul><ul><li>Understand the importance of motivated people </li></ul><ul><li>Understanding the principles of peak performance </li></ul>
  2. 3. Motivation <ul><li>A motive is something that moves an organism to act . </li></ul><ul><li>Motivation is an internal state that activates, guides and sustains behavior . </li></ul><ul><li>Motivation refers to a presumed internal state that causes an organism to move toward some goal. </li></ul><ul><li>it is a complex mixture of biology ,learning cognition and culture. </li></ul>
  3. 4. Motivation Process <ul><li>An understanding of motivational process is necessary in order to comprehend why people behave as they do . </li></ul><ul><li>Motivation process comprises six steps: </li></ul><ul><li>Identification of needs.(needs are felt deprivation which an individual experiences at a given time, and act as energizers, the may be psychological, physiological and social) </li></ul><ul><li>Search for ways to satisfy needs.(*these deprivations force the individuals to search for ways to reduce them. </li></ul>
  4. 5. <ul><li>3. Engagement in goal directed behavior.(a goal is a specific result that the individuals want to achieve.) </li></ul><ul><li>4. Perform: an act is perform to overcome the tension. </li></ul><ul><li>5.Recieves either reward or punishment. (they are the signals that needs and behaviors are appropriate or not) </li></ul><ul><li>6.Reassessment of needs deficiencies. </li></ul>
  5. 6. Intrinsic Motivation <ul><li>Intrinsic motivation is evident when people engage in an activity for its own sake, without some obvious external incentive present. A hobby is a typical example. </li></ul>
  6. 7. Intrinsic Model <ul><li>students are more likely to experience intrinsic motivation if they: </li></ul><ul><ul><li>Attribute their educational results to internal factors that they can control (eg. the amount of effort they put in, not 'fixed ability'). </li></ul></ul><ul><ul><li>Believe they can be effective agents in reaching desired goals (eg. the results are not determined by dumb luck.) </li></ul></ul><ul><ul><li>Are motivated towards deep 'mastery' of a topic, instead of just rote-learning 'performance' to get good grades. </li></ul></ul>
  7. 8. Extrinsic Motivation <ul><li>Traditionally, extrinsic motivation has been used to motivate employees: </li></ul><ul><ul><li>Tangible rewards such as payments, promotions (or punishments). </li></ul></ul><ul><ul><li>Intangible rewards such as praise or public commendation. </li></ul></ul>
  8. 9. Motivational theories <ul><li>Our behaviors are motivated by instinct. </li></ul><ul><li>An instinct is a complex pattern of behavior that occurs in response to specific stimulus ,without the need for any learning . </li></ul>
  9. 10. Expectancy theory <ul><li>It emphasizes the importance of rewards or goals as well as how a person’s expectations of consequences can influence his behavior. </li></ul><ul><li>According to this theory motivation is composed of two things. </li></ul><ul><li>Valence or attractiveness of a goal, </li></ul><ul><li>Expectancy or likelihood that its behavior will lead to the goal. </li></ul>
  10. 11. Drive reduction theory <ul><li>It proposes that organism experiences the arousal of a drive (an inner urge to satisfy some basic need) when an important need is not satisfied. </li></ul><ul><li>Maslow’s hierarchy of needs </li></ul>
  11. 12. <ul><li>He argued that most theories of human motivation had focused on basic physiological needs. </li></ul><ul><li>Physiological needs </li></ul><ul><li>Security and safety needs </li></ul><ul><li>Need for love and belongingness </li></ul><ul><li>Need for esteem </li></ul><ul><li>Need for self actualization </li></ul>
  12. 13. Goal setting theory <ul><li>Intentions to work toward goal are a major source of work motivation. </li></ul><ul><li>Goals tell an employee ,what needs to be done and, </li></ul><ul><li>How much effort will need to be expended. </li></ul>
  13. 14. McClelland's theory of needs <ul><li>Achievement,power,and affiliation are three important needs that help explain motivation. </li></ul><ul><li>Need for achievement: The drive to achieve in relation to a set of standards, to strive to success. </li></ul><ul><li>Need for power: the desire to have impact, and to be influential. </li></ul><ul><li>Need for affiliation: the need for friendly and close relationships </li></ul>
  14. 15. Demotivating factors <ul><li>Unfair criticism </li></ul><ul><li>Negative Criticism </li></ul><ul><li>Public Humiliation </li></ul><ul><li>Rewarding the non performers </li></ul><ul><li>Failure or fear of failure </li></ul><ul><li>Organizational Politics </li></ul><ul><li>Unfair treatmnet </li></ul><ul><li>Responsibility without authority </li></ul><ul><li>Poor standards </li></ul>
  15. 16. <ul><li>Lack of measurable standards </li></ul><ul><li>Lack of priorities </li></ul><ul><li>Low self esteem </li></ul><ul><li>Success which leads to Complacence </li></ul><ul><li>Negative self talk </li></ul>
  16. 17. Importance and benefits of Motivation <ul><li>Motivated people are always looking for better ways to do task. </li></ul><ul><li>Motivated people are more quality oriented. </li></ul><ul><li>Highly motivated people are more productive. </li></ul><ul><li>Any technology needs motivated people/employees to adapt it successfully. </li></ul>
  17. 18. How to Identify Motivation <ul><ul><li>Energy </li></ul></ul><ul><ul><li>Commitment </li></ul></ul><ul><ul><li>Staying Power </li></ul></ul><ul><ul><li>Skill </li></ul></ul><ul><ul><li>Single mindedness </li></ul></ul><ul><ul><li>Enjoyment </li></ul></ul><ul><ul><li>Responsibility </li></ul></ul>
  18. 19. Peak Performers <ul><li>Lead a well-rounded life </li></ul><ul><li>Select a Career they Care about </li></ul><ul><li>Rehearse each challenging Task Mentally </li></ul><ul><li>Seek Result ,no perfection </li></ul><ul><li>Be willing to take risks </li></ul><ul><li>Don’t underestimate their Potential </li></ul><ul><li>Compete with their self not with others </li></ul><ul><li>Self Reliance </li></ul><ul><li>commonsense </li></ul>
  19. 20. <ul><li>Know their field </li></ul><ul><li>Ability to get things done </li></ul>

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