motivation in work setting

1. MOTIVATION AND
APPRAISAL

2. 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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3. 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.

4. Cont...
 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

5. Maslow’s Hierarchy of Need

6. 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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7. Herzberg Rocket and Launch
Pad
Hygiene Factors
Motivators

8. Hygiene Factors
 Conditions
 Company policy and administration
 Relationships with supervisors, sub-ordinates
and peers
 Salary
 Job security
 status
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9. Motivating Factors
 Achievement
 Recognition
 Work itself
 Responsibility
 Advancement
 Personal growth

10. 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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11. 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.

12. Cont...
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.

13. Cont...
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.

14. CareerStages and Motivation
 Activity:
Consider the following stages in a person’s
career and identify specific strategies for
motivating them at work
 New starters
 After a few years
 Mid Career
 Late Career
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15. Appraisal
A system for:
 Providing feedback
 Setting goals
 Identifying individual developmental needs
 Identifying training needs
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16. 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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