6. Quiz-Maslow On Management
1. (T / F) You, as the leader, set the tone for your staff everyday. (Explain T/F)
2. (T / F) A person’s motivation changes everyday.
3. (T / F) It is your responsibility, as a leader, to find out what motivates each and every member
of your staff, and provide it for them insofar as is possible.
4. (T / F) Your customers need motivating too.
5. (T / F) Once a person seems to be motivated to improve their performance, you can leave
them alone and go on to something else.
6. (T / F) Listening to an employee is a motivational exercise.
7. (T / F) Almost anything can be a motivational activity – depending on your attitude.
8. (T / F) Incentive programs will not motivate a staff to better productivity.
9. (T / F) Motivation of your staff is an ongoing process that is influenced by the workplace culture that
your organization creates.
10. (T / F) A motivated staff always agrees on the best course of action.
7. Maslow’s Answers
1. (T) You, as the leader, set the tone for your staff everyday.
2. (T) A person’s motivation changes everyday.
3. (T) It is your responsibility, as a leader, to find out what motivates each and every member of your staff, and to
provide it for them insofar as is possible.
4. (T) Your customers need motivating too.
5. (F) Once a person seems to be motivated to improve their performance, you can leave them alone and go on to
something else.
6. (T) Listening to an employee is a motivational exercise.
7. (T) Almost anything can be a motivational activity – depending on your attitude.
8. (T) An incentive program may not motivate a staff to better productivity.
9. (T) Motivation of your staff is an ongoing process that is influenced by the workplace culture
that your organization creates.
10. (F) A motivated staff always agrees on the best course of action.
8. Sharing Objectives
ØAfter sharing this Topic, we should be able to:
–Describe the three elements of motivation.
–Identify theories of motivation.
–Find out the types of motivation (intrinsic and extrinsic rewards).
–Apply the key terms or quotes of Motivation/ Encouragement to
motivating employees.
To all participants
• Yourself reflection in terms of sharing today
• How will you help someone else learn something new today?
10. I. DEFINITION OF TERM/QUOTES
Motivation is a word, which means to move. It is the willingness of an
individual to respond to organizational requirements. An inner drives to
act or behaves in a certain way. A desire or willingness to do something,
need that inspires a person to take action. The internal or external forces
that generate a particular behavior (Dincer & Yesilyurt, 2013).
12. Motivation Tips by Robert
ØOffer a positive work environment
ØKeep lines of communication open
ØProvide opportunities for advancement
ØHave fair compensation packages
ØRecognize and Reward your employees
ØEncourage teamwork
14. I. DEFINITION OF ENCOURAGEMENT
What is the Definition of Encouragement?
15. I. DEFINITION OF TERM
when someone talks or behaves in a way that gives you confidence to do
something by Ronald O. McCants.
To inspire (someone) with the courage or confidence (to do something)
16. “Encouragement’s impact can be profound. A
word of encouragement from a teacher to a child
can change his/her life. A word of encouragement
from a spouse can save a marriage. A word of
encouragement from a leader can inspire a person
to reach her/his potential.”
John C. Maxwell’s Encouragement Changes Everything
19. I. Introduction of Encouragement
A.When we ENCOURAGE people, they are inspired,
given hope, stimulated to serve.
B.We could say encouragement is a “courage
transfusion.”
C.When we encourage others, we AFFIRM their value
and importance.
20. D. Encouragement REINFORCES the significance of the
relationship we have with others.
E. Encouragement SHARES hope-filled words, e.g. “You
make a difference in my life.”
F. Encouragement EXPRESSES appreciation for the past,
affirmation of present friendships, and a positive future
forecast.
• Church Renewal Resource
• Evangelism Ministries USA/Canada Region
• Church of the Nazarene
21. ö By practicing good stewardship
ö By believing in them
ö By helping them grow
ö By providing them opportunities
ö By giving them second chances
I Will Encourage Others!
By Hebrew
Five Ways to Encourage Others
23. +Why encouraging others is so important
A. It helps people to realize their full potential in life and in their work. Paul wrote
B. It helps to gives strength to people who are going through trials and challenges. Lystra
C. It helps to give comfort to others – It is going to be OK. Corinthian
D. It helps to create a good and positive atmosphere in our homes, churches and workplaces.Sar
E. It helps to build loving and healthy relationships and is a great key to good marriages.
Ephesian
F. It is a key to developing good teams . we can achieve much. Linkurs
G. Encouragement helps people (and especially children) to become healthy and more
confident in life. Dr Mive.R
24. II. What is motivation?
24
Motivation: The processes that account for an
individual’s intensity, direction, and persistence of
effort toward attaining a goal. Refers to the forces
either internal or external to a person that arouse
enthusiasm and persistence to pursue a course of
action.
Intensity - How hard one tries to achieve his or her
goal- how hard a person tries
Direction -Toward beneficial goal -The focus of one’s
efforts- effort that is channeled toward
Persistence -How long a person tries - The act of
continuously exerting one’s efforts or a product of
motivation, ability and environment- how long a
person can maintain effort (Mullins, 1996).
3 Key Elements
25. II. TYPES OF MOTIVATION
vINTRINSIC MOTIVATION
vEXTRINSIC MOTIVATION
27. *
*
INTRINSIC REWARDS
• Intrinsic Rewards: Personal satisfaction felt for a
job well done.
• Kinds of Intrinsic Rewards:
The Value of
Motivation
- Pride in your
performance
- Sense of
achievement
10-27
28. Intrinsic- A person’s internal desire to do something, due to such things as interest,
challenge, and personal satisfaction.
29. *
*
EXTRINSIC REWARDS
• Extrinsic Rewards: Something given as a
recognition of good work.
• Kinds of Extrinsic Rewards:
- Pay Raises
- Promotions
- Awards
The Value of
Motivation
10-29
30. Extrinsic - Motivation that comes from outside the person, such as
pay, bonuses, and other rewards.
31. Classification of motivation
Extrinsic and intrinsic:
Extrinsic motivation is available only after completion of the job. Extrinsic: The
motivation is outside the task—Eg. rewards and increase in wages, rest
periods, holidays etc.
Intrinsic motivation is available at the time of performance of a job. Intrinsic: The
motivation is inside the task—the activity is enjoyable in and of itself.
Eg. praise, recognition, delegation of authority & responsibility etc.
32. Group Discussion
•Based on your experiences, what
ways/ how do you motivate/
encourage your staff, subordinates,
colleagues or co-workers?
38. My name is Mark Fil Gonzaga. I am currently teaching at
SPS CPV1 English Department, at the same time, I am in
charge of SPS CPV1 band as a music instructor and
Trainor. It is a great pleasure to share my years of
experience and passion of music with the enthusiastic
students of Sovannaphumi CPV1 School. I believe having
a school band allows many students to get the chance to
learn and play a musical instrument for their very first
time; which they might not have access to at home or
other places and possibly join our beloved school band.
As a final thought, I am proud to be able to help and
encourage these young students and see the personal
growth not to mention having fun and learning music that
is enjoyable and played at many of The Sovannaphumi
School Events and His Excellency.
41. Since I have joined this band with teacher Mark,
I can play better and I always get good advice
from him about music, especially something
related to drum. That’s my favorite one.
Moreover, I can have a good time practicing
and playing a music or show with my band
mates in front of the crowd or being on the
stage.
Working in group is not easy as we think. We
have to be patient, respectful, helpful with each
other and staying calm. So, I improve those a lot
after joining the band. I remember when we
couldn’t play it well, we found solution together
and finally we found one.
42. III. Characteristics of motivation
1. Unending process: human wants keep changing & increasing.
2. A psychological concept: deals with the human mind.
3. Whole individual is motivated: as it is based on psychology of the
individual.
43. 4. Motivation may be financial: Financial includes increasing wages,
allowance, bonus, perquisites etc.
5. Motivation can be positive: positive motivation means use of
incentives - financial. Eg. Positive motivation: confirmation, pay rise,
praise etc.
44. 6. Motivation: motivation & job satisfaction are Motivation is
goal-oriented behavior. Job satisfaction is the outcome of
job performance.
45. How Would You Answer
the Following Questions? Explain
1. Stereotypes can produce _______, which is a general attitude
toward a person or group based on judgments unrelated to
abilities.
2. Discriminatory treatment, including harassment, is _______.
3. Recruiting a diverse staff is typically all that is necessary to
foster positive cross-cultural interaction. (True/False)
4. Teasing can be a sign of a hostile work environment.
(True/False)
46. Answering
1. Stereotypes can produce prejudice (bias), which is a general
attitude toward a person or group based on judgments unrelated
to abilities.
2. Discriminatory treatment, including harassment, is illegal.
3. Recruiting a diverse staff is typically all that is necessary to foster
positive cross-cultural interaction. (True/False)
4. Teasing can be a sign of a hostile work environment. (True/False)
47. IV. Theories of Motivation
Maslow's theory of need hierarchy:
Abraham Maslow, an American psychologist, viewed the motivation of
human beings as arising from levels of hierarchy of needs.
According to him, each one of us is a ‘wanting’ being.
49. • Physiological needs: Requirement for food, clothes and shelter, in relation to work it’s
the need to earn income to acquire these things and to have reasonable working
conditions.
• Safety needs: Need for security, a secure job, safe working environment, clear lines of
accountability and responsibility.
• Social needs: Desire for friendship, love and a sense of belonging, being a part of a team,
facilities like staff rooms, canteens etc.
• Esteem needs: Need to have self-respect and respect from others, positive feedback, gain
recognition and status for achievement and opportunities from promotion.
• Self – Actualisation : Need to fulfill one’s potential through actions and achievements,
Maslow did not believe this need could be filled fully and thought people would always
strive to develop further and achieve more.
Maslow’s Hierarchy of Human Needs
50. Maslow and the workplace
Maslow’s needs Examples of how these may be met in the workplace
Physiological/Basic •Pay
•Decent working conditions
Safety •Health and safety provision
•Job security
Social •Staff room
•Team-working opportunities
Self-esteem •Recognition e.g. Employee of the month
•The chance to make a difference
Self-actualisation •Training
•Opportunities for promotion and career progression
51. Theories of Motivation
Maslow explained each level of hierarchy as follows:
1. Physiological needs: These are necessary to sustain life. They include
food, water, clothing, shelter. These needs have the highest potency for
motivation.
52. 2. Safety needs:
When physiological needs are reasonably satisfied, safety needs begin to
manifest themselves. These needs include protection from physical
dangers, such as fire or accident. Economic security, security of income,
such as sickness, injury, non-hostile working atmosphere are also safety
needs.
53. Theories of Motivation
3. Social needs:
When physiological & safety needs are reasonably satisfied, social needs become
important motivators.
Man is a social being & wants to receive & give acceptance, friendship.
He/she feels the need for belonging, for being an accepted member of a formal or
an informal group.
54. 4. Esteem needs:
When the first three needs are essentially satisfied, The person must feel important
& must also receive recognition from others, as that recognition supports the
feelings of personal worth. Thus feelings of self-esteem, self-confidence,
prestige & power are produced which are related to enhancing competence,
knowledge & achievement.
55. 5. Self actualization needs: At the summit of the hierarchy is the need to realize
one’s potentialities so as to satisfy what Maslow referred to as the desire to
become everything that one is capable of becoming. Thus the person becomes
interested in self-fulfillment, self-development, & creativity in the broadest
sense of the term.
56. Theories of Motivation Suggested
Criticisms of Maslow’s theory:
1. Hierarchy cannot be regarded as rigid. For some people, the levels may
not be clearcut.
2. Some individuals may lack ambition & may remain at the levels of the
hierarchy concerned only with physiological & safety needs.
57. 3. The order suggested by Maslow may not be applicable to everybody.
4. There may be several combinations, existing.
Hence the theory may not have universal validity.
58. Another theory as additional
Self-Determination Theory: we all need to feel competent and
capable, to have some choices (desire to determine our own actions), and
to feel connected to others—we are motivated to determine our own
actions (Deci & Ryan, 1980).
-Have greater interest
-Feel more competent
-Are more creative
-Show a preference for challenges
59. McClelland’s Need Theory
• The Need for
Achievement
• Desire to accomplish
something difficult
• The Need for Affiliation
• Desire to spend time in
social relationships and
activities
• The Need for Power
• Desire to influence,
coach, teach, or
encourage others to
achieve 8-59
60. Outcomes of Motivation
1. Attitude Changes
2. Opinion Changes
3. Perception Changes
4. Willingness Changes
5. Action Changes
6. Feeling and Emotion Changes
By Prentic.H
61. Things That Don’t Motivate
ØPersonal Attacks
ØEmbarrassing
ØGoverning by Fear
ØShouldering All Responsibility
ØOverworking Employees
Indiana University
Kelley School of Business
C. Randall Powell, Ph.D
62. To sum up…..
A manager’s success depends on how well he/she can motivate his/her
subordinates & boost their morale to give their best & also keep them
satisfied.
Motivation is one of the key tools for the success of any enterprise.
Motivation is essential not only to boost employees to perform better, but in
the long run, would aid in the growth of the organization for the better.
Motivation Theory – The study of factors that influence the behavior of
people in the workplace.
Šnajdar, 2014
63. 1-Brophy, J. E. (2013). Motivating students to learn. Routledge.
2-Gultekin, H., & Acar, E. (2014). The Intrinsic and Extrinsic Factors for Teacher Motivation. Revista de cercetare si
interventie sociala, 47.
3-Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social
development, and well-being. American psychologist, 55(1), 68.
4-Banfield, J., & Wilkerson, B. (2014). Increasing student intrinsic motivation and self-efficacy through gamification
pedagogy. Contemporary Issues in Education Research (CIER), 7(4), 291-298.
5-Dörnyei, Z., & Ushioda, E. (2013). Teaching and researching: Motivation.
6- Maslow, Abraham H., Maslow On Management, John Wiley & Sons, Inc.; NY 1998
Some references
