Motivation is an action that stimulates an individual to take a course of action, which will result in an attainment of goals, or satisfaction of certain material or psychological needs of the individual. Motivation is a powerful tool in the hands of leaders. It can persuade convince and propel people to act.
What is motivation? Significance
How to motivate employees in an Organization?
Theories of motivation
Maslow hierarchy of needs theory.
ERG motivation theory Alderfer.
McClelland achievement and acquired needs theory.
Stacey Adams equity theory.
Hertzberg hygiene factors and motivators theory.
Vroom expectancy motivation theory.
Hackman and Oldham job characteristics model.
Motivation is an action that stimulates an individual to take a course of action, which will result in an attainment of goals, or satisfaction of certain material or psychological needs of the individual. Motivation is a powerful tool in the hands of leaders. It can persuade convince and propel people to act.
What is motivation? Significance
How to motivate employees in an Organization?
Theories of motivation
Maslow hierarchy of needs theory.
ERG motivation theory Alderfer.
McClelland achievement and acquired needs theory.
Stacey Adams equity theory.
Hertzberg hygiene factors and motivators theory.
Vroom expectancy motivation theory.
Hackman and Oldham job characteristics model.
What motivates you? A big question, but really, what does motivate you. Why do you get up in the morning, why do you go to work, why do you send countless emails or talk to customers all day.. WHY?
Overview of motivation,types of motivation, Islamic perspective of Motivation...Shujaat Ali
This presentation contains basic understanding of what the motivation is ,then comes the types of motivation. This document have also led the attention of reader how motvation's have been defined in earlier stages, As for the muslim students essence of motivation from islamic perspective is also included with very simple Quranic verse,Hadith.This presentation also Include how corporate sector motivate their employees.
Regards
Shujaat Ali
Riphah international university
alib5032@gmail.com
In this presentation, we will discuss Motivation, understanding the term and various theories related to it along with practicing the same in organizational application.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Psychology: Motivation,Types of Motivation & Theories of MotivationPriyanka Nain
This presentation is basically about Motivation,categories & types of Motivation. It also consists of two theories of Motivation- McClelland's Theory of Needs and Maslow's Theory of Self Actualization.
What motivates you? A big question, but really, what does motivate you. Why do you get up in the morning, why do you go to work, why do you send countless emails or talk to customers all day.. WHY?
Overview of motivation,types of motivation, Islamic perspective of Motivation...Shujaat Ali
This presentation contains basic understanding of what the motivation is ,then comes the types of motivation. This document have also led the attention of reader how motvation's have been defined in earlier stages, As for the muslim students essence of motivation from islamic perspective is also included with very simple Quranic verse,Hadith.This presentation also Include how corporate sector motivate their employees.
Regards
Shujaat Ali
Riphah international university
alib5032@gmail.com
In this presentation, we will discuss Motivation, understanding the term and various theories related to it along with practicing the same in organizational application.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Psychology: Motivation,Types of Motivation & Theories of MotivationPriyanka Nain
This presentation is basically about Motivation,categories & types of Motivation. It also consists of two theories of Motivation- McClelland's Theory of Needs and Maslow's Theory of Self Actualization.
Design for failure in the IoT: what could possibly go wrong?Claire Rowland
We’re putting computing power, machine learning, sensing, actuation, and connectivity into more and more objects, services, and systems in the physical world. This enables new ways for things to work better. But it also creates new possibilities for failure, not least when software problems produce real-world consequences. Failures can damage the user experience, undermine the value of the product, and sometimes present danger.
When you develop a connected product, you must identify everything that could go wrong—from power failures to cessation of user support—and ensure that each potential problem can be adequately mitigated. If the value of your product is marginal but the consequences of it going wrong could be catastrophic, it’s time to rethink your plans.
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Talk from O'Reilly online conference Designing for the Internet of Things, 15th September 2016. A short version of this talk was given at Thingmonk on 13th September.
An approach to problem solving and solution building that includes games, serious games, gamification and more. This slideshare introduces the topic in a simple way.
Surviving an Identity Crisis, by Michael MamasMichael Mamas
When in an identity crisis, it is no time to make radical changes. Yet without a strong sense of the inner self, it can feel like a strong change is necessary. During an identity crisis, it is time to look beyond emotions, to that wise place that lies deep within.
Gamification - Extrinsic vs. Intrinsic RewardsJerome Sudan
Effective gamification arises from the understanding of a fundamental distinction between extrinsic and intrinsic motivational triggers.
Main visual: Romain Laurent.
Springfield’s General Ordinance No. 6141, The Sexual Orientation & Gender Ide...BathroomPrivacy
Springfield’s General Ordinance No. 6141, The Sexual Orientation & Gender Identity (SOGI). Only One Step in the LGBT Agenda. To See the Whole Picture Read this by Dr John Lilly
Finding and Keeping your Creative MotivationElliott Munoz
We've all seen it happen. A superstar artist drops a major label debut, catapults up the charts, goes on a world tour, packs stadiums, sells millions, rushes back into the studio and two months later emerges with the single most tragic album ever recorded. It flops. They fade away. The world moves on.
Longevity haunts the music industry. It haunts ours too. Designers are overwhelmed. We're dejected. We're bored. And if we're not careful, we're lazy and later irrelevant.
In my session we'll take a quick look at what it takes to find our creative motivation and how to hang on to it throughout our career. We'll look at pillars of our industry. We'll look at how they stay motivated, how they keep changing our industry and how, with simple steps and hard work, you can do the same.
Employee Motivation and Their Impact on Employee Performance in Banking Secto...ijtsrd
Due to increased competition between Organization and their need to respond effectively to rapidly changing operational conditions, as well as to personnel requirements, has escalated the necessity to identify those factors that Improve Employee Performance. For any organization to operate smoothly and without any interruption, employee cooperation cannot be replaced with anything else. It is of utmost importance that the employees of an organization not only have a good relationship with the top management, but also, they maintain a healthy and professional relationship with their coworkers. The study focus on how motivational tools impact the performance of employee for betterment. A sample of individuals was selected and was interviewed with self administrated questionnaire to obtain primary data. The results obtained indicate that if employees are positively motivated, it improves both their effectiveness and efficiency drastically for achieving organizational goals. Srinath Parshetty ""Employee Motivation and Their Impact on Employee Performance in Banking Sector in Hyderabad Karnataka Region"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-4 , June 2019, URL: https://www.ijtsrd.com/papers/ijtsrd23752.pdf
Paper URL: https://www.ijtsrd.com/management/organizational-behaviour/23752/employee-motivation-and-their-impact-on-employee-performance-in-banking-sector-in-hyderabad-karnataka-region/srinath-parshetty
How is it possible that a seemingly highly skilled team struggle to meet business deadlines whilst a team of average skilled professionals consistently deliver value to their client? Do the skills of the team members have any outcome on the delivery of the team? Of course they do, but without the secret sauce even the best team will fail. The uncomfortable truth is that human beings do not do ANYTHING unless they are sufficiently motivated to do so, despite what they may say they will do. Unfortunately, in most organisations, people learn to say what their managers want to hear and then still proceed to do the opposite. Why do people do this? In this talk we will explore how an Agile approach makes average teams become great teams through the injection of one vital ingredient: motivation. We will explore how an Agile approach gets people in all kinds of industries (not only developers!) become motivated to be successful without them even realizing it. The key principles of Agile that, probably coincidently, addresses the fundamentals of human motivation, will be uncovered.
Jaco heads DVT, a team of 600 staff that specialises in Agile software development, testing and related services for clients in South Africa and the United Kingdom. He has more than 20 years IT experience in the field of software development and has been involved in the architecture, design and construction of various size software development projects, some of which were in the utilities, financial and insurance industries. Jaco holds a doctorate in Computer Science from the University of Johannesburg and has focused his Ph.D. research on object oriented software design and information security.
Engaged and focused employees is a dream of all organizations. High performance workforce energizes and maintain the workplace momentum of innovation and performance. But what drives the high-performance employees to do what they are doing? What pushes them to accomplish the goal with a passion that contributes not only to the individual success but to the achievement of the organization goals. The lecture ‘The key to Motivation’, will throw an insight on the concept of motivation at the workplace with more focus on two principle types of motivation: extrinsic and intrinsic and how they influence the behavior of employees in performing tasks and to achieve goals. Key difference between intrinsic and extrinsic motivators will be examined. Different situations to suit and employ extrinsic and intrinsic motivation techniques will be explored.
Leaders are not born. Each of us have leadership qualities. We need to identify our qualities and characteristics which can help us to explore our leadership qualities. This is a classroom and workshop presentation where leadership is discussed, shared and explored. This presentation is a preface to promote bigger leadership concept through out the entire organization.
ADL 110 Intrinsic vs Extrinsic Motivation Final music
1. EXTRINSIC AND INTRINSIC
MOTIVATION AS DIVERSITY
ADL 110 NOVEMBER 6,2016 - RHONDA CLAUSEN, HEIDI GAGLEY,
PETER MORGAN
.
Please use your volume.
2. WHAT IS MOTIVATION?
Autonomous Motivation involves:
• engaging in activity with eagerness,
free will, choice and willingness
• internal motivation and well-
internalized
external motivation
Controlled Motivation involves:
• pressure or enticement
• poorly internalized forms of
extrinsic motivation
• doing a task with a sense of
pressure, demand, or coercion.
• being controlled, directed, and/or
threatened in order to work
(Ryan & Deci, 2000; What is Motivation, 2013)
..
There are two types:
“To be motivated means to be moved to do something” (Ryan & Deci, 2000).
3. MASLOW’S HIERARCHY OF NEEDS
Intrinsic and extrinsic types of motivation
can be used to meet
all levels of human needs.
(Maslow, 1943, cited in Richards, 2013)
.
4. WHY UNDERSTAND MOTIVATION?
• To be able to apply motivation models and methods for measurable results.
• To maximize one’s potential, goal setting, and to continue to grow for lifelong learning.
• It reflects attitudes about how individuals think and feel, and
• their beliefs about themselves, and towards life - positive or negative.
• It provides choice, goals, incentives, support and challenge that
• respect diverse cultures, attitudes, interests and motivations.
(Boundless, 2016; Deci & Ryan, 2009)
..
5. DEFINITION OF INTRINSIC MOTIVATION
• “Intrinsically motivated activities were said to be ones for which
• the reward was in the activity itself…
• provided satisfaction of innate psychological needs…[including]
• competence, autonomy, and relatedness” (Ryan & Deci, 2000).
• “The desire to engage in behaviours for no reason other than sheer enjoyment,
challenge, pleasure or interest…
• “training employees on new job functions
• increasing responsibility, and
• catering to their intrinsic motivation factors” (Vitez, O, n.d.).
• .
7. WHY IS INTRINSIC MOTIVATION IMPORTANT TO DEVELOP?
“This natural motivational tendency is a critical element in
• cognitive,
• social, and
• physical development
because it is through acting on one’s inherent interests that one grows
• in knowledge
• and skills.” (Ryan & Deci, 2000)
.
8. DEFINITION OF EXTRINSIC MOTIVATION
“Attributes of extrinsic motivation include:
• recognition awards,
• performance goals,
• compensation increases, or
• bonuses.
Extrinsic motivation may also be driven by
• the fear of failure or punishment” (Vitez, O, n.d.).
.
11. IN THE CLASSROOM CONTEXT
“Students can perform extrinsically motivated actions with resentment, resistance, and
disinterest or, alternatively, with an attitude of willingness that reflects an inner acceptance
of the value or utility of a task.
In the former case—the classic case of extrinsic motivation—one feels externally propelled
into action; in the later case, the extrinsic goal is self-endorsed and thus adopted with a
sense of volition.
Understanding these different types of extrinsic motivation, and what fosters each of
them, is an important issue for educators who cannot always rely on intrinsic motivation to
foster learning.”
(Ryan & Deci, 2000)
12. IN THE WORKPLACE CONTEXT
• It benefits the corporation to have highly motivated employees in the
workplace.
• It may develop employee’s desire to strive for excellence:
• “A motivated workforce added a competitive advantage and a critical
strategic asset in the work environment” (Tremblay, et al., 2009).
• Provides incentive that might increase the productivity of employees.
• In high pressure sales environments, studies show that motivation can be
changed based on the need of the employee:
• “Intrinsically, sales people look for challenge-seeking and enjoyment while
extrinsically they are looking for recognition and pay” (Miao, Evans, & Zou, 2006).
“I'm saved every day by the intrinsic value of the work I do, which I truly enjoy “ (Jarreau, 2001)
.
13. CONCLUSION
• Motivation is very important in our lives and people who are able to achieve high levels
of intrinsic motivation will typically have greater rewards in terms of quality of life.
• While intrinsic motivation is important, extrinsic motivation is a strong motivation in the
lives of many due to the tangible rewards involved.
• The key to total motivation is having a balance between intrinsic and extrinsic motivation
as you work towards your goals in the workplace and in the classroom.
• Using Ginsberg’s Motivational Framework, students and employees can become more
self aware, and achieve a balance between intrinsic and extrinsic motivation.
• Providing a variety of motivations meets the needs of diverse students and employees.
The end.
.
14. References
• Boundless. (2016). The importance of motivation. Retrieved November 04, 2016, from
https://www.boundless.com/management/textbooks/boundless-management-textbook/organizational-
behavior-5/motivating-an-organization-45/the-importance-of-motivation-234-8375/
• Deci, E., & Ryan, R. (2009, December 23). Self-Determination Theory of Motivation. Retrieved November
04, 2016, from http://www.education.com/reference/article/self-determination-theory-of-motivation/
• Ginsberg, M. B., & Wlodkowski, R. J. (2009). Diversity and motivation: Culturally responsive teaching in
college. San Francisco, CA: Jossey-Bass.
• Jarreau , A. (2001) Retrieved from:
http://www.brainyquote.com/quotes/quotes/a/aljarreau686112.html?src=t_intrinsic
• Miao, F., Evans, K. & Zou, S. (2006). The role of a salesperson in sales control – Intrinsic and extrinsic
motivation revisited. Journal of Business Research, 60, 417 – 425
.
15. • Ryan, R. M., & Deci, E. L. (2000). Intrinsic and extrinsic motivations: Classic definitions and new
directions. Contemporary Educational Psychology, 54-67. Retrieved from http://mmrg.pbworks.com/f/Ryan,
Deci 00.pdf
• What is Motivation. (2013). Retrieved November 04, 2016, from http://www.skillsyouneed.com/ps/self-
motivation.html
• Tremblay, M., Blanchard, C., Taylor, S., Pelletier, L. & Villeneuve, M. (2009) Work extrinsic and intrinsic
motivation scale: It’s value for organizational psychology research. Canadian Journal of Behavioural Science.
Vol. 41, No. 4, 213-226
• Vitez, O. (2016). What is extrinsic motivation. The Houston Chronicle. Retrieved November 02, 2016, from
http://smallbusiness.chron.com/extrinsic-motivation-1185.html
.
