This document provides an overview of the requirements and materials for Week 1 of an online class called MGT 425: Leadership & Motivation. Students are expected to read chapters 1-4 of the required textbook on motivation and leadership. They must post an introduction, respond to two discussion questions by Thursday and Monday respectively, and complete an assignment on personal motivation due Monday. The class will cover evaluating individual motivation sources and applying motivation theories to workplaces.
Guide to Emotional Resilience & well-being - Great as a reference guide in Su...Alex Clapson
The Guide to Emotional Resilience written by Louise Grant & Gain Kinman & published in Community Care Inform. The article is written in a really accessible format & whilst the target audience was Health & Social Care workers, the messages apply to a much broader audience. Ideal to give out to your direct-reports / for use in supervision.
Achieve Talent Retention and Optimization With Positive Psychology, Strengths Psychology and Appreciative Inquiry was presented through NACN Consulting: http://www.nacn.sg/seminar/ to help business leaders maximize and retain their Gen Y talent.
Using Behavioural Science to improve Well-being for Social WorkersAlex Clapson
For child and family social workers, coping with the hardships of children and parents is part of the job. But that can cause a lot of stress. Is it possible for financially constrained organizations to improve social workers’ well-being using non-cash rewards, recognition, and other strategies from behavioral science? Assistant Professor Ashley Whillans describes the experience of Chief Executive Michael Sanders’ at the UK’s What Works Centre for Children’s Social Care, as he led a research program aimed at improving the morale of social workers in her case, “The What Works Centre: Using Behavioural Science to Improve Social Worker Well-being.”
Guide to Emotional Resilience & well-being - Great as a reference guide in Su...Alex Clapson
The Guide to Emotional Resilience written by Louise Grant & Gain Kinman & published in Community Care Inform. The article is written in a really accessible format & whilst the target audience was Health & Social Care workers, the messages apply to a much broader audience. Ideal to give out to your direct-reports / for use in supervision.
Achieve Talent Retention and Optimization With Positive Psychology, Strengths Psychology and Appreciative Inquiry was presented through NACN Consulting: http://www.nacn.sg/seminar/ to help business leaders maximize and retain their Gen Y talent.
Using Behavioural Science to improve Well-being for Social WorkersAlex Clapson
For child and family social workers, coping with the hardships of children and parents is part of the job. But that can cause a lot of stress. Is it possible for financially constrained organizations to improve social workers’ well-being using non-cash rewards, recognition, and other strategies from behavioral science? Assistant Professor Ashley Whillans describes the experience of Chief Executive Michael Sanders’ at the UK’s What Works Centre for Children’s Social Care, as he led a research program aimed at improving the morale of social workers in her case, “The What Works Centre: Using Behavioural Science to Improve Social Worker Well-being.”
Source: Introduction to Work and Organizational Psychology: A European Perspective; Nik Chmiel (Editor)
This presentation focuses on "the two main theories of work motivation: content theories and process theories".
Self Determination Theory incorporates competence, relatedness and autonomy. Check out Juliette's Self Determination Theory video below: https://youtu.be/pToliShvm3I
Implication of motivational concepts in workplace: A study on selected privat...Masum Hussain
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. We will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
Theories of Motivation in Organizational BehaviorMasum Hussain
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. I will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
Any theories about motivation can be contradicted since these theories have many exceptions. It is important that these theories are considered general statements that have been confirmed through observational studies and are applicable only to the extent that they reflect and are influenced by individual behaviour. We might ask: “Why should we even pursue these topics if there are so many inconsistencies, exceptions, and variables that affect conclusions?”. If we are searching for scientific evidence that is universally applicable, we may be wasting our time, but if our goal is to better understand human behaviour and its impacts on personal performance, the insights gained from such theories and studies are invaluable.
Source: Introduction to Work and Organizational Psychology: A European Perspective; Nik Chmiel (Editor)
This presentation focuses on "the two main theories of work motivation: content theories and process theories".
Self Determination Theory incorporates competence, relatedness and autonomy. Check out Juliette's Self Determination Theory video below: https://youtu.be/pToliShvm3I
Implication of motivational concepts in workplace: A study on selected privat...Masum Hussain
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. We will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
Theories of Motivation in Organizational BehaviorMasum Hussain
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. I will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
Any theories about motivation can be contradicted since these theories have many exceptions. It is important that these theories are considered general statements that have been confirmed through observational studies and are applicable only to the extent that they reflect and are influenced by individual behaviour. We might ask: “Why should we even pursue these topics if there are so many inconsistencies, exceptions, and variables that affect conclusions?”. If we are searching for scientific evidence that is universally applicable, we may be wasting our time, but if our goal is to better understand human behaviour and its impacts on personal performance, the insights gained from such theories and studies are invaluable.
Week 4BUSI7280 Managing in a Global Context1.docxhelzerpatrina
Week 4
BUSI7280 Managing in a Global Context
1
Weekly Learning Insights
Some insights still (!) not relating your ideas to the course material
Management may be seen as a process with many aspects
Relate your insights specifically, explicitly to aspect(s) of the management process
Due date for Reflective Essay 1 – 30 August 2019
Week 4
Managing People
3
Your motivation
Relates to the question ‘why are you here?’ are you here to get good marks or to learn something new to help you achieve your goals?
Why are you here?
Small group discussion
Motivation
Equity theory – people will be motivated when they perceive that they are being treated fairly (transactional) – theory of motivation or observation of some people?
Expectancy theory – effort = good performance = reward > attractive reward (the perceived/learned relationship between effort and performance and the value of the outcome) – extrapolation of reinforcement/behaviourism. Learning by association.
Alternative theories
Motivation
Reinforcement theory – behaviours with positive consequences will occur more frequently than behaviours with negative consequences - behaviourism – positive and negative reinforcement, punishment and extinction; e.g. ‘incentivizing’ and bonuses.
Goal setting theory – people will be motivated to the extent to which they accept a goal and receive feedback toward achievement. It is based on the premise that conscious goals affect action.
More alternative theories
Motivation
Goal Orientation Theory – early conceptualizations from the 1970s. Most current research is based on Dweck’s (1989) theory of goal orientation (designed to understand children’s acquisition of new skills) – performance (perform well relative to others) v learning (improve skills) goals (situational characteristics or individual trait)?.
And you guessed it ….
Motivation – a mangerialist approach
https://www.ted.com/talks/dan_pink_on_motivation/discussion
What assumptions are made in this talk?
What are the underlying assumptions?
Motivation
SDT focuses on the ‘nature’ of motivation, that is, the ‘why of behaviour.’
The underlying assumption is that “human beings are active, growth-oriented organisms who are naturally inclined toward integration of their psychic elements into a unified sense of self and integration of themselves into larger social structures” (Deci & Ryan, 2000, p. 229).
Self-Determination Theory
SDT
Doing an activity for its own sake because one finds the activity inherently interesting and satisfying.
Think about your core values and how they relate to the things you love doing.
What sorts of activities are intrinsicly motivating for you?
Intrinsic motivation
SDT
Doing an activity for an instrumental reason.
Some extrinsic motivation can be relatively controlled by external factors.
Some extrinsic motivation can be relatively autonomous - i.e. self-regulated through an individual’s acquired goals and values.
Extrinsic motivation
SD ...
LEADERSHIP EXCELLENCE (Accountable & Personal Leadership)André Harrell
The content in this presentation discusses key principles centered on “ACCOUNTABLE LEADERSHIP” the responsibility of leading others, and “PERSONAL LEADERSHIP ”one's ability to lead themselves. I believe that there are good learnings from this presentation that can enhance your life—both professionally and personally.
Managers and the land of the lost 2016 octSteven Martin
hat should you be doing as a Manager who is transitioning / managing in an Agile environment? Learn an exercise you can do with your Managers to help them determine what their role is in a changing Agile environment.
DISCUSSION TOPIC 1: Leadership Competencies
READING 1.
Robert House (1996) initially developed Pathgoal theory to explain workplace leadership. The theory builds on two work motivation theories of goal setting and expectancy theory. Goal setting theory is based on the idea that an effective way to motivate employees is to set challenging goals that are both realistic and offer a reward for completion. Expectancy theory helps explain why people work hard to attain goals and suggest employees will work hard if they believe completing their goals will lead to a reward such as a bonus or promotion and that the behaviors they engage in are likely to help them meet their goal. Employees who do not value the reward associated with the goal or believe that a particular behavior will help then reach that goal they will not be motivated to reach their goals (House, 1996).
Pathgoal theory also suggests that effective leaders are the ones who can help there employees reach the goals of the organization and that the leaders have the responsibility to provide the employees the necessary tools, including information and support to reach those goals. Leaders must help their followers with goal attainment by removing obstacles that might prevent them from reaching their goals. It important to consider that pathgoal theory is a contingency theory and an effective leader must adopt a style of leadership that matches the needs of the employees in any given situation. There are four main leadership styles identified by the theory that includes Supportive, Directive, Participative, and Achievement oriented (Avolio, 2007). Supportive leadership requires the leader to identify with the needs of the subordinate and that they create a positive atmosphere for them to work in. Directive leadership requires that a leader give their employees clear guidelines and let them know what is expected of them by enforcing rules and procedures. Participative leadership requires that a leader consult with their subordinates and consider their opinions and suggestions when determining the strategy to meet their goals. Finally, the Achievement oriented style uses a method in which challenging goals are set to emphasize excellence and building confidence that the employees are capable of working to high standards. It is also important to recognize that the style of leadership will depend on environmental factors such as the nature of the task and internal factors such as the experience and abilities of the employees.
For the situation given in this week’s discussion supportive leadership would probably not be the best choice. This is because supportive leadership is most effective when the tasks are somewhat routine, boring, or even dangerous. This type of leadership helps remove negative aspects of the job. Directive leadership is best applied to situations in which there is much uncertainty within the working environment and direction helps clarify and redu.
A good guide to the science of coaching and developing your employees as well as the basic skills needed as a supervisor. New supervisors will find this training helpful in making the transition from a position where they were technically proficient to one where they rely on their subordinates for that proficiancy.
The purpose of the Promising Leaders program is to identify and groom talent early, contributing to the city’s economic development and supporting a New Haven priority of investing in young local talent. Promise-coordinated internships teach, train and shape the best and brightest New Haven students for careers in New Haven and the State of Connecticut.
Is Understanding Employee Psychology the Secret to Boosting Engagement?Kashish Trivedi
Employee psychology is focused on why an employee behaves the way they do while performing their role.
This practice categorizes employee behaviors into predictable patterns. By studying those patterns, managers can effectively deal with both individual employees and entire teams.
Understanding employee psychology is incredibly beneficial to companies as it provides insight into an organization’s greatest asset (their employees). This empowers managers to effectively deal with different employee personality types.
Employee behaviors have been classified and put into predictable patterns understood as employee psychology. In better understanding employee psychology, managers can identify the most effective way to deal with both individual employees and teams of workers.
Module 5 Moving beyond the edge
This is the study guide for Module 5 of The School for Health and Care Radicals, a five week virtual programme, designed to equip people across the health and care system with the core skills to improve their skills as change agents.
Change always starts at the edge and always starts with the activists. This module looks at ways we can move towards the edge and towards sustainable change.
Agenda:
• Review of what we have learnt so far; characteristics of a transformational change agent
– Peter Fuda’s Transformation Change Agent framework
– ‘Being’ a health and care radical – going back to ‘change starts with me’
– ‘Seeing’ as a health and care radical
– ‘Doing’ as a health and care radical
– Quick review of some models and theories
• 'From’ the edge – views about emerging directions for change and change agents
– What do we mean when we say 'from the edge?'
– What is happening with change?
– What is the difference between tacit and explicit knowledge?
– Opportunities for health and care radicals – being bridge-builders and curators
• Reflections and key messages about The School
– Some things we have learned from delivering The School
• What next for The School?
– Gaining a certificate as a health and care change agent and claiming continuing professional development (CPD) points
• Questions and call to action
Questions for reflection:
• How can I move in the direction of change in ways that will help me bring about the changes I want to see?
• How will I build on my experiences of the School for Health and Care Radicals?
• How will I build networks and communities in support of the changes I want to see?
Call to action:
• Consider why it would be beneficial for you to be a certified change agent.
• Identify people who might help you with this process.
• Take action and, if your change action is something that could be shared for Change Day, please add it on www.changeday.nhs.uk
• Complete the follow-up work for certification.
The combination of leadership attributes was accurately named by MLIT and was the foundation for this study.
Identify the leadership traits and interdependence of each of the Leadership characteristics as applied to the MLIT.
Importance of leadership and the theory of MLIT and the Clinical Nurse Manager Leader (NM-L)
In this webinar, you will …
* Learn the meaning of self-leadership. * Understand that self-leadership is for everyone.* Grasp the concepts of self-motivation, emotional control, moral wisdom and ethics.
The concept of whether emotional intelligence contributes to entrepreneurial success has been explored. The emotional intelligence skills examined were intrapersonal skills, the ability to recognize and manage one’s emotions, and interpersonal skills, and the ability to recognize emotions and their effect on others. The findings from the studies analyzed in the literature verify that a high level of emotional intelligence has a positive and significant impact on personal and business relationships.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
How to Split Bills in the Odoo 17 POS ModuleCeline George
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
3. Take advantage of
the opportunity to
reflect on your own
professional
experiences
We all come from a
lifetime of unique
experiences and
together we may
create some
amazing
discussions
MGT 425: Leadership & Motivation
Introduction to Week 1
Our class will examine various approaches to
motivation and discover how to transform theory into
practice
Through the study of motivation, we will discover
appropriate motivational strategies that promote
effective personal and organizational performance
Our class focuses on what drives motivation and how it
can be fostered and nurtured optimal use in our
contemporary workplace
Northouse, P. G. (2013). Introduction to leadership: Concepts and practice. Thousand Oaks,
CA: Sage Publications, Inc.
4. Overview & Requirements
• Post your introduction: Help us get to know you
• Read: Chapters 1 -4 in your text book
• Two Discussion Questions: Original Post due by Thursday, 11:59pm
• Respond to at least two classmates (or your instructor) for each discussion question:
Due by Monday 11:59 pm
• Week 1 Assignment: What’s in it for Me (WIIFM)? Due by Monday 11:59 pm
• Review: Cohan’s article and Anne’s multi-media (located under Required Resources)
5. Pritchard, R. D., & Ashwood, E. L. (2008). Managing motivation: A
manager's guide to diagnosing and improving motivation. New
York: Routledge/Taylor & Francis Group.
Required Text
This is a
Constellation
textbook
6. This week we will:
Evaluate individual sources of motivation
Apply the basic theories of motivation to a current or
former workplace
Objectives for Week 1
7. Activity Due Date Format
Grading
Percent
Read Chapters 1 -4
Post Your Introduction Day 1 Discussion .5
What Motivates You? Day 3
(1st post)
Discussion 2
Respond to at least two classmates’
(or your instructor’s) posts
Day 7 Discussion Included as
part of 2 pts
Motivational Analysis Day 3
(1st post)
Discussion 4
Respond to at least two classmates’
(or your instructor’s) posts
Day 7 Discussion Included as
part of 4 pts
What’s in it for Me (WIIFM)? Day 7 Assignment 10
8. When we are motivated to do anything in life, we naturally tend to
produce higher quality work, our sense of drive is greatly increased,
and our dispositions are generally much more positive.
While intrinsic motivation is that innate desire to purse something, an
organization’s leader has an amazing degree of power over the level of
motivation provided to his staff.
What is Leadership & Motivation?
Although the word leadership is often used as a universal definition, the
concept of true leadership is highly complex.
As such, one may consider leadership a trait, but in fact, it is a process. The
same is true with motivation.
Motivation is a process and it is also a continuous effort. It requires consistent
attention.
9. FOUNDATIONAL ASPECTS
Leadership is not a just a position or a title. It is an action. It is a consistent behavior.
To effectively lead, it is vital we are well-versed in how to properly motivate others.
Importance of Motivation: A Leader’s Perspective
Basic Assumptions about People: Maslow’s Hierarchy of Needs appeals to every human
beings innate, foundational needs
Understanding Needs: the more powerful the need, the more energy we’re willing to
devote
Understanding Motivation: the five components of motivation include 1) actions, 2)
results, 3) evaluations, 4) outcomes, and 5) need satisfaction
Dynamics of the Motivational Model: the five aforementioned components of
motivation are cyclical; to be successful they all need to work together and work in
harmony
10. BASIC ASSUMPTIONS ABOUT PEOPLE
We all possess an inherent desire to do a good job
We all want to feel that we have some control and influence regarding our
lives – and that includes what happens at work
None of us want to be held responsible for things outside of our control
We all appreciate feedback, but very few of us benefit from ‘formal
evaluations’. Contrary to popular belief, they rarely serve to motivate
We all want to be valued
None of us want to waste our time
11. Motivation is….
Understandable: we discover it’s logical when we understand primary underpinnings
A process: it’s a cyclical process that requires consistent attention
A fundamental issue: through continuous use, we realize it is definitely not a fad
A long-term issue: motivation requires monitoring, diagnosis, and revaluation (as needed)
Logical: by understanding motivation, the principles are understandable
Manageable: just like anything, motivation is manageable
A work strategy: when we incorporate appropriate practices, it is a common workplace strategy
Collaborative: people enjoy being motivated and respond in a collaborate nature
A win/win for everyone: not only do we win, but our organization reaps the benefits of a highly
motivated workforce
THE TRUTH ABOUT MOTIVATION
12. UNDERSTANDING NEEDS & ENERGY
Understanding the Core of Why We do What We Do
“A major payoff for increasing motivation is adding to the energy available for work”
(Pritchard & Ashwood, 2008, p. 14)
“It is difficult to get a clear picture of the strength of our own needs and even more
difficult to know the strength of someone else’s needs” (Pritchard & Ashwood, 2008, p.
16)
“Motivation is guided by how satisfying we thing something is going to be. However,
what we anticipate may not match reality” (Pritchard & Ashwood, 2008, p. 17)
“People will not be motivated by rewards that don’t satisfy their needs” (Pritchard &
Ashwood, 2008, p. 17)
Reference: Pritchard, R. D., & Ashwood, E. L. (2008). Managing motivation: A manager's guide to diagnosing and
improving motivation. New York: Routledge/Taylor & Francis Group.
13. UNDERSTANDING MOTIVATION
Five Components of Motivation
1) Actions: the process of putting energy into a particular act or task
2) Results: the process of applying the energy dedicated to a particular act or task with the
intent of creating value
3) Evaluations: the process of assessing or evaluating the results created by the actions and
results of the energy applied to a particular act or task; with the intent to measure and
determine how well the efforts results compared to expected outcomes
4) Outcomes: the process of what generally occurs upon evaluating the results of our
actions
5) Needs satisfaction: the more we expect from an outcome, the more energy and attention
we will apply (which directly correlates to the quality of work generated)
Reference: Pritchard, R. D., & Ashwood, E. L. (2008). Managing motivation: A
manager's guide to diagnosing and improving motivation. New York:
Routledge/Taylor & Francis Group.
14. Actions & Connections
When actions-to-results connections are low, we have little control over the results produced
We can’t expect people be highly motivated when they cannot control their results
We all must know how different results are valued for motivation to be high
Outcomes that are not tied to performance will have little or no effect on the motivation to do a better
job
One of the challenges of managing motivation is learning what outcomes are effective for different
people
Although we usually don’t think about the details of the model, but they still influence us
We do think about the motivation components when something unexcepted happens
For motivation to be high, all the components of the model must be high
THE MOTIVATION MODEL
Reference: Pritchard, R. D., & Ashwood, E. L. (2008). Managing motivation: A
manager's guide to diagnosing and improving motivation. New York:
Routledge/Taylor & Francis Group.
15. REQUIRED READING
Pritchard, R. D., & Ashwood, E. L. (2008). Managing motivation: A manager's guide to
diagnosing and improving motivation. New York: Routledge/Taylor & Francis Group.
Chapter 1: Motivation and Management
Chapter 2: Understanding Needs and Energy
Chapter 3: Understanding Motivation
Chapter 4: Dynamics of the Motivation Model
16. SUPPLEMENTAL REQUIRED READING & REVIEW
Cohan, P. (2012, ). TemboSocial makes employee motivation
everyone's business. Forbes.
http://www.forbes.com/sites/petercohan/2012/09/26/temboso
cial-makes-employee-motivation-everyones-business/.
Anne, L. (n.d.). Anne Loehr Explains WIIFM: What's In It For
Me
http://www.youtube.com/watch?v=qhxjDcjsODQ
17. MISCELLENAEOUS TIPS
To be eligible to earn full credit, discussion question posts and replies should be
substantial in nature.
I highly recommend striving to exceed minimum requirements. It’s a far safer bet than
trying to simply meet the minimum requirements.
Be sure to clearly and concisely follow the assignments requirements.
Create an outline based on the details contained in the assignments requirements. It will
serve you well. I promise.
18. GREATEST TIPS
WILL SERVE YOU WELL THROUGHOUT YOUR EDUCATIONAL JOURNEY
All professor are committed to adhering to the universities policies and procedures, but we all have
certain areas expectations that may be more dominate than others. Adhere to your instructor’s specific
requirements. In time, you will notice that all are providing invaluable information to add to you
toolbox of knowledge
Follow directions specifically. Avoid being creative. Academic writing leaves little room for creativity.
Strive to use formal language and adhere to APA guidelines. It is the best insurance buffer available
Use templates and sample APA papers until you become accustomed to APA’s requirements. Rather
than trying to memorize it all now, focus on learning and use the resources we offer to your advantage,
but avoid ignoring the vital importance of APA guidelines
***I’ve seen far too many students continue to loose points because they choose to
ignore feedback; resulting in the difference between a final grade of a B, instead of
an A (for example)
19. AMAZING SUPPORT SYSTEM
Listed under ‘Writing Center & Library’ are links to the following:
TAKE ADVANTAGE OF AVAILABLE RESOURCES
Listed under the email tab on the left hand menu is an icon similar to this. Click here
for access to tech supports phone number, email, and chat options
20. THE WRITING CENTER
https://awc.ashford.edu/Index.html
Any questions about the content you’ve developed?
Formatting concerns?
APA questions?
I highly recommend getting into the habit of submitting all work to the Writing Center prior to
submitting for a grade. They will help you catch errors that will help you avoid running the risk of
submitting erroneous errors in your written assignments
22. REFERENCES
Pritchard, R. D., & Ashwood, E. L. (2008). Managing motivation: A manager’s
guide to diagnosing and improving motivation. New York: Routledge/Taylor &
Francis Group.
Northouse, P. G. (2013). Introduction to leadership: Concepts and practice.
Thousand Oaks, CA: Sage Publications, Inc.