The document discusses motivation in the public sector. It defines motivation as internal and external factors that stimulate interest and commitment to goals. Some individuals are motivated to public service by a desire to serve the public interest and advocate for people or causes, due to personal values like social equity and duty. Motivation in organizations is goal-directed but also influenced by environments. Theories discussed include Maslow's hierarchy of needs, McGregor's Theory X and Y of management, and Herzberg's two-factor theory of intrinsic and extrinsic motivation factors. The document prompts self-reflection on what motivates oneself currently and for dream jobs or positions.

1. MOTIVATION
IN
THE PUBLIC
SECTOR

2. WHAT IS MOTIVATION?
• Motivation can be defined as internal and external
factors that stimulate desire and energy in people
to be continually interested and committed to
a job, role or subject, or to attain a goal.

3. PUBLIC SERVICE MOTIVATION
• Some individuals seek public service as a means
of satisfying their own needs -- these needs
might be based on:
• Personal identification with the organisation’s
values
• The desire to advocate for a people or interests
• Desire to serve the public in the public’s interest
• Or their motives could be due to factors such as:
• Loyalty
• Duty
• Public spirit
• Values such as social equity

4. DISCUSS:
MOTIVATION IN THE
PUBLIC SECTOR

5. MOTIVATION IN ORGANIZATIONS
• Motivated behavior is goal-directed behavior
• Motivation is limited and directed by situations
and environments in which people find
themselves
Motivation is not:
• directly observable
• the same as satisfaction
• always conscious
• directly controllable

6. • A basic assumption of this model is that humans are perpetually wanting
• Each level does not need to be fully satisfied only that it must be partially
or adequately satisfied
MASLOW’S HIERARCHY OF NEEDS

7. MCGREGOR (1957) THEORY X
AND THEORY Y

8. HERZBERG (1968) TWO-FACTOR
OR MOTIVATION-HYGIENE THEORY
• Factors that produced job satisfaction or motivation are
different than factors that lead to dissatisfaction
• motivating or intrinsic factors are those associated with
the nature of the work itself
• achievement, recognition, challenging work,
responsibility and growth
• low-level needs, called hygiene or extrinsic factors, do
not lead to motivation
• they only lead to dissatisfaction
• hygiene factors such as pay or working conditions,
supervision, interpersonal relations, status, and security
can cause dissatisfaction
• satisfying these needs however will not lead to
motivation

9. WHAT MOTIVATES YOU NOW
AND IN THE FUTURE?
 You have been invited to interview for your dream job.
 At the time the interview was scheduled, you
were asked to be ready to discuss which factors
would be most important motivating you in this
position.
 What are those factors?
 Is there a difference between what motivates you
in your current job and your dream job?

10. M.O.T.IVATION CHECKLIST
• Be self-reflective and proactive about your own
motivation
• Be aware of what motivates you and what motivates
others
• Have realistic expectations about the extent in which you
can influence the motivation of others
• Participate in setting clear and challenging goals
• Give incentives and rewards for strong performance
• Give honest and constructive feedback
• Have confidence in yourself and build others confidence