Motivation

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Motivation

• Dr Ian H Harris

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Learning Outcomes

• Identify some of your key driving motivations
• Understand what motivates other people to achieve
• Modify peoples behaviour and motivate them

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Contents

• What is motivation
• Elements of Motivation
• Basic Needs
• Acquired Needs
• Motives
• Motivating Others
• Reinforcing Positive Behaviours
• Motivating yourself!
• Self Assessment Exercises

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Why is motivation important to employers/employees

• A talent has no use if it is not linked to a role
  where it can be put to good use
• Are jobs always fascinating
• What happens when you reach your mid 30s?
• What happens when your geographic mobility
  lessens?

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Motivation Defined

• Is the push of your mental forces to accomplish
  an action. Unsatisfied needs motivate.
• On the biological level basic human needs of
  food, shelter and survival are powerful
  motivators.
• On the psychological level people need to be
  understood, affirmed, validated and appreciated.
• On the business level motivation occurs when
  people perceive a clear business reason for
  pursuing a transfer of knowledge or practices.
• home.earthlink.net/ddstuhlman/defin1.htm

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Components of Motivation

• Some need, motive or goal that triggers action
• A selection process that directs the choice of
  the action
• The intensity of effort that is applied to the
  chosen action
• Motivation governs behaviour selection,
  direction and level of effort

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Impacts of loss of motivation

• Work is VERY different to Education for some
  people it is very easy to lose motivation in
  work...!
• Losing key employees
• dulled companies competitive edge and led to a
  decline in quality and in customer service
• Its not just about losing employees, employees
  can become less effective over time its
  certainly happened to me on occasions
• So what motivates people in their job?

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Group Exercise What motivates?

• Split into teams and identify what would motivate
  you take five minutes
• Individually consider if the things that motivate
  you will motivate other people take three
  minutes

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What are my dominant needs
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Where did all these come from?

• www.box.net
• Username Ian0902_at_hotmail.com
• Password
• essential

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So what about reward systems

• What rewards do you believe staff might want?
• Reward systems should be employee centric
• Often, managers believe they know what staff want
  as a reward
• Good Wages, Job Security, Promotions, and good
  working conditions
• But surveys of staff suggest
• Challenging work, recognition for good work,
  participation in discussions that affect them,
  sympathetic understanding of personal problems

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What rewards appeal to my motivators
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Is motivation key to effective working?
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Performing well on the job

• Ability AptitudeTrainingResources
• Motivation DesireCommitment
• Performance abilitymotivation
• Why all that rubbish, well job performance is not
  just about motivationif a worker is 100
  motivated but has only 10 Ability, then no
  amount of motivation will make up the short-fall
  in ability

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Maslows theory of needs
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A theory of basic needs

• Abraham Maslow proposed that every individual has
  a hierarchy of needs

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Learned Needs

• We are born with Innate needs (Oxygen, Water,
  Food, Shelter)
• However, as we age we develop learned needs
  learned needs are a function of our behaviour
• In work, these learned needs can be
• Achievement, affiliation, power, autonomy
• Of course in work, or innate needs are met, we
  can eat, drink and we should be safe
• Hence to motivate people in work we should
  address the higher order needs even up to
  self-actualisation

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Hierarchy of Needs in Reality

• Individual Work
• Imagine that you are in your early 40s, you are
  a sole parent
• You work as a technical analyst for a large
  corporation
• Your salary covers, housing, food, and some
  social needsand then
• You are made aware of a downsizing exercise
  within your department
• Have your needs changed and if so How? Take 3
  minutes to consider this

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Motivation Class

• Achievement Motive
• Power Motive
• Affiliation Motive
• Autonomy Motive

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The Achievement Motive

• Achievers prefer a moderate level of difficulty
  they dont like tasks that are too easy or too
  hard!
• Achievers like to feel in control of the outcome,
  chance, luck or someone else driving is likely to
  reduce interest for an achiever
• Achievers like specific and frequent feedback on
  performance from peers and superiors

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The Power Motive

• Power Motivators are essential to an organisation
• Power Motivators can be split into two
• High PERSONAL power needs
• High INSTITUTIONAL power needs

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The Affiliation Motive

• Affiliators like to be liked by people
• Is that an issue for management or leadership?
• What are the positives of an affiliation motive?
• You tell me

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The Autonomy Motive

• Basically the desire to be self directed
• To control your activities, direction and
  motivation
• On average in a class of 350 College Graduates
  aged 28
• Achievement 22.6
• Affiliation 16.1
• Autonomy 20
• Power 17.7

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So what

• If you understand the different foci of
  motivation, you get a handle on what motivates
  people
• It allows you to select work/assignments that
  energise your staff
• How could you motivate a
• Achievement Motivated member of staff
• Power Motivated member of staff
• Affiliation Motivated member of staff
• Autonomy Motivated member of staff

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Goals
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Higher and Higher Exercise

• See handout Boosting your energy when its low

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How many of you

• Have
• Daily Goals?
• Weekly Goals
• Monthly Goals
• Yearly Goals
• 3 Year Goals
• How many successful people have goals?

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Goals A definition

• Not something you watch constantly replayed on TV
  (slide written during world cup 2006)
• A goal is a desired outcome of an action
• Desired
• Outcome
• Action

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Motivating Others

• Enhance their commitment to Goals
• Strengthen Effort-Performance-Reward Expectancies
• Clarify Performance-Reward Linkages
• Provide Performance Feedback
• Provide Salient Rewards

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Behavioural Reinforcement

• Sought after behaviour needs to be rewarded,
  however, often the culture of an organisation
  precludes this
• For example, you tell your staff that customer
  satisfaction is paramount and then make someone
  cut back on costs to the point that customer
  satisfaction suffers
• What would you take from this example?

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• Behavioural Modification BF Skinner (1930s)
  we can modify behaviour
• Positive Reinforcement
• Negative Reinforcement
• Punishment!
• Extinction
• Dont reward staff for doing anything that
  decreases customer satisfaction

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Motivating yourself activities
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Fighting Boredom

• Keeping the fires burning

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Feeling less overwhelmed

• Target Practice

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Think about one of your goals..?

• Break it down
• Formulated to achieve the overall mission/vision
• SWOT analysis undertaken
• Determines competencies to formulate response
• Establishes specific and challenging goals for
  each key task
• Explains how goals contribute to individual needs
  and values
• Encourages participation in goal setting
• Prioritises goals with respect to difficulty and
  importance
• Determines deadlines for each goal
• Builds in feedback mechanisms to assess goal
  progress
• Commits rewards contingent on goal achievement

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Task Motivation and Effort, Performance and
Rewards

• Does how hard I try really affect my performance?
• Yes, performance is generally improved with
  effort
• Are personal consequences linked to my
  performance
• Do you get rewards or punishment if you dont
  perform increased motivation will occur if you
  perceive a positive personal consequence
• Do I value the consequences that occur
• If you perform well are you interested in the
  reward, it could just be a simple recognition, if
  you did not get that recognition, how would your
  motivation be affected?

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Does the nature of reward affect motivation?

• Extrinsic
• Praise from another, pay rise, day off,
  recognition
• Intrinsic rewards
• Personal satisfaction feelings
• Intrinsic rewards tend to be more effective,
  social loafing (working under capacity even
  though theres an extrinsic reward) is common, if
  my boss cant see me working hard, do I need to
  work hard?
• Intrinsic has issues too. Too much praise from a
  boss to a member of staff who know they are doing
  a good job will be seen as patronising

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• Over the next few pages we will be introducing
  exercises that will help you motivate yourself
  via a variety of methods
• The following activities come from
• The Big Book of Motivation Games, Robert Epstein,
  McGraw Hill. 0-07-137234-2

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Motivation will be sub-sectioned into

• Performing at your peak
• Stop procrastinating
• Boosting your energy when its low
• Feeling less overwhelmed
• Envisioning and Achieving your Personal Goals
• Overcoming anxiety and the fear of failure
• Fighting Boredom

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• Aiming for Actualisation
• Beat the Clock
• Higher and Higher
• Target Practice
• The Ten Year Plan
• Blowing away the tension
• Keeping the Fires Burning

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Advanced Exercises

• The following exercises are more in-depth and may
  require working in teams. They are not team
  motivational exercises in the classic context
  though this session does not include motivating
  teams in the classical sense!
• Me, a team playerNever!

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Advanced Exercises

• Motivational Behavioural Checklist
• Uncovering Motivational Valances
• Reshaping Unacceptable Behaviour
• Improving Motivation at Lightning Rod Steel

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Timings

• Pre- lesson
• 330
• Lesson
• 200
• Tutorial
• 200
• Advanced Exercises
• 400
• Web Evaluation and further reading
• 1000
• Assessment

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Equipment Needed

• Computer
• Data Projector
• Nobo Board
• Self Assessment Questionnaire
• Photocopies of Exercises

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Self Assessment

• You need to have completed
• What motivates me
• What are my dominant needs
• What rewards do I value most
• How confident am I in my ability to achieve
• What is my view of the nature of people
• Achievement of others
• Do I need an enriched job