Bachelor of Mechanical Engineering

Personal Competence and Communication

Motivation

Opening questions?

What is motivation in your opinion? What motivates you? In school or at work.

Motivation
Motivation can be defined as the process that initiates, guides and maintains goal-oriented behaviors. Motivation is what causes us to act, whether it is getting a glass of water to reduce thirst or reading a book to gain knowledge.

Motivation
Motivation involves the biological, emotional, social and cognitive forces that activate behavior. In everyday usage, the term motivation is frequently used to describe why a person does something. Example: A student is so motivated to get a high grade in PKO/PCC that he/she spends 10 hours a week studying

Incentive Theory of Motivation

The incentive theory suggests that people are motivated to do things because of external rewards. For example, you might be motivated to go to work each day for the monetary reward of being paid. Behavioral learning concepts such as association and reinforcement play an important role in this theory of motivation.

Extrinsic vs. Intrinsic Motivation

Extrinsic motivations are those that arise from outside of the individual and often involve rewards such as trophies, money, social recognition or praise. Intrinsic motivations are those that arise from within the individual, such as doing something purely for the personal gratification of solving a problem.

Drive Theory of Motivation

According to the drive theory of motivation, people are motivated to take certain actions in order to reduce the internal tension that is caused by unmet needs. For example, you might be motivated to drink a glass of water in order to reduce the internal state of thirst.

Drive Theory of Motivation

This theory is useful in explaining behaviors that have a strong biological component, such as hunger or thirst. The problem with the drive theory of motivation is that these behaviors are not always motivated purely by physiological needs. For example, people often eat even when they are not really hungry.

Arousal Theory of Motivation

The arousal theory of motivation suggests that people take certain actions to either decrease or increase levels of arousal. If arousal levels get too low > a person might watch and exciting movie or go for a jog. If arousal levels get too high > a person would probably look for ways to relax such as meditating or reading a book.

Arousal Theory of Motivation

According to this theory, we are motivated to maintain an optimal level of arousal, although this level can vary based on the individual or the situation.

Humanistic Theory of Motivation

Humanistic theories of motivation are based on the idea that people also have strong cognitive reasons to perform various actions. This is famously illustrated in Abraham Maslow's hierarchy of needs, which presents different motivations at different levels.

Maslows Hierarchy of Needs

Self-actualization personal growth and fulfilment

Esteem needs achievement, status, responsibility, reputation

Belongingness and Love needs family, affection, relationships, work group, etc.

Safety needs protection, security, order, law, limits, stability, etc. Biological and Physiological needs basic life needs - air, food, drink, shelter, warmth, sex, sleep, etc.

Behavior is driven by lowest, unmet need

Critique of Maslow
Theory created in 1943 Not tested in real life Not always the right ranking Assumed to apply universially to all individuals Needs change often, not only over a long period

Alderfers ERG Theory

Non-hierarchical theory based on three categories of motivating needs
EXISTENCE (E) Needs for basic survival that everyone must satisfy to maintain life RELATEDNESS (R) Needs to draw people into interpersonal contact for social-emotional caring GROWTH (G) Needs for personal development and a sense of self-worth

Herzbergs Dual-Factor Theory of Motivation

Hygiene Factors Job context working conditions that can decrease dissatisfaction (extrinsic motivation)

job security, quality of supervision, interpersonal relations, pay and benefits..

Motivator Factors Job content that can create and improve satisfaction (intrinsic motivation)
responsibility, job challenge, achievement opportunities, recognition..

Herzbergs Dual-Factor Theory of Motivation

1. Job context continuum: Hygiene seekers
Poor hygiene factors Dissatisfaction Pain Good hygiene factors No dissatisfaction No pain

2. Job content continuum: Motivation seekers

Poor motivation factors No satisfaction Negative growth Good motivation factors Satisfaction Growth

hygiene vs motivator factors

Poor hygiene factors Good hygiene factors Poor motivation factors Good motivation factors

Improve hygiene factors

Improve motivational factors

McClelland / Atkinson: Work related motives

ACHIEVEMENT MOTIVE involvement in tasks that will provide a sense of accomplishment POWER MOTIVE being in charge and controlling and influencing others AFFILIATION MOTIVE quality of social and interpersonal relationships

In your opinion:
Examples of initiative or factors at work that will increase motivation? -

factors in a work environment that many employees find motivating Management and leadership actions that empower employees Transparent and regular communication about factors important to employees Treating employees with respect Positively managing employees within a success framework of goals, measurements, and clear expectations

factors in a work environment that many employees find motivating Providing regular employee recognition Feedback and coaching from managers and leaders Above industry-average benefits and compensation Providing employee perks and company activities

Hackman and Oldham job characteristics model

based on the idea that the task itself is key to employee motivation. Specifically, a boring and monotonous job stifles motivation to perform well, whereas a challenging job enhances motivation.

Hackman and Oldham job characteristics model

Job enlargement increasing the scope of a job through extending the range of its job duties and responsibilities generally within the same level and periphery

Hackman and Oldham job characteristics model

Job Enrichment Expanding job responsibilities and giving increased control over the total production process. Employees normally receive training and additional support as well as increased input, or say, into the total manufacturing procedure

Job Enlargement vs Job Enrichment

Job enrichment means improvement or increase with the help of upgrading and development = more quality Job enlargement means to add more duties, and an increased workload = quantity Job enlargement is horizontal, whereas job enrichment is vertical expansion

Hackman and Oldham job characteristics model

CORE JOB CHARACTERISTICS Skill variety Task identity Task significance Autonomy Feedback Knowledge of actual results CRITICAL PSYCHOLOGICAL STATES INDIVIDUAL WORK OUTCOMES High intrisic motivation High quality work performance High job satisfaction Low absentism and turnover

Experienced of work:
Meaningfullnes Responsibilities for the outcome

Moderators Growth-need strengths Knowledge and skills Context satisfaction

McGregors Theory X and Theory Y

Theory X managers: Assume people act only to realise their basic needs and therefore do not contribute to organisational aims Most people dislike work & avoid it if they can Punishment & close supervison is needed to get people to work They are self-centred and indifferent to organisational needs They exhibit very little ambition and are only interested in security

McGregors Theory X and Theory Y

Theory Y managers: Assume people are motivated by higher-order growth needs and will act responsibly to accomplish organizational objectives People seek responsibility and have capacity to self-control tasks if commited to objectives People are not passive or indifferent to firm needs Employees have the ability to be creative and use ingenuity to solve problems

Theory X & Y motivation

How will the theory X manager typically motivate his employees?
How will the theory Y manager typically motivate his employees?

History of Motivation
Late 1800 / Early 1900 - Issues: How to create efficiency The economic man: Workers are rational Motivated by salary Taylor: Scientific Management

Taylor Scientific Management

precise procedures developed after careful study of an individual at work time and motion studies which would tend to discover or synthesize the "one best way" to do any given task The goal was both an increase in productivity and reduction of effort

History of Motivation
1960s: Job re-design Issues: de-skilling, declining productivity, poor morale, increasing number of women in the work force Solution: Creation of more interesting, satisfying and challenging jobs 1970s Worker participation Democracy in the work place 1980s Teamwork, culture, empowerment Total Quality Management (TQM) Business re-engineering

History of Motivation
1980s Teamwork, culture, empowerment Total Quality Management (TQM) Business re-engineering 2000s Learning organization Intellectual capital Knowledge management

Exercise
1. Existence needs 2. Relatedness needs 3. Growht needs 4. Achievement motive 5. Affiliation motive 6. Power motive 7. Expectancy outlook 8. Expectancy outlook 9. Expectancy outlook 10. Equity 11. Extrinsic rewards 12. Intrinsic rewards

Daniel Pink Drive

Twitter summary
Carrots & sticks are so last century. Drive says for 21st century work, we need to upgrade to autonomy, matstery & purpose

Drive the surprising truth about what motivates us, Daniel Pink, 2009, Riverhead Books

Motivation in the 21st century

Autonomy - The desire to direct our own lives

Mastery - The urge to make progress and get better at something that matters

Purpose - Servicing something larger than ourselves

Promoting Motivation 3.0

Jobs have become more complex, more interesting and more self-directed
Algorithmic tasks: follow established instructions down a single pathway to one conclusion Heuristic tasks: involves trial and error and discovering the solution by yourself

Working away from boss

Virtual teams; teleworkers

Group discussions
Theories of motivation have focused primarily on explaining individual behaviour. What changes are suggesting that group-based motivation will become more important in the future? How can you motivate a team?