MOTIVATION

Group Members:

Muhammad Ahrar Siddiqui

 Danish Khalil
 Muhammad Uraib Raza
 Shehroz Shamim
 CONTENTS
 Motivation
 Types of Motivation
 Approaches of Motivation
 Self Motivation
 Goal Setting
 De-Motivation
 Motivation Theories
 What is Motivation?
Motivation is derived from a Latin word “movere”
which means “to move” or
“to activate”
OR

The Force that Induce Individuals to

Perform
 Motivation is a desire, need, or want
that generates the energy required for
someone to behave in a particular way.
It is the internal drive to accomplish a
goal.
NEEDS
WANTS
DIFFERENCES AND EXAMPLES
OF NEED & WANTS
TYPES OF MOTIVATION

• Intrinsic Motivation
• Extrinsic Motivation
 FEW MORE TYPES
OF MOTIVATION
 Achievement Motivation
 Incentive Motivation
 Fear Motivation
 Power Motivation
 Affiliation & Social Motivation
 Competence & Learning Motivation
 Expectancy Theory of Motivation
 Equity Theory of Motivation
 Arousal Theory of Motivation
 APPROACHES OF
MOTIVATION

 Behavioral
 Humanistic
 Cognitive
 Socio-cultural
 Behavioral

extrinsic motivation source

influenced by reinforcers, rewards,
incentives, and punishments
 Humanistic

intrinsic motivation source

influenced by the need for
self-esteem, self-fulfillment,
and self-determination
 Cognitive

intrinsic motivation source

influenced by beliefs,
attributions for success and failure,
and expectations
 Socio-cultural

intrinsic motivation source

influenced by engaged participation
in learning communities; identity
maintained through group activities
SELF-MOTIVATION
Ability to do what needs to be done, without
influence from other people or situations.
People with self motivation can find a reason
and strength to complete a task, even when
challenging, without giving up or needing
another to encourage them.
STEPS OF SELF-MOTIVATION

 Set Goal
 Start with Small Steps
 Don’t Compare yourself
 Procrastination is your enemy
 Learn from your previous mistakes
 Examine your motive
 Be Happy
 GOAL
A Goal is clearly defined Personal Objective
something that you want to achieve In a specific
period of Time

GOAL SETTING
Goal setting is the process of deciding what you
want to accomplish and devising a plan to
achieve the result you desire
WHY WE SET GOALS?

Top-level athletes, successful businesspeople

and achievers in all fields all set goals.
Setting goals gives you long-term vision and
short-term motivation . It focuses your
acquisition of knowledge, and helps you to
organize your time and your resources so that
you can make the most of your life.
 How to Set a Goal
First consider what you want to achieve, and then
commit to it. Set SMART (specific, measureable,
attainable, relevant and time-bound) goals that
motivate you and write them down to make them feel
tangible. Then plan the steps you must take to realize
your goal, and cross off each one as you work through
them.
 TYPES OF GOALS

 LIFETIME
 LONG-TERM
 SHORT-TERM
 STEPPING STONE
LIFETIME GOALS
Lifetime goals are the goals that will take anywhere from
10 years to your lifetime to achieve.
 LONG-TERM GOALS
These are your workhorse goals. They NEED to have the specific
time limits put on them: typically 5 or 10 year goals.
SHORT-TERM GOALS
Short term goals are not always that short. They
may be a month, six months or a year.
STEPPING STONE GOALS
These are transactional goals. Think of these as action steps
that allow you to reach bigger goals. For instance. They
are the bricks that build the short term goals the build
you long-term and lifetime goals.
GOAL-SETTING THEORY
Goal-setting theory refers to the effects
of setting goals on subsequent performance.
Researcher Edwin Locke found that
individuals who set specific,
difficult goals performed better than those
who set general, easy goals.
PRINCIPLES:
Clarity, Challenge, Commitment, Feedback, Task Complexity
 GOLDEN RULES OF
GOAL SETTING
1. SET GOALS THAT MOTIVATES YOU

When you set goals for yourself, it is

important that they motivate you: this means
making sure that they are important to you,
and that there is value in achieving them.
2. SET SMART GOALS

You have probably heard of SMART

Goals already. But do you always apply
the rule? The simple fact is that for goals
to be powerful, they should be designed
to be SMART.
3. Set Goals in Writing
The physical act of writing down a
goal makes it real and tangible. You
have no excuse for forgetting about
it. As you write, use the word "will"
instead of "would like to" or
"might“.
4. Make an Action Plan
This step is often missed in the process of
goal setting. You get so focused on the
outcome that you forget to plan all of the
steps that are needed along the way. By
writing out the individual steps, and then
crossing each one off as you complete it,
you'll realize that you are making progress
towards your ultimate goal.
5. Stick With It!

Remember, goal setting is an ongoing

activity, not just a means to an end. Build
in reminders to keep yourself on track,
and make regular time-slots available to
review your goals.
 DE-MOTIVATION
Feeling or state of being de-motivated.

DE-MOTIVATE
to make someone less enthusiastic about anything.
Example:
She was very de-motivated by being told she had
little chance of being promoted.
 Getting De-Motivated By
 Fear  Lack of Challenge
 Setting Wrong Goals  Grief
 Lack of Clarity  Loneliness
 Values Conflict  Burn-Out
 Lack of Autonomy  not knowing what to
do next
MOTIVATION THEORIES
Motivation and Motivation Theory can be
broadly defined as the forces acting on or
within a person that cause the arousal,
direction, and persistence of goal-directed,
voluntary effort. Motivation theory is thus
concerned with the processes that explain why
and how human behavior is activated.
TYPES OF MOTIVATION
THEORIES
 CONTENT THEORY

Maslow – hierarchy of needs

PROCESS THEORY

Skinner's reinforcement theory

 Maslow – hierarchy of needs
This is the earliest and most widely known theory of motivation,
developed by Abraham Maslow (1943) in the 1940s and 1950s.

This theory condenses needs into five basic categories. Maslow

ordered these needs in his hierarchy, beginning with the basic
psychological needs and continuing through safety, belonging and
love, esteem and self-actualization. In his theory, the lowest
unsatisfied need becomes the dominant, or the most powerful and
significant need. The most dominant need activates an individual to
act to fulfill it. Satisfied needs do not motivate. Individual pursues
to seek a higher need when lower needs are fulfilled.
 Maslow's hierarchy of needs is often shown in the shape of a pyramid:
basic needs at the bottom and the most complex need (need for self-
actualization) at the top. Maslow himself has never drawn a pyramid to
describe these levels of our needs; but the pyramid has become the most
known way to represent his hierarchy.
 1. Physiological needs
(e.g. food, water, shelter, sleep)
It includes the most basic needs for humans to
survive, such as air, water and food. Maslow
emphasized, our body and mind cannot function
well if these requirements are not fulfilled.
These physiological needs are the most dominant
of all needs. So if someone is missing everything in
his/her life, probably the major motivation would
be to fulfil his/her physiological needs rather
than any others.
 2. Safety and security
(secure source of income, a place to live, health and
well-being)

If the physiological needs are relatively well

contented, new needs will appear, the so called
safety needs. Safety needs refer to a person’s
desire for security or protection.
 3. Belongingness and love
(integration into social groups, feel part of a community
or a group; affectionate relationships)

If both the physiological and the safety

needs are fulfilled, the affection, love and
belongingness needs come into
prominence. Maslow claimed people
need to belong and accepted among their
social groups.
 4. Esteem
(respect for a person as a useful, honourable human being)

In our society most people long for a stable and high

valuation of themselves, for the esteem of others and
for self-respect or self-esteem.
Esteem means being valued, respected and
appreciated by others. Humans need to feel to be
valued, such as being useful and necessary in the
world. People with low self-esteem often need
respect from others.
 5. Self-actualization
(individual’s desire to grow and develop to his or
her fullest potential)

What humans can be, they must be.’ (Maslow, 1954)

Self-actualization reflects an individual’s desire to

grow and develop to his/her fullest potential.
People like opportunities, choosing his/her own
versions, challenging positions or creative tasks.
Deficiency needs – The very basic needs for survival
and security.
These needs include:
• physiological needs
• safety and security needs
• social needs – belongingness and love
• esteem needs
It may not cause a physical indication if these
‘deficiency needs’ are not fulfilled, but the individual
will feel anxious and tense. So the most basic level of
needs must be fulfilled before a person wants to focus
on the secondary or higher level needs.
Growth needs – Personal growth and fulfillment
of personal potential.
These needs include:
• self-actualisation needs
This hierarchy is not as rigid as we may have implied.
For example, there are some humans for whom self-
esteem or self-actualization seems to be more
important than love or belonging. The popularity of
this theory of motivation rooted in its simplicity and
logic.
 Skinner's reinforcement
theory
The Reinforcement theory, based on Skinner's operant conditioning theory,
says that behavior can be formed by its consequences (Gordon, 1987).
Positive reinforcements, for example praise, appreciation, a
good mark/grade, trophy, money, promotion or any
other reward can increase the possibility of the rewarded
behavior's repetition.
For example, when a student who is usually late to class gets
positive feedback when he arrives on time, the student
becomes more and more punctual. Positive reinforcement
motivates to get the anticipated reinforcement of
required behavior.
 Negative reinforcement when we give a meal to a hungry
person if he behaves in a certain manner/way.
In this case the meal is a negative reinforcement because it
eliminates the unpleasant state (hunger).
Contrary to positive and negative reinforcement,

Punishment can be undesired reinforcement, or reinforce undesired

behavior.

For example, if a student is always late to class and thus he gets

negative verbal feedback and also always has to tidy up the
classroom at the end of the day, in this case the undesirable
behavior is reinforced with an undesirable reinforcer. The
punishment declines the tendency to be late.
According to the theory, positive reinforcement is a much better
motivational technique than punishment because punishment:
• tries to stop undesirable behavior and does not offer an
alternative behavior
• creates bad feelings, negative attitudes toward the activity, and
the person who gives the punishment
• suppresses behavior, but does not permanently eliminate it.
Once certain behavior has been conditioned through repetitive
reinforcement, elimination of the reinforcement will decline the
motivation to perform that behavior. Therefore it is better not
to give a reward every time. Reinforcement in the workplace
usually takes place on a partial or irregular reinforcement
schedule, when reward is not given for every response.
CONCLUSION
BY
LEADER