Motivation (part 2) Flashcards
Person as Intentional Approach
- Person as scientist approach emphasizes thinking and rationality
- Modern motivational theories also emphasize these ideas, but they have a stronger focus on intentional behavior.
Goal-Setting Theory
Goals: internal cognitive representations about performance standards.
-something you intend to do in the future that motivates you to behave in a way that increases the likelihood of attaining that outcome
Motivational Effects of Goals
Directing
Energizing
Persisting
Strategizing
Directing
Goals help focus effort on specific activity
Energizing
Goals stimulate arousal (maximize effort)
Persisting
Goals help people sustain effort
Strategizing
Goals help people develop performance strategies
-planning, drawing on your current knowledge, etc.
What kinds of goals are the most motivating?
- Specific Goals-less ambiguous
- Moderately difficult goals-attainable but arousing
Contingency Factors in Goal Setting
Moderately difficult, specific goals have stronger effects with
- High Goal Commitment.
- Lower Task Complexity
High Goal Commitment
- belief that goal can be attained
- belief that the goal is personally important-participation in goal setting
- belief that outcomes of the goal are important
Lower Task Complexity
- easier tasks and/or tasks you have already mastered.
- Goals related to outcomes appear to interfere with learning so process goals may be more appropriate for complex tasks.
Feedback Loop in Goal Theory
- Evaluation of the difference between performance and goals.
- Assumes individuals compare performance and goals in order to adjust their behavior to be consistent with goals.
Goal Setting in Practice: Management by Objectives
Setting goals during performance appraisals heightens subsequent performance Specific Measurable Attainable Results oriented Time bound
Feedback Loops and Self-Regulation*
- Feedback loops help individuals to realize discrepancies between goals and *
- Self-regulation helps explain how people behave in such complex environments
Self-Regulation
Basic Idea
- People continuously adjust their behavior relative to their internal constructions about what they should be doing
- Performance is affected by the amount of cognitive resources allocated to performance relative to other tasks.
Self-Regulation*
Key Concepts
- Self Monitoring*
- Self-Evaluation: How am I doing relative to my goals?
- Self-Reactions:How do I think and feel about how I am doing?
Self-Efficacy
Belief in one’s ability to perform a specific task or to reach a specific goal.
-Closely related to motivation and behavior
Self-Esteem
- General feelings toward oneself
- Closely related to emotions
Self-Efficacy: Bandura’s Model
People are constantly evaluating the discrepancy between performance and goals (feedback loop)
- -If a person is:
- making process toward goal, result is satisfaction and increased self efficacy
- not making process, result is dissatisfaction and decreased self efficacy
Self-Efficacy has been linked to
Motivation and behavior
Ways to increase self-efficacy*
- Mastery Experience: Successfully completing tasks
- **:seeing someone else succeed
- Social persuasion:having others believe in you
- Physiological States: reducing stress and fatigue
