UNIT 4- Motivation & Emotional Intelligence Flashcards
What is motivation?
- It is the driving force behind human actions
- Motivation is the process that initiates, guides and maintains goal-oriented behaviors
- includes the biological, emotional, social and cognitive forces that activate human behavior
What are the major components of motivation?
- activation- the decision to initiate a behavior
- persistence- is the continued effort toward a goal even though obstacles may exist
- intensity- is the concentration and vigor that goes into pursuing a goal
What can you do when your motivation is low?
- focus on things that really matter to you
- break tasks into smaller steps
- work on improving your confidence
- make improvements to fight insecurity
Types of motivation
- Extrinsic motivation
- Intrinsic motivation
Extrinsic motivation
arises from outside of the individual and often involves external rewards such as trophies, money, social recognition, or praise.
An extrinsic motivator needs three elements:
1. Expectancy- believing that increased effort will lead to increased performance
2. Instrumentality- believing a better performance will be noticed and rewarded
3. Valence- wanting the reward that is promised
Intrinsic motivation
is internal and arises from within the individual, such as doing a complicated crossword puzzle purely for the gratification of solving a problem
- is powerfulbecause it is integrated into identity and serves as a continuous source of motivation.
A third type of motivation
- some researches says there is
- family motivation
- Example: Working even though you don’t want to because you are financially providing your family
Causes of low motivation
- All-or-nothing thinking- If you think that you must be absolutely perfect when trying to reach your goal or there is no point in trying, one small slip-up or relapse can zap your motivation to keep pushing forward
- Believing in quick fixes- It’s easy to feel unmotivated if you can’t reach your goal immediately but reaching goals often takes time.
- Thinking that one size fits all- Just because an approach or method worked for someone else does not mean that it will work for you. If you don’t feel motivated to pursue your goals, look for other things that will work better for you.
Some of the major theories of motivation
- Instincts
- Drives and Needs
- Arousal levels
Instincts theory of motivation
- suggests that behaviors are motivated by instincts, which are fixed and inborn patterns of behavior
- William James, Sigmund Freud and William McDougal- have proposed several basic human drives that motivate behavior
- Examples: cleanliness, fear and love
Drives and needs theory of motivation
- we have a biological need- suggests that people have these basic biological drives, and our behaviors are motivated by the need to fulfill these drives
- eating, drinking, sleeping ++
- Abraham Maslow´s hierarchy of needs- based on the desire to fulfill basic psychological needs
Arousal theory of motivation
- suggests that people are motivated to engage in behaviors that help them maintain their optimal level of arousal
- A person with low arousal needs might pursue relaxing activities such as reading a book, while those with high arousal needs might be motivated to engage in exciting, thrill-seeking behaviors such as motorcycle racing
Factors to build self-motivation
- Self-confidence and self-efficacy
- Positive thinking, and positive thinking about the future
- Focus and strong goals
- A motivating environment
Maslow´s hierarchy of needs
isa theory of psychology explaining human motivation based on the pursuit of different levels of needs
- Psychology- air, food, water, shelter ++
- Safety- security, order, law and stability
- Belongingness and love- friendship, intimacy, trust, acceptance, affection
- Esteem- status, prestige, achievement, mastery and independence
- Self-actualization- realizing personal potential, self-fulfillment and seeking personal growth
Two factor theory
Frederick Herzberg
His theory outlined that humans are motivated by:
- Motivators: cover intrinsic needs such as achievement, recognition, and advancement. Motivation factors allow employees to be engaged and satisfied in their jobs and promote growth.
There are 6: achievement, recognition, growth, advancement, responsibility and the work itself
- Hygiene factors: cover extrinsic needs such as pay grade, workplace policy and relationships with peers .They prevent job dissatisfaction.
There are 10:
- company policies and administration
- quality of technical supervision
- quality of interpersonal relations among peers
- subordinates
- superiors
- salary
- job security
- personal life
- working conditions
- status
Expectancy theory
Victor Harold Vroom
People´s behavior works on the assumption that people will choose to maximise pleasure and minimise pain. This means that people will behave in a way that results in the best outcome or reward.
The theory is dependent on the idea that the more an employee values the outcome, the more motivated they will be to achieve it.
Three variables:
1. Expectancy
2. Instrumentality
3. Valence
Equity theory
John Stacey Adams
It’s about the balance between the effort an employee puts into their work (input), and the result they get in return (output).
Employees want the benefits they receive from work to seem fair in relation to the inputs that they provide and that the levels of rewards that is received are similar to the ones received by their peers
Input:
- time, effort, loyalty, integrity, commitment, personal sacrifice etc
Output:
- base pay, incentives, benefits, job security, recognition, career development, fulfillment, employment etc
Fairness theory
Cropanzano
Seeks to identify conditions that must be met for an injustice to be perceived. Something must occur that threatens an individual´s wellbeing.
When individuals believe they have been treated fearly, they tend to exhibit high level of job performance.
Conditions to perceive an event as something unfair:
1) The would component- an alternative situation would have led to better outcomes
2) The could component- those in power could have behaved in a different way
3) The should component- the responsible should behave in a different way because its actions violate some moral standard
Conduct- states of well-being- principles
Self-efficacy theory
Albert Bandura
He defined Self-efficacy as a belief in our own ability to succeed, and our ability to achieve the goals we set for ourselves.
High self-efficacy:
- an ability to view difficult goals as a challenge
Low self-efficacy:
- would view the same goal as being beyond their abilities- might not even try
It contributes to how much effort a person puts into a goal in the first place, and how much he or she perseveres despite setbacks.
Goal setting theory
Edwin Locke
Goal-setting theory refers tothe effects of setting goals on subsequent performance.
Goal setting principles:
- Clarity
- Challenge
- Commitment
- Feedback
- Task complexity
Action theory
Winfried Hacker
The theory explains how workers regulate their behavior through cognitive processes, including goal development and selection, internal and external orientation, planning, monitoring of execution, and feedback processes.
Occurs on multiple levels of action regulation:
- sensorimotor/skill level
- the level of flexible action patters
- range from unconscious and automized control to conscious thought
- An important basic theory in applied psychology- in the field of industrial, work, and organizational psychology
- action regulation theory is distinct from the cognitive-behavioral theories
What is emotional intelligence
The ability to:
1) perceive and express emotions
2) use emotions to facilitate thoughts
3) understand and reason with emotion
4) regulate emotion in the self and others
An important factor in determining personal success as a student, teacher, parent, and leader.
The four domains of EI (Daniel Goleman)
- Self awareness
- Self-management- managing emotion
- Empathy
- Skilled relationships
How do we improve our emotional intelligence?
- The ventilation fallacy- prolongs your mood rather than end it
What to do when you feel angry:
- take a deep breath
- go for a walk
- reframe your thought
- Don´t ruminate when you are sad- distract yourself, shift your mood
What to do when you feel sad:
- exercise
- complete small task
- reframe the situation
- what can I learn from it
- help others
- The artful critique- how to criticize in the right way
- be specific
- offer a solution
- do it face to face
- show empathy - Emotional contagion- set the emotional tone
What makes an outstanding professional?
- Technical skills
- Cognitive abilities
- Emotional intelligence competences
The process of emotional intelligence
- Self awareness
- Self regulation
- Motivation
- Empathy
- Social skills
Self awareness
Knowing how you’re feeling all of the time, and understanding how those feelings are affecting the people around you.
Step 1- self awareness
“Know yourself”
- your personality
- your goals
- your dreams
- your strengths and weaknesses
- your reactions and their impact
Results:
- self confidence
- realistic self-assessment and self evaluation
- self sense of humor
Self regulation
Ability to control and express one,s emotions and actions. Develop self-regulation by living own values, and by holding oneself accountable when you make a mistake.
Step 2- self regulation
“Guide your emotions”
- your anger
- your impatience
- your pride
- your uncontrolled reactions
Results:
- self control
- integrity
- adaptability and flexibility
- openness to change
Step 3- motivation
“Achieve beyond expectations”
- Achieving goals for their own shake
- Not only external rewards matter
- Pursue goals with energy and conviction
Results:
- Personal drive to achieve
- Optimism
- Commitment
Empathy
Awareness of the feelings, needs and concerns of others
Step 4- empathy
“Understand others”
- Understanding other people emotions
- knowing how to treat people under certain emotional circumstances
Results:
- Expert in talent identification and management (know people)
- Cross-culturally sensitive
- Sense of service
Social skills
Ability to persuade and move people to action
Step 5- social skills
“Build stable relationships”
- Proficiency in managing relations and building networks
- Create ‘common ground’
- Get other people to act
Results:
- Change management
- Persuasion
- Team building and Team leading
