Week 8 Motivation Flashcards
Motivation
The processes that account for an individual’s intensity, direction, and persistence of effort towards attaining a goal
- Intensity ➔ How hard a person tries
- Direction ➔ Moving towards the goals
- Persistence ➔ How long a person can maintain effort
Maslow Pyramid of Needs
1) Physiological
2) Safety
3) Love/Belonging
4) Esteem
5) Self-actualization
Limitations of Maslow’s
- No empirical evidence
- No validation from studies
Self-determination theory
1) People prefer to feel free and have control over their actions
2) If a task becomes mandatory, the motivation to perform the task will decrease
3) When people do a task for free: they feel it as something they want to do rather than they have to do
4) When people are paid for work: they feel it as something they have to do rather than they want to do
3 basic needs self-determination theory + what it leads to
- Competence
- Autonomy
- Relatedness
==> The satisfaction of the 3 leads to intrinsic motivation
Intrinsic motivation
Doing an activity because it is interesting and
enjoyable, because we want to do it
Extrinsic motivation
Doing an activity because of the benefits it can bring
or to avoid negative consequences, because you have to (good marks, trust, income)
Rewards and intrinsic motivation
Rewards can be also seen as a source of intrinsic motivation (increase of the 3 components)
Outcomes associated with intrinsic motivation
- Increased happiness
- Greater interest
- Greater performance
How to increase intrinsic motivation
1) Job enlargment
- Horizontal expansion (variation in task with same level of expertise)
- Vertical expansion (promotion)
2) Employee involvement
- Giving more power to employees in the decions making process (increase autonomy and competence –> intrinsic motivation)
Goal difficulty
- Easier goals are more likely to be accepeted
- But difficult goals lead to better performance (increased focus and persistence)
Goal difficulty and other
If your manager gives you a higher goal than your coworkers
–> Increased self-confidence, self-efficacy, performance
SMART goals
Specific Measurable Attainable Relevant Time Bound
Shoulds goals be related to quantity or quality of performacne?
- When high quant goals, qual declines
- -> Set both quality and quantity goals
Should goals be related to process or outcomes?
- Complex tasks: process goals are more appropriate
- Simple tasks: otucome goals
Should goals be set only by the supervisor?
Participative goal setting is more effective than assigning goals without
any discussion
Should goals be set at the individual or team level?
If the task requires cooperation, group goals
If the work is independent, individual goals may be more effective
On individual goals
Increase competition
But reduction of workers helping each other
==> Therefore, we must create both individual and taem goals
Effects of trust on motivation
In some scenarios, higher trust leads to better motivation
Effects of meaning on motivation
In all cases, meaning is very importnat, but more at the beginning of a task
basic needs self-determination theory - competence
– We need to feel that we are good at something
basic needs self-determination theory - autonomy
– We need to feel that we have choices and control over our actions
basic needs self-determination theory - relatedness
– We need to feel that we are connected to others through positive relationships
