Motivation_ Psycho-Socio Foundation of Educ..pptx

why should we motivate ourselves?
through this PowerPoint presentation we can assist the importance of motivation in our daily lives.

1. VIRGINIA P. RUEDA MOTIVATION Discussant

2. Content Definition Importance of Motivation Motivation as differentiated from Motive and Incentives Classification of Motivation Theories of Motivation

3. Words Related to Motivation D R I V E S O Q E H A H I p D F W N S T I M U L U S C E A M O F O E E O G L A V O O L R U R Y K E R B R T R E S E S C T B C A A T U S E R A Y G S M I L S E A L E

4. “ It is the stimulation of any emotion or desire operating upon one’s will and promoting or driving it to action.” Berelson and Steiner

5. “The complex of forces starting and keeping a person at work in an organization.” The Encyclopedia of Management

6. An important factor which encourages persons to give their best performance and help in reaching goals. Dubin

7. The term ‘motivation’ has been derived from the word ‘motive’. Motive may be defined as an inner state of our mind that activates and directs our behaviour . It makes us move to act. Motivation is something that moves the person to action and continues him in the course of action already initiated.

8. “The motivation refers to factors that activate, direct, and sustain goal-directed behavior… Motives are the “whys” of behavior – the needs or wants that drive behavior and explain what we do. We don’t actually observe a motive; rather, we infer that one exists based on the behavior we observe.

9. Importance of Motivation motivation is the driving force that motivates people to achieve their objectives and realize their full potential. It is the spark that fires our enthusiasm, drives our determination, and propels us onward even when faced with hardship . Motivation is the key to success, allowing us to overcome challenges, achieve new heights, and leave a lasting impression.

10. Motivation is a driving force behind peak performance and increased production. When we are motivated by a strong feeling of purpose and excitement, our attention sharpens and we become more proactive and efficient in our undertakings. Increasing Productivity and P erformance

11. Motivation promotes tenacity and resilience, allowing people to stick to their goals even when things are rough. When we are motivated, we have an unflinching conviction in our ability, which allows us to persevere in the face of hurdles and disappointments. Fostering Persistence and Resilience

12. Fueling Personal Growth and Development Motivation is the key to unlocking personal growth and development. It serves as an internal compass that guides us towards continuous learning and improvement. When we are motivated, we seek out new challenges, acquire new skills, and embrace opportunities for growth. Motivation pushes us beyond our comfort zones, helping us discover our untapped potential and paving the way for personal transformation.

13. Cultivating Positive Mindset and Well-being 😊 Motivation plays an important role in cultivating a good mentality and general well-being. It acts as a light of hope , reminding us of our own skills and qualities. When we are motivated, we approach obstacles with a can-do attitude and the conviction that we will succeed. This positive thinking not only enhances our self-esteem, but it also helps to reduce stress and improve our mental and emotional well-being.

14. Motivation has a ripple influence on others around us, motivating and affecting them. We become a source of inspiration for others when we exhibit passion and dedication, motivating others to strive for excellence. Our inspired acts and accomplishments serve as a spark, inspiring others to believe in their own potential and follow their aspirations. We create a good and supportive environment that supports collective growth and achievement through distributing motivation . Inspiring and Influencing Others ✨

15. Motivation as differentiated from Motive and Incentives M otivation refers to factors that activate, direct, and sustain goal-directed behaviour … Motives are the “whys” of behaviour – the needs or wants that drive behaviour and explain what we do. Incentive is an act or promise for greater action. It is also called as a stimulus to greater action. Incentives are something which are given in addition to wagers. It means additional remuneration or benefit to an employee in recognition of achievement or better work.

16. Incentives The benefits of an incentive are the missing pieces of the puzzle. They make work brilliant – they build enthusiasm, boost loyalty and retention and also give a shot to the arm for performance and development. Incentives can create a sense of urgency, encourage competition, and drive individuals to meet specific targets or deadlines. Incentives are designed to appeal to the individual's self-interest, desires, or perceived value to enhance motivation and drive desired behavior.

17. T ypes of Incentives Monetary I ncentives Non- Monetary Incentives

18. Monetary Incentives Those incentives which satisfy by providing them rewards in terms of rupees. Money has been recognized as a chief source of satisfying the needs of people. Money is also helpful to satisfy the social needs by possessing various material items. Therefore, money not only satisfies psychological needs but also the security and social needs.

19. Incentives helps also To increase productivity, To drive or arouse a stimulus work, To enhance commitment in work performance, To psychologically satisfy a person which leads to job satisfaction, To shape the behavior or outlook of subordinate towards work, To inculcate zeal and enthusiasm towards work, To get the maximum of their capabilities so that they are exploited and utilized maximally

20. Non- Monetary Incentives Security of Service Praise or recognition Suggestion Scheme Job Enrichment Promotion Opportunities

21. Security of Service Job security is an incentive which provides great motivation to employees. If his job is secured, he will put maximum efforts to achieve the objectives of the enterprise. This also helps since he is very far off from mental tension and he can give his best to the enterprise.

22. Praise or Recognition The praise or recognition is another non- financial incentive which satisfies the ego needs of the employees. Sometimes praise becomes more effective than any other incentive. The employees will respond more to praise and try to give the best of their abilities to a concern.

23. Suggestion Scheme The organization should look forward to taking suggestions and inviting suggestion schemes from the subordinates. This inculcates a spirit of participation in the employees. This also is helpful to motivate the employees to feel important and they can also be in search for innovative methods which can be applied for better work methods. This ultimately helps in growing a concern and adapting new methods of operations.

24. Job Enrichment Job enrichment is another non- monetary incentive in which the job of a worker can be enriched. This can be done by increasing his responsibilities, giving him an important designation, increasing the content and nature of the work. This way efficient worker can get challenging jobs in which they can prove their worth. This also helps in the greatest motivation of the efficient employees.

25. Promotion Opportunities Promotion is an effective tool to increase the spirit to work in a concern. If the employees are provided opportunities for the advancement and growth, they feel satisfied and contented and they become more committed to the organization.

26. Positive and Negative Incentives Positive Incentives Negative Incentives Positive incentives are those incentives which provide a positive assurance for fulfilling the needs and wants. Positive incentives generally have an optimistic attitude behind and they are generally given to satisfy the psychological requirements of employees. For example-promotion, praise, recognition, perks and allowances, etc. It is positive by nature. Negative incentives are those whose purpose is to correct the mistakes or defaults of employees. The purpose is to rectify mistakes in order to get effective results .

27. Classification of Motivation Intrinsic Extrinsic

28. Intrinsic Motivation Intrinsic motivation represents all the things that motivate you based on internal rewards like self-improvement or helping a family in need.

29. Intrinsic Motivation Intrinsic motivation more simply in terms of what people will do without external inducement. Intrinsically motivating activities are those in which people will engage for no reward other than the interest and enjoyment that accompanies them.

30. Below are some examples : Acceptance: We all need to feel that we, as well as our decisions, are accepted by our co-workers. Curiosity: We all have the desire to be in the know. Honor: We all need to respect the rules and to be ethical. Independence: We all need to feel we are unique. Order: We all need to be organized. Power: We all have the desire to be able to have influence. Social contact: We all need to have some social interactions. Social Status: We all have the desire to feel important.

31. Extrinsic Motivation Extrinsic motivation represents all the things that motivate you based on external rewards. This type of motivation arises from outside the individual. money , fame , grades , and praises, material possessions.

32. Theories of Motivation 1.Maslow – Hierarchy Of Needs: Maslow's hierarchy of needs is a theory in psychology proposed by Abraham Maslow in his 1943 paper "A Theory of Human Motivation" in psychological Review. Maslow subsequently extended the idea to include his observations of humans' innate curiosity. 

33. Maslow – Hierarchy Of Needs: Abraham Maslow (1970) suggested that humans have a hierarchy of needs ranging from lower level needs for survival and safety to higher level needs for intellectual achievement and self-actualization. Maslow called four lower level needs-for survival, then safer; followed by belonging, then self-esteem. When these needs are satisfied, the motivation for fulfilling them decreases. He labeled the three higher level needs, intellectual achievement, then aesthetic appreciation and finally, self-actualization being needs.

34. The Herzberg’s Motivation-Hygiene Theory is given by Fredrick Herzberg and his associates, who studied the variables that are perceived to be desirable to achieve goals and the undesirable conditions to avoid. 2.Herzberg’s Motivation-Hygiene Theory :

35. 2.Herzberg’s Motivation-Hygiene Theory : His theory explored the needs that human have, particularly growth and connection with others. Herzberg conducted his studies at the same time as Maslow, and built on his theory to address motivation in the workplace. Herzberg focused on the attitudes of workers and job satisfaction.

36. 2.Herzberg’s Motivation-Hygiene Theory : MOTIVATION FACTORS: factors that are related to workplace satisfaction. They cover intrinsic needs such as achievement, recognition, and advancement. Motivation factors allow employees to be content in their jobs and promote growth. HYGIENE FACTORS: factors that are not related to workplace satisfaction but must be present in the workplace in order to prevent dissatisfaction. Hygiene factors cover extrinsic needs such as pay grade, workplace policy and relationships with their peers.

37. Expectancy Theory was proposed by Victor. H. Vroom, who believed that people are motivated to perform activities to achieve some goal to the extent they expect that certain actions on their part would help them to achieve the goal. 3. Vroom’s Expectancy Theory

38. 3. Vroom’s Expectancy Theory Vroom (1964) suggested that an “individual’s behavior was motivated by anticipated results or consequences,” and the intensity of their work was driven by the perception that their effort would lead to the desired outcome. Similar to behavioral theories, it recognizes the importance of consequences in motivating our actions.

39. 4 .GOAL SETTING THEORY: In 1960’s, Edwin Locke put forward the Goal-setting theory of motivation. This theory states that goal setting is essentially linked to task performance. It states that specific and challenging goals along with appropriate feedback contribute to higher and better task performance.

40. 4 .GOAL SETTING THEORY: In the simplest terms, the theory states that clear, well-defined, and measurable goals improve performance much more than vague objectives do

41. 5.Reinforcement Theory: This theory is based on the concepts of operand conditioning developed by B.F. Skinner. It argues that the behavior of people is largely determined by its consequence. In other words, those actions that tend to have positive or pleasant consequences tend to be repeated more often in future, while those actions that tend to have repeated negative or unpleasant consequences are less likely to be repeated again.

42. 1. Positive Reinforcement: A method of strengthening behavior with rewards or positive outcomes after a desired behavior is performed. 2. Avoidance / Negative reinforcement: Used to strengthen behavior by avoiding unpleasant consequences that would result if the behavior was not performed. 3. Punishment: Used to weaken undesired behaviors by using negative outcomes or unpleasant consequence when the behavior is performed. 4. Extinction: Used to weaken undesired behaviors by simply ignoring or not reinforcing that behavior.