2019 motivation printable - sehity.com · objective:to identify and reduce barriers to motivation...

Work Psychology

IntroductionMag. Cornelia KastnerMag. Herbert Kastner

MOTIVATIONWhy the topic of motivation is relevant for work psychology:

• Studies show that highly engaged workers lead to many benefits for organisations: o Earnings have shown to go up by 147%o absenteeism reduces by 37% o and turnover by roughly a quarter.

• Unfortunately, studies have also shown, that only about 13% of workers are highly engaged.1

à Motivation is a relevant topic for companies.1 Gallup (2012). State of the Global Workplace. http://www.gallup.com/poll/165269/worldwide-employees-engaged-work.aspx [28.9.2018]

(c) 2019 Mag. Cornelia Kastner

MOTIVATIONReminder: the “Goals of Psychology”:

1. Description2. Explanation3. Prediction4. Control(Gerrig, R.J., 2015)

Before we can get started with “controlling” (i.e. intervening), we need to understand the basic foundations of “motivation”.


MOTIVATIONBefore we can get started with “controlling” (i.e. intervening), we need to understand the basic foundations of “motivation” and therefore find answers to the following questions:

1. What is motivation?2. Is there only one type of motivation ?3. When do we (not) feel motivated?4. Where can we likely intervene?


1. What is „Motivation“?

What is„motivation“?

Is there only onetype of motivation?

When do we (not) feel motivated?

Where can weinterevene?

‚Motivation refers to internal factors that impel action and to external factors that can act as inducements to action‘(Locke & Latham, 2004)

Relevant components in the definition of motivation:

• Direction – what a person is trying to do (“choice”)

• Effort – how hard a person is trying (“intensity”) • Persistence – how long a person continues trying

(“duration”)


Before we continue....

Please take a minute to consider:

When do you feel motivated?But also:When do you not feel motivated?

Please write down a few situations,be relatively specific!

f.ex. I feel motivated when my colleagues tell me they likethe draft of my essay.


Intrinsic vs. Extrinsic Motivation

intrinsic motivation:is based on the inherent motivating potential (fun, challenge,...) of a task, rather than on external factors (rewards, punishment, etc.)

extrinsic motivation:is based on external factors and an outcome not directly linked to the task itself

2. Is there only one type of motivation?






Self Determination Theory (Ryan & Deci 2000, Gangé & Deci, 2005)

• many different types of motivation• „continuum“ from amotivation to intrinsic

motivation (hardly anyone works just for fun)• assumption that all individuals have a drive

towards: competence, relatedness and autonomy

• relevance, as often extrinsic motivation is easier to further in the workplace than intrinsic motivation







Self Determination Theory (Ryan & Deci 2000, Gangé & Deci, 2005)


Non-self-determined behaviour

Self-determinedbehaviour

Amotivation Extrinsic Motivation Intrinsicmotivation

Non-regulation

External regulation

Introjected regulation

Identifiedregulation

Integrated regulation

Intrinsic regulation

controlled motivation autonomous motivation


Before we continue....

Please take a minute to consider:

Return to the points you previously wrote down. Do you see more situations in which you are intrinsically orextrinsically motivated?

f.ex. I feel motivated when my colleagues tell me they like the draft of my essay. à motivated by praise = extrinsic motivation


As we saw, there are different types of motivation. Accordingly, there are also many different theories about motivation with different factors in focus.

Today we will look at a selection of them and see how we can use them in practice.

3. When do we (not) feel motivated?








(Digression – relevant for “thought experiments”)Case Study: Consulting CompanyIdentification and reduction of factors hindering motivation

Objective: To identify and reduce barriers to motivation• Small enterprise; team comprised mainly freelancers• Interviews (motivational theories!) with CEO & current members of staff• Identification of main hindering factors of motivation:

• When a project was completed, the results were not reported back to the freelancers.

• Because the freelancers acted as individuals, there was no feeling of “being part of a team”.

• Freelancers were considered experts in their field, hence they did not receive much training upon starting the job and only little supervision during the job.

• Projects were usually “short term” and quite often freelancers “disappeared” between projects.

Positive Factors: Pay, Task Variety & Autonomy, challenging projects

Need Theories of Motivation -Maslow‘s Hierarchy of Needs (Maslow,1954)• employees always start with basic needs,

once those are fulfilled, the next level of needs gets „activated“

à Theory has some significant flaws, but:• it can be helpful in understanding

behaviour and motivation and• needs indeed seem to be the starting point

for motivation







Need Theories of Motivation -

Maslow‘s Hierarchy of Needs (Maslow, 1943, 1954)







Which of the hindering / positive factors identified relate closely to Malsow’s theory?



Case Study: Consulting CompanyObjective: To identify and reduce barriers to motivation• Small enterprise; team comprised mainly freelancers• Interviews (motivational theories!) with CEO & current members of staff• Identification of main hindering factors of motivation:






Hertzberg‘s Two Factor Theory (1959)à Intrinsic factors are related to job satisfaction and

extrinsic factors are related to job dissatisfaction:• Hygiene Factors (extrinsic, f.ex. salary, etc.)à can

eliminate dissatisfaction/demotivation• Motivators (internal/intrinsic, f.ex. achievement,

etc.) à can increase satisfaction/motivation







Justice Theories of Motivation -Equity theory (Adams,1965)• Individuals (employees) perceive their

outcomes from and inputs to work• They then evaluate the fairness of their

relationship (with the employer), by comparing their outcome:input ratio to that of others à social comparison processes

• If they are unequal à inequity exists and either input or outcome needs to be adapted

• The greater the inequity, the greater the distress the individual feels à attempts to reduce













Figure: Organisational Behaviour - T1 MBA - KTU Syllabus - Scientific Figure on ResearchGate. Available from: https://www.researchgate.net/Adams-Equity-Theory-The-referent-an-employee-selects-add-makes-equity-theory-very_fig52_323695129 [accessed 5 Oct, 2018]

Justice Theories of Motivation -Types of Justice• Distributive Justice – if people believe what

they receive is fair

• Procedural Justice – if people think that the procedures used in an organisation (to allocate rewards) are fair

• Interactional Justice – if people think they are treated in an appropriate manner by others at work (especially authority figures)







Which of the hindering / positive factors identified relate to “Justice”?

















Positive Factors: Pay, Task Variety & Autonomy, challenging projects--> Fairness was not a problem J (later on: Incentive System!)

Job Features and Motivation – Job Characteristics Model (Hackman & Oldham, 1976)• 5 core characteristics of jobs crucial for

motivation:o Skill Variety (SV)o Task Significance (TS)o Task Identity (TI)o Autonomy (AUT)o Feedback from Job (FB)

• Formula to calculate the „motivating potential score“ of a job:

SV + TS + TI3

• Job Diagnostics Survey (JDS)to identify these characteristics as perceived by employees

!! Important foundation for Job Design!!


x AUT x FB






Which of the hindering / positive factors identified relate closely to the Job Characteristics Model?









MID-TOPIC-SUMMARY

So, what should we consider, if we wanted to plan an intervention at this point?

à Intrinsic vs. Extrinsic motivation (and which one we are targeting)

à Need theories of motivationà The role of justice for motivationà Job Characteristics Model!






1) Identification and Reduction of factors hindering motivationà optimizing existing systems to nurture

extrinsic and intrinsic motivation

2) Creation of Incentive Systems à enhancing extrinsic motivation

3) Job Designà creating an environment enabling

intrinsic motivation

4. Where can we intervene?







Case Study: Consulting Company – continuedIdentification and reduction of factors hindering motivation

Objective: To identify and reduce barriers to motivation• Small enterprise; team comprised mainly freelancers• Interviews (motivational theories!) with CEO & current members of staff• Identification of main hindering factors of motivation:






4. Where can we intervene?

4. Where can we intervene?Case Study: Consulting CompanyReducing barriers:

• When a project was completed, the results were not reported back to the freelancers - Lack of feedback and task identity [Job Characteristics Model]

à Feedback system was developed, using customer and co-worker feedback

à Paid end-of-project meeting/phone call was introduced to pass on feedback and results to the freelancers


• Because the freelancers acted as individuals, there was no feeling of “being part of a team” – belongingness/relationship with peers [Hierarchy of Needs; 2-Factor-Theory]

à Freelancers were introduced to one another on-site or virtually à They received profiles including respective expertiseà Information about project-progress on all existing projects was

distributed via bi-weekly newsletters, including individual successes

4. Where can we intervene?Case Study: Consulting CompanyReducing barriers:

• Freelancers were considered experts in their field, hence they did not receive much training upon starting the job and only little supervision during the job à too little supervision/ initial instruction [2-Factor-Theory]

à Despite the “expert role” an on-boarding program for the freelancers was developed

à A coaching and mentoring program was installed


• Projects were usually “short term” and quite often freelancers “disappeared” between projects – the freelancers’ safety needs were not fulfilled, they kept looking for other jobs [Hierarchy of Needs; 2-Factor-Theory]

à Freelancers were given timelines of further projects to be expectedà Continued communication was ensured to keep freelancers up-to-

date and to be informed about any developments in their career-paths

Closing Case-Study

Coffee Shop

à While reading the case study, try to remember different theories you heard about in the last two sessions.

à Individually or in groups of 3-4 people, think about factors identified (remember stress and motivation!) and see if you can find some interventions/strategies you would recommend to the company (to prevent strain and/or to enhance motivation with their employees).

à Which theories are these measures based on?

[Note: There is not only one correct answer, this is an exercise for critical reflection and application of the theories learned.]


Literature

Main Literature:

• Arnold, J., Silvester, J., Cooper, C. L., Robertson, I. T., & Patterson, F. M. (2005). Work psychology: Understanding human behaviour in the workplace. Pearson Education.

• Woods, S. A., & West, M. A. (2010). The psychology of work and organizations. Cengage Learning EMEA.


Literature

Additional Literature:• Holman, D., Johnson, S., & O'Connor, E. (2018). Stress

management interventions: Improving subjective psychological well-being in the workplace. In E. Diener, S. Oishi, & L. Tay (Eds.), Handbook of well-being. Salt Lake City, UT: DEF Publishers. DOI:nobascholar.com

• Keller, A., Litzelman, K., Wisk, L. E., Maddox, T., Cheng, E. R., Creswell, P. D., & Witt, W. P. (2012). Does the perception that stress affects health matter? The association with health and mortality. Health Psychology, 31(5), 677.

• Parent-Thirion, A., Fernández Macías, E., Hurley, J., & Vermeylen, G. (2007). Fourth European working conditions survey, European foundation for the improvement of living and working conditions. Luxembourg: Office for Official Publications of the European Communities.


2019 motivation printable - sehity.com · objective:to identify and reduce barriers to motivation...

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