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MotivationChapter 11
William G. Huitt
Last revised: May 2005
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Summary
A human being is inherently
biological
conditioned by the environment
able to gather data about the world through thesenses and organize that data
emotional
intelligent (adapt to, modify, and select environments)
able to create and use knowledge able to form concepts, think rationally
able to use language
social
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Defining Motivation
Internal state or condition activates behavior
gives it direction
Desire or want energizes
directs goal-oriented behavior
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Defining Motivation
Influence of needs and desires intensity
direction of behavior
Process that
initiates directs
sustains behavior
to satisfy physiological or psychological needs orwants
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Extrinsic motivation
The desire to perform an act to meet
external demands or requirements
Classical conditioningassociated stimuli Operant conditioningconsequences
Social learningmodels and imitation
Social cognitioninfluence of others on
thoughts, feelings, and behaviors
Defining Motivation
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Intrinsic motivation
The desire to perform an act because it is
satisfying or pleasurable in and of itself
Satisfies internal need or desire Biology
Cognition
Emotion
Volition
Spiritual
Moral
Defining Motivation
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Instinct Theories of Motivation
The notion that human behavior is motivated
by certain innate patterns of action that are
activated in response to stimuli
Not the same as genetic tendencies Most psychologists today reject instinct theory
human behavior is too richly diverse
often too unpredictable
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Drive-reduction Theory
A theory of motivation suggesting that a need
creates an unpleasant state of arousal or
tension called a drive, which impels the
organism to engage in behavior that will satisfythe need and reduce the tension
Popularized by Clark Hull
Believed that all living organisms have certain
biological needs that must be met if they are tosurvive
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Drive-reduction Theory
Drive-reduction theory is derived largely fromthe biological concept of homeostasis
Homeostasis
The tendency of the body to maintain a balancedinternal state with regard to oxygen level, bodytemperature, blood sugar, water balance, and soforth
Everything required for physical existence must be
maintained in a state of equilibrium, or balance When this state is disturbed, a drive is created
to restore the balance
Cognitive dissonance derived from this theory
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In the Navajo religion and culture, there is anemphasis on how you relate to everythingaround you. Everything has to be measured,weighed, and harmonious. We call it nizhoni
walking in beauty. American Indigenous Religions, Lori Cupp (Navajo)
Drive-reduction Theory
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Primary Drives
A state of tension or arousal arising from a
biological need; one not based on learning
Oxygen
Thirst Hunger
Sleep
Sex
Comfort
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Primary Drives
Internal and external hunger cues
Hypothalamus
Of central importance in regulating eating behavior and
thus affect the hunger drive
Other internal hunger and satiety signals
Some of the substances secreted by the gastrointestinal
tract during digestion act as satiety signals
Changes in blood sugar level and the hormones that
regulate it also contribute to sensations of hunger External signals
Sensory cues, such as the taste, smell, and appearance of
food, stimulate the appetite
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Primary Drives
Eating disorders
Anorexia nervosa
An eating disorder characterized by an overwhelming,
irrational fear of being fat, compulsive dieting to the point of
self-starvation, and excessive weight loss
Bulimia nervosa
An eating disorder characterized by repeated and
uncontrolled episodes of binge eating, usually followed by
purging, which is self-induced vomiting and/or the use oflarge quantities of laxatives and diuretics
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Arousal Theory
A theory suggesting that the aim of motivation
is to maintain an optimal level of arousal
Arousal
A state of alertness and mental and physicalactivation
When arousal is too low, animals and humans seek
to increase stimulation
When arousal is too high, animals and humansseek to decrease stimulation
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Yerkes-Dodson law
Performance on tasks is best
when the arousal level is
appropriate to the difficulty of
the task higher arousal for simple
tasks
moderate arousal for tasks
of moderate difficulty
lower arousal for complextasks
Performance suffers when
arousal level is either too
high or too low for the task
Arousal Theory
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Abraham Maslow
Attempted to develop a theory of motivation that
would synthesize multiple theories
Proposed two sets of needs
Deficiency needs
Growth needs
Growth needs develop after deficiency needs are
met
Lowest unmet need will receive attention Believed that these motivational processes were
central to the human personality
Maslows Hierarchy of Needs
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Maslows Hierarchy of Needs
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Need for Achievement
Characteristics of achievers
High n Ach pursue goals that are challenging, yet attainable
through hard work, ability, determination, and
persistence
see their success as a result of their own talents,abilities, persistence, and hard work
Low n Ach
not willing to take chances when it comes totesting their own skills and abilities
when fail, usually give up quickly
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Parents can foster n Ach
give children responsibilities
teach them to think and act independently
from the time they are very young stress excellence, persistence, and
independence
praise them sincerely for their
accomplishments
Need for Achievement
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Expectancy Theory
Motivation to engage in a given activity is
determined by:
Expectancy a persons belief that more effort will
result in success Instrumentality the persons belief that there is a
connection between activity and goal
Valence the degree to which a person values the
results of success Motivation = Expectancy * Instrumentality *
Valance
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Work Motivation
The conditions and processes responsible for
the arousal, direction, magnitude, and
maintenance of effort one puts forth in ones
job Two of the most effective ways to improve
reinforcement
goal setting
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Examples of reinforcement in the workplace
include:
Recognition awards
Praise Posting of individual performance
Time off
Better offices
More impressive titles
Promotions
Bonuses
Work Motivation
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Goal setting
Have employees participate in the goal setting
Make goals specific, attractive, difficult, and
attainable Provide feedback on performance
Reward employees for attaining the goals
Work Motivation