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Motivation

This document discusses motivation and its importance for leadership. It defines motivation and explores several theories of motivation, including two-factor theory, goal-setting theory, drive theory, and acquired needs theory. The document emphasizes that motivation comes from within individuals and is influenced by their strengths, goals, and personal motivators. Effective leaders take the time to understand what motivates each person and focus on intrinsic rather than extrinsic motivators like fear or bonuses, which tend to lose their effect over time.

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Derick Fontanilla
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207 views20 pages

Motivation

This document discusses motivation and its importance for leadership. It defines motivation and explores several theories of motivation, including two-factor theory, goal-setting theory, drive theory, and acquired needs theory. The document emphasizes that motivation comes from within individuals and is influenced by their strengths, goals, and personal motivators. Effective leaders take the time to understand what motivates each person and focus on intrinsic rather than extrinsic motivators like fear or bonuses, which tend to lose their effect over time.

Uploaded by

Derick Fontanilla
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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Motivation

Session 3

Service Culture
Objectives

•Explain why motivation is a


key component of leadership
•Evaluate one’s personal
motivation
•Determine how to improve
one’s current motivation in
order to develop competent
leadership
Introduction

This module defines motivation as a set of


conditions that prompt change even as they are
developed individually.

It was designed to equip students with a paradigm


for personal development and build in them a
desire to meet the demands and requirements for
success.
Motivation

What it is:
A basic system that prompt us to keep going
towards expected or aspired ends
Some Theories:
• Two-Factor Theory
• Goal-Setting
• Drive
• Acquired Needs
Theories of Motivation

Two-Factor Theory (Frederick Herzberg)


• Assumes that certain factors result in
satisfaction but their absence may not lead to
dissatisfaction
 Intrinsic motivation – value-based rewards,
driven by interest or enjoyment in the task
itself, a person’s motivation being based on
taking pleasure in the activity itself and not
its rewards (example: hobbies)
Theories of Motivation

Two-Factor Theory (Frederick Herzberg)

• Extrinsic motivation – based on the


performance of an activity in order to attain
an outcome (example: work)
Theories of Motivation

Goal-Setting Theory (Edwin Locke)


• Assumes that “goal setting” is linked to task
performance and that, specific and challenging
goals, along with appropriate feedback, leads to
higher and better task performance.
 Goals indicate and give direction to an
individual about what needs to be done and
how much effort is required to be put in to
achieve a given task or goal
Theories of Motivation

Drive Theory

• Based on the principle that organisms are born


with certain psychological needs, that these
needs prod organisms to action in order to attain
them, and that drives are lessened when the
needs are met
Theories of Motivation

Drive Theory

• A negative state of tension is created when the


needs are not satisfied; anxiety builds along with
other negative emotions.

• States that when needs are met and a drive is


reduced, the organism returns to a state of
relaxation or calm
Theories of Motivation

Acquired Needs (David McClelland)

• Assumes that we have needs that are formulated


over time based on our experiences

• Types of motivational needs:


• Achievement
• Authority
• Affiliation
Theories of Motivation

Acquired Needs (David McClelland)

• Focused on achievement

• It postulated that only a few people have


achievement motivations and that people with
stronger achievement needs make better
leaders
Leadership and Motivation

Management and Leadership Conflict

Management is the act of getting people together


to accomplish desired goals and objectives; the
human action of designing or facilitating systems
or organizations—a formal role.
Leadership and Motivation

Management and Leadership Conflict

Leadership is considered a value that defines


performance direction.

It is also a competency.

It is assumed that the right kind of leadership


results in concentrated effort towards the
achievement of actual performance excellence.
Leadership and Motivation

Leader-Manager

Between the roles is TRUST:

The biggest factor that differentiates one from the


other is the loyalty and following afforded by staff.
There is an unspoken layer of trust.
Leadership and Motivation

Leader-Manager

Followers are often driven by loyalty through the


practice of “free will”. Staff or subordinates are
often driven by a certain measure of fear.

Followership is looked upon as a phenomenon


resulting from recognized motivations.
A Leader’s Role in Motivation

Motivation
is a leader’s primary function.
Application

Lessons in Motivation

1. Motivation is personal - A good leader takes the


time to learn what motivates each individual

2. The effect of fear and other external “motivators”


(including bonuses) is likely to diminish over time

3. Fear is negative and exhausting


Application

Lessons in Motivation

4.People’s motivation often lines up with their


strengths – Keep an eye on people’s strengths

5.People need clear goals and expectations, and


consistent communication to remain motivated

6.Motivation is different from manipulation


Application

Lessons in Motivation

7.People often say money is what motivates them,


however, it usually isn’t the money itself, but rather
what the money brings that really motivates them

8.Never assume everyone likes public recognition

9.While group motivation is certainly possible, and


teamwork has its own desirable dynamics,
ultimately motivation comes from inside each
person
Notes

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