DEVELOPMENT OF MOTIVATION AND SELF-

REGULATION
 INTRODUCTION
• As a students, you may have experienced some time
when you have high energy in accomplishing school task.
However, there are also times when you just want to lay
down and stop for quite a while. This is a normal because
we experience both of them in all situaion. As future
teachers, you are expected to understand these sitution
to become afficient and effective. In this lesson, we will
discuss some theories and implication of motivation and
self-regulation.
 MOTIVATION
• Is defined as willingness of a person to accomplish
a task. It is an internal state that could actually
affect one’s enery level and persistence in
achieving a goal. For learners, it is the driving force
that allows them to engage on school-related
works. All learners vary in terms of their level of
motivation and this is because of various factors,
such as reinforcement and emotions,just to name a
few.
 INTRINSIC MOTIVATION
• Refers to the desire to accomplish a task not
for external factors such as rewards, but for
the sake of to accomplishment.
• Intrinsically motvated learners seek out
challenges, assess their capabilities, and
exude willingness to learn.
• Natural, inheret, inborn
 EXTRINSIC MOTIVATION
• Is the desire to achieve a goal because of external
factors or because of avoiding punishment.
• Extrinsically motivated students search for social
approval, prefer easy task, and are dependent on
the teachers. (Ryan and Deci,2000)
• a motivation to participate in an activity based on
meeting an external goal, garnering praise and
approval, winning a competition, or receiving an
award or payment.
 SELF-REGULATION
• is the process of self-monitoring and self-
correction of three general aspect of learning:
behavior, motivation, and cognition
(Zimmerman,1995).
• A self-regulated learners is able to make
sense of how strategies, and implement them
to achieve the goals.
 THEORIES FOR MOTIVATION AND
SELF-REGULATION
MASLOW’S HIERARCHY OF NEEDS
• The Maslow’s hierarchy of needs is a
motivational theory in pschology which is
presented in a five-level hierarchy. From
bottom to top, the needs are arranged
• from basic needs(physiological needs and
safety needs),
• psychological needs (belongingness and
love needs, and self-esteem needs),
• and self-fulfillment needs (self-actualization-
the highest).
• According to Maslow, people need to fulfill the
lowest level of needs. When a need is fulfilled,
it becomes unimportant and the next level of
needs become more pressing. The unmet
needs become the root of misbehavior as well
as mental illness.
• The first four levels can be classified as the deficiency
needs (D-needs) and the top of being or growth needs (B-
needs) (Mcleod, 2020).
• The D-needs becomes priority when deprivation happens.
People get motivated when these are unmet. Moreover,
this motivation becomes stronger when the needs are
always denied.
• The B-needs is reffered to as the self-actualization.
In a nutshell, self-actualizaton is the way people
achieve their fullest potential. This is not a self-
centered activity but rather concerned with
humanity. (e.g., family, society, and others)
 ALDERFER’S ERG THEORY
• Clayton Paul Alderfer is an American psychologist who is
known for developing Maslow’s Hierarchy of needs.
• The Alderfer’s ERG theory is basically a simplified version
of Maslows but more flexible in many aspects.
• ERG simply stands for existence, relatedness, and growth
which are the needs that must be satisfied in order for a
person to be moivated.
• The existence needs are those of basic human needs for
survival, such as food, shelter, and water.
• These needs are the physiological needs in Maslow’s, if
these needs are not met, we cannot work on the other
stages.
• On the other hand the relatedness needs correspond to
our socialization needs.
 McCLELLAND’S HUMAN MOTIVATION
THEORY
• David McClelland was an academician, scientist, and
psychologist. Because of his achievements, he become
one of the most cited psychologist of the twentieth century
(Tools Hero, n.d.).
• He is most notable for his human motivation Theory which
is also known as the motivational need theory, learned
needs theory, acquired needs theory, and three needs
theory. This theory is centered on this three important
aspects (mind tools,)
 NEEDS FOR ACHIEVEMENT (NAch)
• This needs is reflective of the drive to suceed, to meet or
surpass set standards, and to excel in one’s endeavor.
People who are motivated by achievement are constantly
challenging themselves. They are good at overcoming
difficult situation. In terms of giving feedbacks, they
appriciate if teachers explain where they are good at and
need improvement. They oftentimes work alone for they
find personal responsiblities on their work.
 NEED FOR POWER (Npower)
• This need to influence people so as for them to exemplify
the desired behavior. They are not power manager but
rather, they understand what comes with power. People
who have high regards with power work best when they
are in charge. They are motivatedby competitions and
goal-oriented task. The also like to wi arguments,
immerse with competitions, and enjoys the perks of
recognition.
 NEED FOR AFFLILIATION (Naff)
• This reflects the desire for interpersonal relationship
towards others. People who are motivated by this trends
to work will in collaboration. If possible, they avoid taking
risk and working with uncertainly. These people want to
be liked and tend to follow the decision of the group. They
mostly prefer collaborations than competition.
 HERZBERG’S TWO FACTORS
• The two factors theory is a theoritical framework that
ensures motivation of employees to work harder. This
theory is based on the idea that one has to engage with
the members of the team; that they shall give the best that
could give. Frederick Herzberg (1923-2000), clinical
psychologist, came up with this theory through asking
people to describe their work-related experience wether
good or bad. Their response reflected their motivation and
demotivation levels. He concluded that money is not the
only driver for good performance.
• According to Herzberg, this theory consisted of two factors which
are (a) the motivation factors and the (b) hygiene factors.
Motivation factors may include achievement, growth,
responsibility, recognition, and advancement. Hygiene factors are
company rules, environmental condition, working status, salary,
supervision, and security. For this theory to successful, employers
have to eliminate dissatisfaction by ensuring that hygiene factors
are met. Moreover, they have to create job satisfaction by meeting
the motivation factors are met. This theory implies that meeting
the hygiene factors (extrinsic) would not motivate individuals to
exert effort, but would only stop dissatisfaction. To motivation
factors must be supplied. (Robbins, 2009)
 CLASSROOM IMPLICATION OF
MOTIVATION AND SELF-REGULATION
• The success of a meaningful learning acquisition does not only
rely on the teacher. The learners are also expected to give a fair
share for the success of their own learning. But how will the
learners achieve this? Self-regulated learning refers to the active
process of planning, implementing, and monitoring of the
cognitive and affective process for the successful completion of
tasks (Corno and Mandinach, 1983 as cited by Young, 2005)