motivation mona farid-nejad. design challenge: human centered design
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MotivationMona Farid-Nejad
Design Challenge: Human Centered Design
Where could you use some more motivation?
What is Motivation?
- The set of forces that initiates, directs, and makes people persist in their efforts to accomplish a goal.
Effort & Performance
Need Satisfaction Theories
Need Satisfaction: Maslow’ Hierarchy of Needs
Maslow arranged five needs in a hierarchy
Satisfaction-progression process: even if a person is unable to satisfy a higher need, s/he will be motivated by it until it is eventually satisfied; as they are satisfied, people move to the next need up the hierarchy
Too rigid: satisfaction-progression not supported
Need Satisfaction: Alderfer’s ERG Model
Alderfer’s model has three sets of needs
Adds frustration-regression process to Maslow’s model: unable to satisfy a higher need leads to frustration and regression to the next lower need level
Can have more than one need at a time
Less rigid than Maslow
Need Satisfaction: McClelland’s Learned Needs
Needs are learned
Individual differences in needs
Motivating with Needs
- Get to know employees and their needs- Pay people a livable wage - Provide opportunities for:
- team building - empowerment- learning and growth
Extrinsic and Intrinsic Rewards
https://www.ted.com/talks/dan_pink_on_motivation
Extrinsic and Intrinsic Rewards
Extrinsic Rewards- tangible and visible to others- given contingent on performanceIntrinsic Rewards- natural rewards- associated with performing the task for its own
sake
Extrinsic Rewards Motivate Employees to...
1. Join the organization 2. Regularly attend their jobs 3. Perform their jobs well4. Stay with the organization
Intrinsic Rewards Include...
- Sense of accomplishment
- Feeling of responsibility
- Chance to learn something new
- The fun that comes from performing an interesting, challenging, and engaging task
Most Important Rewards
How might you use the information we’ve learned so far to help your partner get motivated?- What does your partner need?- Is there any part of the task they’re intrinsically
motivated by?- If not, what extrinsic rewards might they desire?
Question?
Equity Theory
Equity Theory
- People will be motivated at work when they perceive that they are being treated fairly.- Note: equity is subjective
Components of Equity Theory
- Inputs - i.e. Effort
- Outcomes - i.e. Rewards
- The Referent- O/I Ratio
Equity Theory Predictions
Reactions to Underreward
- Reduce inputs - Increase outcomes - Rationalize inputs and outcomes- Change the referent- Leave
Motivating with Equity
- Identify and correct inequities- Reduce inputs or increase outcomes- Utilize fair decision making processes
- Distributive justice- Procedural justice
Expectancy Theory
Defining Expectancy Theory
The idea that people will be motivated to the extent to which that they believe that their efforts will lead to good performance, that good performance will be rewarded, and that they will be offered attractive rewards.
Components of Expectancy Theory
Motivating with Expectancy Theory
Increasing the E-to-P Expectancy- Training, selection, resources, clarify roles, provide coaching and
feedbackIncreasing the P-to-O Instrumentality- Measure performance accurately, explain how rewards are based
on performanceIncreasing outcome valences- Use valued rewards, individualize rewards, minimize countervalent
outcomes
Reinforcement Theory
Defining Reinforcement Theory
Says that behavior is a function of its consequences, that behaviors followed by positive consequences (i.e. reinforced) will occur more frequently, and that behaviors either followed by negative consequences or not followed by positive consequences will occur less frequently.
Components of Reinforcement Theory
Schedules for Delivering Reinforcement
- Continuous reinforcement- Reinforcement follows every instance of the
behavior- Ex. $2 per widget
- Intermittent reinforcement - Reinforcement provided after a certain or average
number of behaviors are performed or after a certain or average amount of time
- Ex. Quarterly bonuses or recognition events
Intermittent Reinforcement Schedules
Reinforcement applied after completion of a changing number of behaviors
Reinforcement applied after completion of a fixed number of behaviors
Interval(time)
Ratio(behaviors)
VariableFixed
Reinforcement applied at variable time intervals
Reinforcement applied after a fixed amount of time.
Motivating with Reinforcement Theory
- Effective administration of punishment - Simplest reinforcement schedule- Five step model
Five Steps to Motivate Employees through Reinforcement Theory
Identify key behaviors
Measure behaviors at
baseline
Analyze causes and
consequences
Intervene with reinforcement
Evaluate results of intervention
Goal-Setting Theory
Defining Goal-Setting Theory
Says that people will be motivated to the extent to which they accept specific, challenging goals and receive feedback that indicates their progress toward goal achievement.
Components of Goal-Setting Theory
SMART Goals
Motivating with Goal-Setting Theory
- Assign specific, challenging goals
- Make sure that goals are relevant to company objectives and that employees truly accept the goals- Build buy-in through participatory goal-setting
- Managers should provide frequent, specific, performance-related feedback.
Design
Empathize
Define
How Can you Help Your Partner?
Thank You!