GEN0111 Building LeadershipCHAPTER 6: Motivation

MS.PHINYAR CHAISONGKRAM | LINE ID: @PHINYAR | EMAIL: PHINYAR.CH@SSRU.AC.TH

• Level of Leaders

•What is Motivation?

•Motivation Theories

•Motivation Techniques

Today Outline

Levels of Leaders

Levels of Leaders• Level 1 — Position: People follow because they have to

• Level 2 — Permission: People follow because they want to (good relationship)

• Level 3 — Production:

People follow because of what you have done for the organization

• Level 4 — People Development:

People follow because of what you have done for them personally

• Level 5 — Pinnacle:

People follow because of who you are and what you represent

The 5 Levels of Leadership: Proven Steps to Maximize Your Potential - John Maxwell (2016)

Levels of Leaders• Level 1 — Position

• Level 2 — Permission

• Level 3 — Production

• Level 4 — People Development

• Level 5 — Pinnacle

Transformation Leadership

The 5 Levels of Leadership: Proven Steps to Maximize Your Potential - John Maxwell (2016)

Transformation Leadership

Transformational Leadership: Motivate & Transform • Effective in business organization

• Develop creative & idea to solve problems

• Leads to high productivity and engagement

• Skills & Traits: integrity, emotional intelligence, motivate team,

communication, self-awareness , authentic , empathetic, humble

What is Motivation?

Motivation• The process by which a person’s efforts are energized, directed,

and sustained toward attaining a goal

• Individuals differ in motivational drive

• Overall motivation varies from situation to situation

Pearson (2011)

Three Elements of MotivationThis definition has three key elements:

• Energy - a measure of intensity or drive.

• Direction - effort channeled in a direction that benefits the

organization.

• Persistence - when employees persist in putting forth effort to

achieve those goals.

Pearson (2011)

Motivation Theories

Motivational Theories• Maslow’s Hierarchy of Needs

• Alderfer – ERG theory

• McClelland’s Three-Needs Theory

• Herzberg’s Two-Factor Theory

• McGregor’s Theory X and Theory Y

• Goal-Setting Theory

• Equity Theory

• Expectancy Theory

Maslow’s Hierarchy of NeedsNeed-Hierarchy model of motivation: five levels of need:1. Psychological needs, which are the basic needs such as hunger, thirst and

the need for shelter2. Safety needs; such as the need for protection from threats and danger. 3. Social needs; This can take many forms, such as (1) the need to belong to a

group; (2) acceptance by one’s peers as their equal; and (3) the giving and receiving of affection (care)

4. Esteem needs; (1) the need to develop self-confidence and to achieve, (2) the need for status and recognition from others.

5. Self-actualization needs; the need for continual self-development, and the realization of one’s own potential.

Pearson (2011)

Maslow’s Hierarchy of Needs

Alderfer – ERG theory• Existence needs

- These include needs for basic material necessities. In short, it includes an individual’s physiological and physical safety needs.

• Relatedness needs - Individuals need significant relationships (be with family, peers or

superiors), love and belongingness, they strive toward reaching public fame and recognition. This class of needs contain Maslow’s social needs and external component of esteem needs.

• Growth needs- Need for self-development, personal growth and advancement form

together this class of need. This class of needs contain Maslow’s self-actualization needs and intrinsic component of esteem needs.

Digitális Tankönyvtár (2011)

McClelland’s Three-Needs TheoryThree acquired needs are major motives at work

1. Need for Achievement (nAch)

The drive to succeed and excel in relation to a set of standards

2. Need for Affiliation (nAff)

The desire for friendly and close interpersonal relationships

3. Need for Power (nPow)

The need to make others behave in a way that they would not have behaved

otherwisePearson (2011)

Herzberg’s Two-Factor TheoryHerzberg’s two-factor theory proposes that:

- Intrinsic factors are related to job satisfaction

- Extrinsic factors are associated with job dissatisfaction

• Hygiene Factors

- Factors that eliminate job dissatisfaction but don’t motivate

• Motivators

- Factors that increase job satisfaction and motivation

Pearson (2011)

Herzberg’s Two-Factor Theory

Pearson (2011)

Herzberg’s Two-Factor Theory

Pearson (2011)

McGregor’s Theory X and Theory YTheory X and Theory Y of Douglas McGregor is best known for proposing two

assumptions about human nature:

Theory X

• The assumption that employees dislike work, are lazy, avoid responsibility,

and must be coerced to work

Theory Y

• The assumption that employees are creative, enjoy work, seek responsibility,

and can exercise self-directionPearson (2011)

Goal-Setting TheoryGoal-Setting Theory

- Specific goals increase performance

- Difficult goals, when accepted, result in higher performance

Self-Efficacy

- An individual’s belief that he or she is capable of performing a task

Pearson (2011)

Goal-Setting Theory

Pearson (2011)

Goal-Setting Theory

Relevant

Goal-Setting TheoryOverall Goal: I want to be a better student.S.M.A.R.T. Goal: I will raise my overall GPA.• Specific: I want to improve my overall GPA so I can apply for new

scholarships next semester.• Measurable: I will earn a B or better on my MAT 101 midterm exam.• Achievable: I will meet with a math tutor every week to help me focus on

my weak spots.• Relevant: I'd like to reduce my student loans next semester. • Time-based: I still have six weeks until midterms. This leaves me plenty of

time to meet with a tutor and decide if any additional steps are necessary.

Equity TheoryEquity Theory • The theory that an employee compares his or her job’s input-outcomes ratio

with that of relevant others and then corrects any inequity Referent• The persons, systems, or selves against which individuals compare

themselves to assess equityDistributive Justice • Perceived fairness of the amount and allocation of rewards among

individuals Procedural Justice • Perceived fairness of the process used to determine the distribution of

rewardsPearson (2011)

Equity Theory

Pearson (2011)

Expectancy TheoryAn individual tends to act in a certain way, based on:

• the expectation that the act will be followed by a given outcome

• the attractiveness of that outcome to the individual

Pearson (2011)

Motivation Techniques

Motivation Techniques• Create a Culture of Recognition

• Empower Your Team

• Prioritize Work-Life Balance

• Emphasize Employee Wellness

• Invest in Employee Development

• Provide Continuous Feedback

Techniques for Increasing Motivation (Andra Picincu, 2020)

GEN0111 Building LeadershipCHAPTER 6: Motivation

MS.PHINYAR CHAISONGKRAM | LINE ID: @PHINYAR | EMAIL: PHINYAR.CH@SSRU.AC.TH