Please review all materials on motivation to receive attendance credit for the week. Please write a 500-word reflection paper tha
Please review all materials on motivation to receive attendance credit for the week. Please write a 500-word reflection paper that discusses your key learning and how you might apply this learning. No need for additional research. Also, cite if you use outside sources. I will review these papers for credit but not provide feedback. This paper is due on Sunday. If papers are under 500 words, no credit will be given. Also, if papers are not submitted in Microsoft Word, a credit will not be given. There are no make-ups for the reflections paper that will count against your participation credit. Students can miss a total of 2 reflection papers and or live classes before points are taken off.
How to develop a motivated workplace
Dr. Craig Nathanson
1
Motivation Productivity
Low Skills High Skills
High Challenge Anxiety Flow!
Low Challenge Apathy Boredom
drcraignathanson.com
Motivating Workers
?
2
Abilities
Interests
Fulfillment
Meaning
Happiness
Is what you are doing ecologically sound?
drcraignathanson.com
Key factors to consider
3
Content theories- Individual needs and What motivates people
Maslow- Hierarchy of needs (1950’s)
Alder- ERG theory (1970’s)
Existence, relatedness, growth (all can regress)
McClellend Achievement
Herzberg- Two factor theory
drcraignathanson.com
The Theories of Motivation
4
Process theories- Deal with HOW people are motivated
B.F Skinner-Reinforcement theory- Behaviorism- Punishment and reward
Vroom- Expectancy (will my effort pay off?)
Adam Equity Theory (motivation changes based on fairness)
Locke- Goal setting
drcraignathanson.com
The Theories of Motivation-cont.
5
The last talk by B.F Skinner- 8 days before he died:
https://www.youtube.com/watch?reload=9&v=V0fsgcRvfnQ
Cognitive Rebuttal to Behaviorism by Noam Chomsky (Cognitive psychology deals with internal mental processes)
https://www.youtube.com/watch?v=zobBTuX03D8
Behavioral vs. Cognitive Psychology debate
Must be empirical or just experience that it works?
Recent work in Cognitive neuroscience suggests a strong correlation between the brain and mental states
drcraignathanson.com
Theories of Motivation cont.
6
Existential Theory
Personal responsibility for living the life you want
Existential anxiety due to awareness of life’s finitude
Positive mental health is based on the meaning we give to our lives
Carl Rodgers believed in:
Direct experience
Congruence
Unconditional positive regard
Empathic understanding
Necessary and sufficient for personal growth
drcraignathanson.com
The theories
7
Rogers: “All I know is it works for me.”
Optimism is dangerous
A cult of self-worship
Kierkegaard
Dostoevsky
Nietzsche
Kafka
Hegel
Husserl
drcraignathanson.com
The critics of Existential theory
8
Roots in psychology
Maslow
Hierarchy of needs
Physiological
Security and safety
Love and feelings of belonging
Competence and self-esteem
Self-fulfillment
Curiosity and the need to understand
drcraignathanson.com
Motivational theory
9
Four dimensions of motivation
Interest
Relevance
Expectancy
Satisfaction
Motivational theory deals with the processes and structures that cause us to want to learn
drcraignathanson.com
Motivational Theory cont.
10
Motivation and the workplace
Two needs at work
Avoid pain and gain pleasure
Develop
“hygiene” factors: workers unhappy without them
Salary, status, good boss, security
Once reached, satisfaction is temporary
Personal growth becomes more important
drcraignathanson.com
Herzberg
Satisfaction and dissatisfaction at work
11
Similar to Herzberg
Achievement
Authority and power
Affiliation
drcraignathanson.com
McClelland
12
Behaviorism focuses on change in behavior
Pavlov – Classical conditioning
Dog and bell
Watson – Emotional reactions
Baby and rat
https://www.youtube.com/watch?v=CYGXMXGkxtc
Thorndike – Association theory
Animals and escape
B.F Skinner – Operant conditioning
Stimulus and response
https://www.youtube.com/watch?v=D-RS80DVvrg
drcraignathanson.com
Behaviorist Theories
13
Much of the theory tested only on animals
Doesn’t take human language into account
Many agree it can be successful in helping people resolve issues
For example, as a therapeutic process
drcraignathanson.com
Critics of Behaviorism
14
Lao-Tzu
It is better not to make merit a matter of reward lest people conspire and contend
Alfie Kohn
Rewards do motivate people; they motivate people to want more rewards!
Kurt Lewin (1930)
Rewards motivate us to not succeed at the task but to succeed at getting the award!
drcraignathanson.com
Rewards to motivate??
15
B.F Skinner and Behaviorist theory
Dominant in most companies today
An individual or group is not meeting their objectives Solution:
If you meet your objectives, you’ll get your bonus
If you don’t meet your objectives, you’ll have a bad performance review
A non-behaviorist would ask why objectives were not being met
drcraignathanson.com
Rewards (continued)
16
Student in class who has missed two straight classes
Be here or risk a poor grade
Come to the rest of the classes and your grade will not suffer
Fact: Student has missed class because her father, who she was very close to, died of a massive heart attack.
The teacher never asked why she missed class.
drcraignathanson.com
Rewards to motivate?
17
Boss to group:
Meet this project deadline and we’ll have a pizza party
Later, when progress is not getting made
Meet this deadline or you will not have a vacation day next month
drcraignathanson.com
Reward to motivate?
18
Rewards can discourage risk-taking
Reward is the goal and the focus becomes very narrow
Being creative takes a back seat
We get exactly what the reward called for and not much more
Research has shown:
When a reward is at stake, the easiest route is selected
This becomes a habit later when rewards are dropped
drcraignathanson.com
Some challenges with rewards
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When you are rewarded or measured for something you love to do, your performance drops!
https://www.youtube.com/watch?v=u6XAPnuFjJc
drcraignathanson.com
Some challenges with rewards
20
Cash vs. non-cash rewards
Performance management or goal setting
Carrot and stick
Would you rather work at a place that offers
goodies and pats on the back
OR
interesting work, a sense of community, and an opportunity to contribute and make decisions?
drcraignathanson.com
Dangers of workplace incentives
21
No specific studies show long term improvement in quality as a result of any reward system (Kohn)
Many studies have shown that rewards are ineffective and counterproductive
Amazing fact: Organizations and schools continue to use external rewards as motivation
drcraignathanson.com
Dangers of workplace incentives
22
Kohn
Short term vs. long term focus
Secrecy
Too big vs. too small
Nathanson
The desire is collaboration; the result is competition
Performance is largely a result of the system
https://www.youtube.com/watch?v=OLLjV5O6Jx4
Deming
The system of merit is the most powerful inhibitor to quality and productivity in the western world
drcraignathanson.com
Potential problems with Performance Management
23
Probably not…
But you can damage motivation with:
Rewards
Competition
Threats or bribes
If you do this, …
If you don’t do this, …
drcraignathanson.com
As a manager, can you motivate someone?
24
If you were in charge of a new company, what would you do to help people develop internal motivation if you could not reward and could not punish?
drcraignathanson.com
What would you do?
25
You will pay competitive salaries and benefits
You can reward teams but not individuals
You can give on-going benefits as long as they are available to everyone, e.g free lunch, flexible schedules.
You will emphasize collaboration over competition
drcraignathanson.com
Case Assumptions
26
Establish a system that is :
Fair
Matches high challenges and skills
Treats everyone EQUALLY
Encourages collaboration
Eliminates competition, e.g. no ranking or rating
Eliminates fear
Provides job security
Fosters trust
Open
drcraignathanson.com
What can you do?
27
drcraignathanson.com
What motivates you and why?
28
Just give money to the winners
Provide lots of competition between people
Provide too much praise and recognition
Provide lots of negative discipline and performance reviews
Misalign abilities and interests
Micro-manage
Assign non-valued added work
drcraignathanson.com
How to de-motivate the workforce: A typical approach
29
Build a culture of respect
Match high skills and high challenges
Build a culture of productive relationships
Role model a culture of coaching
Teach workers how to motivate themselves
drcraignathanson.com
New approaches to worker motivation
30
Have an inspiring business vision
Insist on individual decision making and autonomy
Let workers work in ways that best fit them
Provide the tools for each person to be successful
drcraignathanson.com
New approaches to worker motivation
31
Boomers (53 and older)
33 million
Privilege
Active and fit
Wealthiest
Improve the world
Some reject traditional values
drcraignathanson.com
The generational challenges for leaders
32
Gen X ( 38 and up)
41 million
What’s in it for me
Skepticism
The age of divorce and single parent households
MTV generation
Entrepreneurial
In mid-life seek work-life balance
drcraignathanson.com
Generations cont.
33
Gen Y-Millennials (24 and up)
71 million
Promotion-moving forward
Immediate satisfaction
Focus in the moment
Participation
Groups
Need regular feedback
drcraignathanson.com
Generations cont.
34
Gen Z ( Ages 7-23)
65 million and growing
Entrepreneurial
Co-create
Want cool products and experiences
Independent and mobile (always on)
Understand technology intuitively
Seek work/life balance
Want stability and collaboration
drcraignathanson.com
Generations cont.
35
Each generation has different expectations
Leaders will need to adapt
Become more coach oriented
More people focused vs. just profit focused
More people are seeking meaning and joy in their work
Communication is key
Variety is key
Inclusion and appreciation
Personal development is key
drcraignathanson.com
Impact to leadership ?
36
Service roles
Medical fields
New, small, start-up businesses
Contract roles
The virtual employee
drcraignathanson.com
New types of work is emerging
37
Jeremy Rifkin (The end of work, 1995) computers replacing people
Knowledge workers vs. displaced workers
Redefining the nature of work
https://www.youtube.com/watch?v=65zSO0iLHAo
drcraignathanson.com
A new phase in history!
38
People want:
to grow and develop
to match high challenges and high skills
opportunities to contribute
People become more motivated as they become more self-aware
drcraignathanson.com
A call to action and summary
39
Provide opportunities for self-assessment
Provide clear opportunities for contributions
Enable matching of
high challenges and high skills
abilities and interests
Teach people how to motivate themselves
drcraignathanson.com
Next steps for organizations and leaders
40
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