Please enable JavaScript.
Coggle requires JavaScript to display documents.
Will Power & Work Motivation (Goals should be SMART (Attainable,…
Will Power & Work Motivation
Definitions
Intensity
- How hard a person tries
Persistence
- How long effort is maintained
Direction
- Where effort is channelled
Theories
Theory X
- Employees dislike work and attempt to avoid work - Employees must be coerced, controlled, or threatened with punishment if they are to perform
Theory Y
- Employees like to work and are creative, and seek responsibilities - Employees can exercise self-direction and self-control
Self-Regulation
The process where you refrain from impulsive tendencies and choose to behave rationally
The cool system
- Emotionally neutral, cognitive, strategic
The hot system
- Emotionality, passions, impulsive and reflexive
Ego-depletion
- Our self-regulation ability(will power) resembles a muscle, and exerting self-regulation consumes resources and reduces the amount of resources available for subsequent self-control effort. Self-regulation processes that might deplete you-----
Self-regulation processes that might deplete you
---- Coping with stress, Regulating negative affect, Resisting temptations
Regulatory focus
Promotion Focus
- Emphasizing growth and opportunity and the pursuit of positive outcomes
See a gain as success and a non-gain as failure
Strategies - strive for gains, insure against errors of ommission
Sensitive toward positive outcomes or progress toward the goal
Focus on thier ideas and aspirations
Prevention focus
- Emphasizing safety and security and the minimization of negative outcomes
Sensitive toward negative outcomes or setbacks toward the goal
See a "non-loss" as success and a "loss" as failure
Focus on their duties and obligations
Strategies - correct reject losses, insure against errors of commission
Outcomes of regulatory focus
Social interaction
Decision-making
Negotiation outcomes
Productivity Tricks
Pomodoro Technique
Don't brake the chain
Goals should be
SMART
A
ttainable
R
esults oriented
M
easurable
T
ime bound
S
pecific
Expectancy Theory
One's motivation to engage in a task is dependent on three critical conditions. The motivation is high only when all 3 are satisfied.
Instrumentality
- belief that performing at a particular level will lead to certain reward from the organization -
recognize performance, deliver reward as promised
Valence
- An estimate of the extent to which organizational rewards can satisfy one's needs or are attractive to the individual -
Analyze what employees truly need, customize reward for emploees with different needs
Expectance
- Belief that exerting a certain amount of effort will lead to desired performance level -
skills and training - reasonable goals and tasks
Self-efficacy
An individual's belief that he or she is capable of performing a task
Vicarious Modelling
- Confidence gained by seeing someone else perform the task successfully
Verbal Persuasion
- Confidence gained because someone convinces you that you have the necessary skills to succeed
Enactive Mastery
- Practicing and gaining relevant experience
Arousal
- An energized state can drive a person to complete the task
Job Design
Job Characteristic Model(JCM)
Task Significance
- the meaningfulness of the job
Autonomy
- the amount of freedom one has while on the job
Task Identity
- the extent to which one is involved in all parts of an end product
Feedback
- the amount of feedback one receives when doing the job
Skill Variety
- the scope of skills involved in the job
Self-determination theory
Intrinsic Motivators
- A person's internal desire to do something, due to such things as interest, challenge and personal satisfaction -
Experience
- Sense of choice, sense of competence, sense of meaningfulness
Extrinsic Motivators
- Motivation that comes from outside the person, such as pay, bonuses, and tangible rewards
Goal Orientation
Learning goal orientation
- see the task as an opportunity to acquire new skills and knowledge
Performance goal orientation
- focus on demonstrating performance to prove competence and avoid failure
Compared to a performance goal orientation, a learning goal orientation leads to
Less task anxiety
More effort
Higher self-efficacy
Higher performance
More motivational beliefs