motivation mona farid-nejad. design challenge: human centered design

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!