Dr.azmat.docx

Name

: Rokiah Jan Binti Mohinamiah

Program

: Master Education

Matric ID

: G1816900

Jounal 1

: A stress management course to prevent teacher distress Saul Neves de Jesus Associates Professor, University of the Algarve, Faro, Portugal Joseph Conboy Professor, Instituto Superior Dom Afonso III, LouleÂ, Portugal

Journal 2

: Job satisfaction and career persistence of beginning teachers Wei-Cheng J. Mau, Randy Ellsworth and Donna Hawley Department of Counseling, Educational and School Psychology, Wichita State University, Wichita, Kansas, USA

1.0 Literature Review

1.1 Extrinsic motivation In Self-Determination Theory (SDT; Deci & Ryan, 1985) different types of motivation is distinguished based on the different reasons or goals that give rise to an action. Extrinsic motivation refers to doing something because it leads to a separable outcome. Extrinsic motivation is a construct that pertains whenever an activity is done in order to attain some separable outcome. Extrinsic motivation thus contrasts with intrinsic motivation, which refers to doing an activity simply for the enjoyment of the activity itself, rather than its instrumental value. (Ryan, Kuhl, & Deci, 1997). Because extrinsically motivated behaviours are not inherently interesting and thus must initially be externally prompted, the primary reason people are likely to be willing to do the behaviours is that they are valued by significant others to whom they feel (or would like to feel) connected, whether that be a family, a peer group, or a society. (Hayamizu, T. (1997).

1.2 Intrinsic motivation Intrinsic motivation is defined as the doing of an activity for its inherent satisfactions rather than for some separable consequence. When intrinsically motivated a person is moved to act

for the fun or challenge entailed rather than because of external prods, pressures, or rewards. The phenomenon of intrinsic motivation was first acknowledged within experimental studies of animal behaviour, where it was discovered that many organisms engage in exploratory, playful, and curiosity-driven behaviours even in the absence of reinforcement or reward. (White, 1959). Although, in one sense, intrinsic motivation exists within individuals, in another sense intrinsic motivation exists in the relation between individuals and activities. People are intrinsically motivated for some activities and not others, and not everyone is intrinsically motivated for any particular task. (Grolnick, W. S., Deci, E. L., & Ryan, R. M. (1997).

2.0 Theoretical Framework 2.1 McClelland-need of achievement, affiliation and power In the early of 1960s McClelland claimed that humans acquire, learn their motivators over time that is the reason why this theory is sometimes called the “Learned Needs Theory”. He affirms that we all have three motivating drivers, and it does not depend on our gender or age. One of these drives or needs will be dominant in our behavior. This dominant motivator depends on our culture and life experiences. The three motivators are : 

Achievement – a need to accomplish and demonstrate competence or mastery It pertains to a person’s need for significant success, mastering of skills, Control or high standards



Affiliation – a need of love, belonging and relatedness



Power – a need for control over one’s own work or the work of others

McClelland theory is a motivation of employees because it is acquired the needs for significant the success. There can increase their effectiveness with having a high drive for success by experience difficulties in managerial positions and making them aware of common pitfalls. Achievement

Motivation Affiliation

Power

(McClelland-need of achievement, affiliation and power)

2.2 Herzberg – Two factor theory This theory also called the Motivation – Hygiene Theory by Frederick Herzberg in 1959, who was very interested in people’s motivation and job satisfaction. Based on this, Herzberg develop his theory that people’s job satisfaction depends on two factors that is factors for satisfaction (motivators/satisfiers) and factors for dissatisfaction (hygiene factors/ dissatisfies) 

Hygiene factors – salary, working conditions, work environment, safety and security are unsuitable at the workplace that can make individual unhappy and dissatisfied with their job. This factors ensure that an employee is not dissatisfied.



Motivating factors – can increase job satisfaction and motivation based on an individual’s need for personal growth. This are needed to ensure employee’s satisfaction and to motivate an employee to higher performance.

Hygiene

Job satisfaction

Motivating

3.0 Conceptual Framework

Self-esteems

Motivation

Education

Needs Life achievement Qualification

Family member

Support

Instrument for research variable

For my studies of this issues, I used an interview as my instrument for the term of research. Example: a) Question How do you motivate yourself? What can make yourself get motivated? Can you explain the way how you can get satisfaction on your job? What are the moral support that make you get motivated?