Motivation

MOTIVATION AND ROLE OF NURSE

Dr. Neena Narula

DEFINITION Motivation is the force that initiates, sustains and directs activity of organism.

MOTIVATION •Affective

arousal

•Direction •Desired •Achieve

effort target

•Predispositions •Precipitations

THE MOTIVATION CYCLE

PSYCHOLOGICAL NEEDS 

Freedom

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Security

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Achieve

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Affection

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Recognition- Social approval

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Companionship

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Self assertion

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Self actualization

MOTIVES 

Exploratory/ Curiosity

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Mastery

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Acquisition/ Possession

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Constructive

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Self-display

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Self-abasement (Submission to authority)

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Combat Motive (fighting against wrong or right

INCENTIVES Biological Incentives  Social Incentives  Better income  Better home  Better social group  Better opportunities for Promotion  Rewards and punishment  Competition  Grades & marks  Judicious use of praise & blame  Success and failures 

ASPECTS OF MOTIVATION 

Determination

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Ambition, Goal, Purpose

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Interest

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Attitude, Likes & Dislikes

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Inspiration

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Tension

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Incentive

BEHAVIOR OF MOTIVATED PERSON 

Selective

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Concentrated attention

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Consistency

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Arousability

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Sensitive

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Reactive to stimuli

Emotional Intelligence 

Motivation: Emotional Tendencies that guide or facilitate reaching goals

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Achievement: Striving to improve

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Commitment: Aligning with goals of the group

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Initiative: Readiness to act on opportunity

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Optimism: Persistence in pursuing goals despite setbacks

Self Actualization Autonomy, fulfillment from job, ability to demonstrate creativity, & innovation for challenging tasks Self esteem needs Recognition ,promotions, participation in decision making Affiliation needs Positive interactions with coworkers & managers Safety needs Job security, retirement, and health / medical plans Safe working environment Physiological Needs Adequate salary, & working conditions ( e.g. Lighting, air conditioning etc.)

H E I R A R C H Y

DETERMINANTS OF JOB SATISFACTION

Achievement Recognition Work itself Responsibility Advancement

DETERMINANTS OF JOB DISSATISFACTION •

Policies

•

Administrative Policies

•

Supervision

•

Salary

•

Interpersonal Relations

•

Working Conditions

WHAT MOTIVATE EMPLOYEES  Growth:

Need to make creative & productive effect, sense of wholeness (problem solving).

 Relatedness:

Need for developing & sustaining

relations with significant others (sharing thoughts).  Existence:

Concern with material & physiological requirements (food, water , Pay, benefits, Working conditions)

WHAT MOTIVATE EMPLOYEES CONTIN….. 

Achievement & Recognition: Need to succeed, Opportunity to increase knowledge



Power: Need to influence others

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Affiliation: Need to liked & approved by others.

WHAT MOTIVATE EMPLOYEES CONTIN….. 

Responsibility & Learning: To increase understanding to more complex tasks, leading to next level of growth

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Advancement: Higher order task may be presented to the employee

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Interest: Enabling to become experts, giving complete unit of work

Model of Work Motivation Core Job Characteristics

Psychologica l States

•Skill Variety •Task Identity •Task Significance

Meaningfulnes s of the work

Autonomy

Responsibility for outcomes of the work

Feed back

Outcome s

•High internal work motivation •High Growth Satisfaction •High Work Effectiveness

Knowledge of actual results of work activities

Knowledge and skills, Growth need strength ,Content satisfaction

Job Characteristics Skill Variety: Requirement of variety of different activities in carrying out work and number of skills  Task Identity: Completion of identifiable piece of work  Task Significance: Substantial impact on the lives of other people  Autonomy: Freedom and Independence  Feedback: Work activities provide individual with direct and clear information about effectiveness of performance 

PREDICTING EMPLOYEE’S BEHAVIOR

In order to understand worker’s Behavior Ask “what rewards do your employee value?”

EXPECTANCY 

Strength of individual’s need for particular outcome.

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Perception of her performance related to other outcomes. (outcome – outcome association)

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Perception that her effort will influence performance. (Action – outcome association)

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Evaluation of outcomes & inputs by comparing with others.

EQUITY Equity exists when ratio of person’s outcomes to inputs is equal to the ratio of other’s outcomes and inputs My Inputs (Education, experience Age etc.)

My outcomes (Salary Promotion Bonuses etc.)

Other’s Inputs (Education, Experience Age etc.)

Other’s outcomes (salary, Promotion, Bonuses, etc.)

METHODS OF INEQUITY RESOLUTION

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Reduce Productivity

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Longer Break Times

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To obtain increase in Pay / bonus / a new job title

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Cognitive distortions

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Transfer to another department

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Distorting the inputs/ outcomes of others

SATISFACTION - PERFORMANCE MOTIVATION

Value of Reward

Effort

Perceived effort\ Reward probability

Sense of accomplishmen t

Ability and traits

Performance accomplishment

Role perceptions

Promotion or bonus

Perceived equitable rewards

Satisfaction s

Research indicated that participants who were given specific & challenging goals outperformed those who were given vague goals such as “do your best”

GOAL SETTING

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Requires careful planning and fore thought on the part of manager

 

Specific & measurable, Challenging yet reachable

REMEMBER

Motivation is an individual’s voluntary drive to satisfy need.

Thank You

Thank you