Educational Administration

Kelompok 3:
Awalia Rizka Maftuha
( 3415131002)
Hoeruninsyah
(
Nur Aisyah Rahmawati (
Syera Nurul Mutia
(

Motivation
In this chapter, we attempt to answer
these questions concerning work
motivatin in school organization.

We begin our discussion with:

Some brief definitions
of motivation
We examine the
concepts of effort
persistence
Direction of employee
motive as a foundati of
work motivation

We also describe:
Need hierarchy
Existence related
growth
Motivation-hygiene
Learned needs
approaches

Finally we examine
four process theories
of motivation:
Self-efficacy
Expectancy
Aquity
Goal-setting
approaches

Defining Motivation
Derrived from the latin word movere
(which means to move)
Motivation has been defined as
those processes within an indiviual that
stimulate behavior channel it in ways
that should benefit the organization as a
whole (Miner, 2008)
The forces acting on and coming from
whithin person that account, in part, for
the willful direction of ones effort
toward the achievement of specific
goals (Jerald)

 Motivation means three things: the

person works hards, the person keeps at
his or her work, and the person directs
his or her behavior toward appropriate
goals

In general, the definition seem to contain

three common aspects of motivation:
Effort
-Direction

Persistance

Effort
Concern the magnitude or intensity
of the employees work-related
behavior.
Example: a superintendent of schools
might manifest greater effort by
implementing a district wide program
to decrease school dopouts in school
district.

Persistence
Concerns
the
susstained
effort
employees manifest in their workrelated activities.
Example: school superintendets who
make many important contributions
to the district early in thei tenure and
then resst on their lauresl for several
years prior to retirement would not
be considered highly.

Direction
Refers to the quality of an
employees work-that is, the
investment of sustained effort in a
direction that benefits the employer.

Content Theories
What energizes human behavior?
The four most popular theories of
motivation are:
Maslows need hierarchy theory
Alderfers existence relateness growth
(ERG) theory
Hezbergs motivation-hygiene theori
McClellands learned theory

 Need hierarchy theory

Abraham Maslows need hierarhy theori
is probably one of the best known nad
most widely ued theories for the study
of motivation in organization.

 The five level of needs which represent

the order of importance to the
individual, are

Physiological needs
Safety needs
Social needs
Esteem needs
Self-actualization needs

Practical Motivation Strategies

Below are some practical motivation
strategies to enhance teaches
performance anf growth:
Personal regard
Communication
Recognition
Participation

Exixstence Relatedness Growth

Theory
Clayton
Alderfers
existence
relatedness growth theory is an
extension Maslows need hierarchy
theory
Needs can be arranged in a hierarchy
There is a basic distinction between
lower-level needs and higher level
needs
That
needs
are
important
determinants of employee motivation

Alderfer
suggest
three
broad
categories of needs:
Existence needs comprise all forms
of physiological and material desires,
such as food, clothing and shelter

 Relatedness needs include all those

that
involve
interpersonal
relationships with others-supervisors,
colleagues,
subordinates,
family,
friends and so on.
Growth need concern the individuals
intrinsic desire to grow, develop and
fulfill ones potential.

ERG theory differs from Maslows need

hierarchy theory in two important
ways:
1. Maslows theory proposes that a
lower level need must be gratified
before
other
need
become
operative.
2. Maslows theory proposes that a
satisfied need is no longer a
motivator.