Motivation

Session 3

Service Culture
Objectives

•Explain why motivation is a

key component of leadership
•Evaluate one’s personal
motivation
•Determine how to improve
one’s current motivation in
order to develop competent
leadership
Introduction

This module defines motivation as a set of

conditions that prompt change even as they are
developed individually.

It was designed to equip students with a paradigm

for personal development and build in them a
desire to meet the demands and requirements for
success.
Motivation

What it is:
A basic system that prompt us to keep going
towards expected or aspired ends
Some Theories:
• Two-Factor Theory
• Goal-Setting
• Drive
• Acquired Needs
Theories of Motivation

Two-Factor Theory (Frederick Herzberg)

• Assumes that certain factors result in
satisfaction but their absence may not lead to
dissatisfaction
 Intrinsic motivation – value-based rewards,
driven by interest or enjoyment in the task
itself, a person’s motivation being based on
taking pleasure in the activity itself and not
its rewards (example: hobbies)
Theories of Motivation

Two-Factor Theory (Frederick Herzberg)

• Extrinsic motivation – based on the

performance of an activity in order to attain
an outcome (example: work)
Theories of Motivation

Goal-Setting Theory (Edwin Locke)

• Assumes that “goal setting” is linked to task
performance and that, specific and challenging
goals, along with appropriate feedback, leads to
higher and better task performance.
 Goals indicate and give direction to an
individual about what needs to be done and
how much effort is required to be put in to
achieve a given task or goal
Theories of Motivation

Drive Theory

• Based on the principle that organisms are born

with certain psychological needs, that these
needs prod organisms to action in order to attain
them, and that drives are lessened when the
needs are met
Theories of Motivation

Drive Theory

• A negative state of tension is created when the

needs are not satisfied; anxiety builds along with
other negative emotions.

• States that when needs are met and a drive is

reduced, the organism returns to a state of
relaxation or calm
Theories of Motivation

Acquired Needs (David McClelland)

• Assumes that we have needs that are formulated

over time based on our experiences

• Types of motivational needs:

• Achievement
• Authority
• Affiliation
Theories of Motivation

Acquired Needs (David McClelland)

• Focused on achievement

• It postulated that only a few people have

achievement motivations and that people with
stronger achievement needs make better
leaders
Leadership and Motivation

Management and Leadership Conflict

Management is the act of getting people together

to accomplish desired goals and objectives; the
human action of designing or facilitating systems
or organizations—a formal role.
Leadership and Motivation

Management and Leadership Conflict

Leadership is considered a value that defines

performance direction.

It is also a competency.

It is assumed that the right kind of leadership

results in concentrated effort towards the
achievement of actual performance excellence.
Leadership and Motivation

Leader-Manager

Between the roles is TRUST:

The biggest factor that differentiates one from the

other is the loyalty and following afforded by staff.
There is an unspoken layer of trust.
Leadership and Motivation

Leader-Manager

Followers are often driven by loyalty through the

practice of “free will”. Staff or subordinates are
often driven by a certain measure of fear.

Followership is looked upon as a phenomenon

resulting from recognized motivations.
A Leader’s Role in Motivation

Motivation
is a leader’s primary function.
Application

Lessons in Motivation

1. Motivation is personal - A good leader takes the

time to learn what motivates each individual

2. The effect of fear and other external “motivators”

(including bonuses) is likely to diminish over time

3. Fear is negative and exhausting

Application

Lessons in Motivation

4.People’s motivation often lines up with their

strengths – Keep an eye on people’s strengths

5.People need clear goals and expectations, and

consistent communication to remain motivated

6.Motivation is different from manipulation

Application

Lessons in Motivation

7.People often say money is what motivates them,

however, it usually isn’t the money itself, but rather
what the money brings that really motivates them

8.Never assume everyone likes public recognition

9.While group motivation is certainly possible, and

teamwork has its own desirable dynamics,
ultimately motivation comes from inside each
person
Notes

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