Motivation Program Proposal Week 4
Motivation is giving somebody a reason or incentive to do something. It can be intrinsic or extrinsic. Intrinsic motivation is focused by an awareness or satisfaction in the task itself and usually occurs within the person rather than relying on external force. Extrinsic motivation is from outside the individual. Some common extrinsic motivators are rewards or punishments like evaluations or money, pressure, and threat of reprimand. The key to a school’s success is the motivation of the staff. It is clear that schools need motivation plans that inspire, provide anticipated incentives, and keep the staff involved in the process and results of the school ...view middle of the document...
The theory differentiates between environmental factors such as the workplace and co-workers (the hygiene – dissatisfaction factors) and internal perceptions such as importance extracted from the effort itself (the motivators – satisfaction factors). Herzberg described motivators as inner encouraging aspects which always inspire the employee’s to put forth their best efforts. These motivators for teachers can include, “recognition from department heads, empowerment, student’s achievement or career advancements” (Rasheed, Aslam, & Sarwar, 2010).
McGregor’s Theory X and Theory Y are based on a negative (theory x) and a positive (theory y) belief in humans. Theory X states that people dislike work and will try to avoid it whenever possible. These people are innately lazy and need an excessive amount of oversight to make them productive (Marques, 2011). Theory Y states that people believe work to be a natural part of life and says that most people will accept or even seek responsibility. People want to work and will accomplish their jobs and that leaders should make sure that they have the resources required to complete their organizational objectives (Marques, 2011).
Goal Setting Theory is based on when the goals to be achieved are set at a higher standard employees are motivated to achieve better results and put in use their best effort. It coincides with the idea of people believing that they are capable of accomplishing a hard task. An ideal goal should present a condition where the interval between the beginning of behavior and the end are close. Behavior is essentially goal oriented, which means our actions are usually motivated by a need to achieve some specific outcome (Hersey, Blanchard, & Johnson, 2008, p. 16) When difficult goals are set and accepted by others, the results are in a much more productive environment. Through self-monitoring while making goals, individuals anticipate their achievement or disappointment based on capability, effort, or difficulty of the task.
The plan is comprised of the previous four motivation theories. Communication, listening and accountability are the main areas of focus for the motivation plan. Below is a general outline of the plan:
1. Communicate the vision: write it down in many places, post it where all people can see it, and communicate it constantly to the entire staff.
2. Communicate what is expected of each staff member: let the staff members know in clear and concise terms what it is that is expected of them, allowing them to see the big picture.
3. Listen and ask for staff ideas and feedback: give the staff a chance to help improve the school by providing more diverse and creative ideas. A decent, operational plan will always be in a state of changeability, allowing for changes to be made whenever necessary.
4. Give the staff accountability as well as authority to perform their responsibilities: by giving the staff the opportunity to handle complications...