Written Report

in
Personnel
Management in
Education

Presented to:
Dr. Jean F. Nebrea

EDMA506 Class

Presented by:
Norhana M. Cosain – MEEM
 Republic of the Philippines
BOHOL ISLAND STATE UNIVERSITY
Main Campus,Tagbilaran City

Vision: A premier S & T university for the formation of a world class and virtuous
human resource for sustainable development in Bohol and the country.
Mission: Committed to provide quality and innovative education in strategic sectors for
the development of Bohol and the country.

COLLEGE OF ADVANCED STUDIES (CAdS)

Summer A.Y. 2021 -2022
Masterand: Norhana M. Cosain
Course: MEEM
Subject: Personnel Management
Professor: Dr. Jean F. Nebrea
Written Report: Motivational Techniques (Types and Theories of Motivation)

INTENDED LEARNING OUTCOMES:

 Explain the different types and theories of motivation.

 Reflect on and improve own techniques in motivating employee/personnel.
 Apply different theories to an individual’s motivation.
 Identify case study that is relevant to Motivational Techniques.
INTRODUCTION:

To motivate employee is the important task of each and every organization. It is

the process by which an organization gets the right things done by people. Motivation
techniques are internal or external influences that contribute to productivity, satisfaction
at work and meaningful contribution to projects.
Finding ways to increase motivation is crucial because it allows us to change
behavior, develop competencies, be creative, set goals, grow interests, make plans,
develop talents, and boost engagement.

MOTIVATIONAL TECHNIQUES

According to Webster’s New Collegiate Dictionary, a motive is “something (a

need or desire) that causes a person to act.” Motivate, in return, means “to provide with

a motive,” and motivation is defined as “the act or process of motivating.” Thus,

motivation is the act or process of providing a motive that causes a person to take
some action. In most cases motivation comes from some need that leads to behavior
that results in some type of reward when the need is fulfilled.

“Motivation is about cultivating your human capital. The challenge lies not in the work
itself, but in you, the person who creates and manages the work environment.”

TECHNIQUES OF MOTIVATION:

 Motivation through job design

- A psychological theory of motivation that is defined as the
systematic and purposeful allocation of tasks to groups and individuals within an
organization. The five core characteristics of job design are skill variety, task identity,
task significance, autonomy, and job feedback.
 Motivation through rewards
- Sometimes people are motivated to act because of internal desires
and wishes, but at other times, behaviors are driven by a desire for external rewards. ...
The incentive theory is one of the major theories of motivation and suggests that
behavior is motivated by a desire for reinforcement or incentives.
 Motivation through employee participation
- A participative process that uses the input of employees to increase
their commitment to the organization’s success.
  Motivation through Quality-of-Work-Life
- Refers to the level of satisfaction, motivation, involvement and
commitment individuals experience with respect to their lives at work. It is the degree to
which individuals are able to satisfy their important personal needs while employed by
the firm.

“Challenges are what make life interesting. Overcoming them is what makes life
meaningful.” – Joshua J. Marine

TYPES OF MOTIVATION:

 Extrinsic motivation - is when you use external factors to encourage your team
to do what you want. Pay raises, time off, bonus checks, and the threat of job
loss are all extrinsic motivators – some positive, some less so.
 Intrinsic motivation - is internal. It's about having a personal desire to overcome
a challenge, to produce high-quality work, or to interact with team members you
like and trust. Intrinsically motivated people get a great deal of satisfaction and
enjoyment from what they do.

“There are two things people want more than relation and money – recognition and
praise.” – Mary Kaye Ash

THEORIES OF MOTIVATION:

 Maslow’s Hierarchy of Need – Maslow (1954) postulated a hierarchy of needs

that progresses from the lowest, subsistence-level needs to the highest level of
self-awareness and actualization. The five levels in Maslow’s hierarchy are:
Physiological needs – including food, water, sexual drive, and other
subsistence-related needs;
Safety needs – including shelter, a safe home environment, employment, a
healthy and safe work environment, access to health care, money, and other
basic necessities;
Belonging needs – including the desire for social contact and interaction,
friendship, affection, and various types of support;
Esteem needs – including status, recognition, and positive regard; and,
 Self-actualization needs – including the desire for achievement, personal
growth and development, and autonomy.
 Alderfer’s ERG Theory - Clayton Alderfer proposed a modification of Maslow’s
theory in an effort to simplify it and response to criticism of its lack of empirical
verification.
Existence – the needs for physical well-being;
Relatedness - the needs for satisfactory relationship with others; and,
Growth - the needs that focus on the development of human potential and
the desire for personal growth and increased competence.
 Herzberg’s Two Factor Theory – Herzberg (2003) further modified Maslow’s
needs theory and consolidated down to two areas of needs that motivated
employees. These were termed:
Hygienes – these were characterized as lower level motivators; and,
Motivators – these emphasized higher level factors and focused on aspects
of work, such as “achievement, recognition for achievement, the work itself,
responsibility and growth or advancement.”
 McClelland’s Acquired Needs Theory – the idea here is that needs are
acquired throughout life. That is, needs are not innate, but are learned or
developed as a result of one’s life experiences (McClelland, 1985). This theory
focuses on three types of needs:
Need for Achievement – which emphasizes the desires for success, for
mastering tasks, and for attaining goals;
Need for Affiliation – which focuses on the desire for relationships and
associations with others; and,
Need for Power – which relates to the desires for responsibility for, control
of, and authority over others.

“A theory of motivation is defective if it renders intelligible behavior which is not

intelligible.” – Thomas Nagel

CASE STUDY:

A case study on “Motivational Strategies used by Principals in the

Management of Schools” by Acheck Timah Apolline (2015), it is stated that the
motivational strategies of principals range from exhibiting positive leadership
characteristics, being empathic, supportive and compassionate to the needs and desires
of teachers and leading through transformational leadership practices. The study has
also established that, use of the motivational strategies by principals among others has a
very significant importance in the teaching-learning process. In order words, there is a
positive correlation between motivation and the effectiveness of the teaching learning
process. In ascertaining the factors that influence motivation among secondary school
teachers in the area under study, school principals acknowledged that extrinsic and
intrinsic factors influence motivation in the Division with the extrinsic factor of the
“general state of the nation’s economy” being the first influence.
The study in general shows teachers believe very much in the use of financial or
economy rewards in schools as motivational strategies. Unfortunately, financial
remuneration in government secondary schools in Cameroon is centralized at the
ministries of finance and secondary education, and the little funds raised by schools are
used for the day to day running of the school. Thus the principals have no direct control
of reasonable funds which they can use to motivate 60 teachers through increase
salaries or the payment of other allowances.
Considering that principals of government secondary schools adequately
motivate their teachers through different strategies except economic related strategies,
and giving that government secondary school teachers are the most paid set of teachers
in the country, one can therefore conclude that, it’s either the teachers are not satisfied
with their present salary or financial motivation or there are other factors causing their
laxity towards the teaching job in these schools other than motivation.

“The only way to do great work is to love what you do.” – Steve Jobs

ASSESSMENT TASK:

1. Compare and contrast the two major types of motivation.

2. Justify the effectiveness of motivational strategies to the personnel/employee’s
performance.
3. Create your own alternative way when a motivational technique is not meet.
REFERENCES:

Principles of Management - Motivating Employees

May 25, 2014
https://www.slideshare.net/reefearajang/principle-of-management-motivating-employees

Motivation (Principles of Management)

August 02, 2013
https://www.slideshare.net/dennimardomingo/motivation-principles-of-management

Jones and Bartlett Publishers, LLC

2010
https://samples.jblearning.com/076373473x/3473x_ch02_4759.pdf

BOUNDLESS BUSINESS: motivation theories and applications

November 19, 2019
https://courses.lumenlearning.com/boundless-business/chapter/motivation-techniques-
in-practice/

Types of Motivation in Organizational Behavior

February 03, 2021
https://harappa.education/harappa-diaries/types-of-motivation-in-management

12 Motivation Techniques for the Workplace

December 03, 2020
By: Indeed Editorial Team
https://www.indeed.com/career-advice/career-development/motivation-techniques-for-
the-workplace

“Motivational Strategies used by Principals in the Management of Schools”

Acheck Timah Apolline (2015)
https://jyx.jyu.fi/bitstream/handle/123456789/47987/1/URN%3ANBN%3Afi%3Ajyu-
201512043909.pdf