Pendekatan Kognitif

Tajuk 8
Persoalan utama
di dalam kajian motivasi

 Apakah yang menyebabkan

organisma bertingkah laku?

 “energy and direction”

Pendekatan Kognitif Dalam
Motivasi

•Memfokus kepada proses

mental (pemikiran) sebagai
penentu kepada tindakan
Persoalan yang menarik
minat ahli kognitif ialah
“How” & “Why”
“Peristiwa mental”
menggerakkan usaha dan
meningkatkan komitment
tindakan jangka panjang
Peristiwa mental- Rujuk m/s
199
 Plan  implicit theories
 Goal  dissonance
 Personel striving*  appraisals
 Implementation  schemas
intention  Expectancies*
 Mental simulations*  self-efficacy
 Self regulation  Attributions*
 Self-concept*
 Jadi peristiwa mental
akan bertindak sebagai
“spring to action”
Spring to action boleh
dibahagikan kepada
tiga tahap iaitu ruj
Reeve (2005) m/s 199
 Causal Causal
Membuat dan
determinant determinant
Melaksana
to action to action

Tajuk 8 Tajuk 9 Tajuk 10

1. Perancangan 1. Kawalan 1. Konsep diri
2. Matlamat kepercayaan 2. Kebarangkalian
3. Niat untuk peribadi diri
melaksana 2. Efikasi 3. Usaha peribadi
4. Regulasi diri kendiri 4. Percanggahan
3. Atribusi 5. Nilai
4. Gaya
penjelasan
Tokoh perintis Kognitif
 Pembelajaran > amat penting
dlm penyelidikan sains kognitif
 Tingkahlaku > (S R)
 Kognitif > cuba cari
pembolehubah pencelah di
antara perkaitan tersebut
 Edward Tolman > peta kognitif
 Clark Hull > Desakan
 Edward Tolman 1900 (m/s183-184)
 “t/laku” > reeks of purpose
 t/laku sentiasa di arah oleh
matlamat (goal)
 t/laku menunjukkan pengetahuan
(kognitif)
 utk memenuhi (goal) mns
b/gantung sepenuhnya pada
“hipotesis: & “ekspektasi”
 Istilah… purpose &
cognition
 ialah demands dan expectation

 Demands > desakan drp keperluan

fisiologi badan

 Expectation > jangkaan timbul semasa

ind mencari objek2 untuk
mengurangkan desakan tadi
 So cognition = expectation >
“cognitif map” of “what leads to
what”

 Ia bermaksud pencarian objek di

dalam persekitaran bukanlah
secara rambang tetapi sentiasa
diketahui melalui
jangkaan(expectation)
 Model interpretasi kognitif
tentang motivasi

S cognitif R
events

“cognitive events as agent

of motivation” as the
“spring to action”
Peristiwa mental- Rujuk m/s
199
 Plan  implicit theories
 Goal  dissonance
 Personel striving*  appraisals
 Implementation  schemas
intention  Expectancies*
 Mental simulations*  self-efficacy
 Self regulation  Attributions*
 Self-concept*
 Causal Causal
Membuat dan
determinant determinant
Melaksana
to action to action

Tajuk 8 Tajuk 9 Tajuk 10

1. Perancangan 1. Kawalan 1. Konsep diri
2. Matlamat kepercayaan 2. Kebarangkalian
3. Niat untuk peribadi diri
melaksana 2. Efikasi 3. Usaha peribadi
4. Regulasi diri kendiri 4. Percanggahan
3. Atribusi 5. Nilai
4. Gaya
penjelasan
How plan motivate behaviour (1960)
(reeve 2005:199-200)
Andaian manusia ada “perwakilan mental” tentang “tahap ideal t/laku ,
objek persekitaran dan peristiwa”

Eg tendang bola (t/laku ideal); hadiah ulang tahun perkahwinan(objek

persekitaran ideal; malam perayaan (peristiwa ideal)

Manusia juga jadi

“aware” “incongruity”
diantara bertindak
present-state sebagai
vs “plan keatas motivasi
ideal state tindakan” “spring to
jadi utk action” dng
hilangkan cara provide
“incongruity” energy dan
wujud pula plan
(direction)
“corrective
motivation”

Schematic of the TOTE Model

 PLANS: The TOTE Unit
The cognitive mechanism by which plans energize and
direct behavior.
Cth KERJAYA
PERKAHWINAN
PEMBELAJARAN If Incongruous

TEST OPERATE TEST

Compare Act on Compare
Present State Environment Present State
With Ideal State To Realize With Ideal State
Ideal State If congruous

If Incongruous
EXIT
Schematic of the TOTE Model Present State in
Congruity with
Ideal State
  Ketidakpadanan Semasa proses
 T-O-T-O akan menghasilkan
“corrective-motivation” dan ia
melibatkan emosi

Test - Operate - Test - Exit (TOTE)

so
bgm utk meningkatkan motivasi?
Based on “discrepency-based motivation”

ind perlu cipta tahap “IDEAL” di dalam

kognitifnya
 PLANS: Discrepancy
Present state represents the persons Ideal state represents
current status of how life is going. how the persons
wishes life was going.

Present Ideal
State State

• When the present state falls short of the hoped-for ideal state, a discrepancy is exposed.

• It is the discrepancy-rather than the ideal state per se– that has motivational properties.

• Discrepancy creates the sense of wanting to change the present state so that it will move
closer and closer toward the ideal state.
 Two Types of Discrepancy

Discrepancy Reduction Discrepancy Creation

Based on the discrepancy- Based on a “feed-forward”

detecting system
feedback that underlies in which the person looks
plans and forward
corrective
Discrepancy motivation.
reduction corresponds and proactively
Discrepancy sets ato
creation corresponds
to plan-based corrective motivation. goal-setting motivation.
future,
Discrepancy reduction is reactive, Discrepancyhigher
creatinggoal.
is proactive,
deficiency overcoming, and revolves growth pursuing, and revolves around
around a feedback system. a “feed-forward” system.
 2 jenis “goal-performance
discrepency”
1. Discrepency reduction
(discrepency-detecting-feedback;
plan-based; corrective motivation;
reaktif)

2. Dicrepency creation
(feed-forward; goal-setting;
motivation; proaktif)
 PLAN GOALS
 corective  Performance
motivation  Goal
Acceptance
 Long-term Goal
 Discrepency Setting
 Criticisms
 Personel
Striving
 Implicit theories
 GOALS -
MATLAMAT
 APA sahaja yang individu berusaha utk
mencapainya

 ia menjana motivasi dng fokus kpd

attention keatas
discrepency/incongruity antara
present/ideal level of accomplishments

“goal-performance discrepency”
Prestasi/Performance
Org ada matlamat > “P” berbanding
tiada matl dan tidak wujud diff
prestasi antara j/masa matlamat

Matlamat 2 jenis
sukar (usaha utk memenuhinya) &
matlamat perlu susah utk cipta
tenaga

spesifik (jelas > kabur)

perlu spesifik utk fokus arah
Kejayaan di dalam pencapaian
sesuatu matlamat perlukan
perkara2 berikut:

matlamat susah + matlamat

spesifik + maklumbalas kepada
prestasi ( akan menghasilkan
emosi> puas /tdk puas )

“Goal-acceptance”
4 perkara yg menentukan
sesuatu matlamat
diterima/Goal acceptance
1. Perceived difficulty
2. Participation in the goal-setting
process
3. Credibility of the person
assigning the goal
4. Extrinsic incentives

GOAL-DIRECTED PERFORMANCE
1. Perceived difficulty

Persepsi ind terhadap

kesukaran sesuatu matl

JIKA
easy-goal “goal-acceptance”
diff-goal “goal-rejection”
2. Participation in the goal-
setting process
Penglibatan pelaku dlm proses
pembentukan matl.

Apb pelaku menentukan matlamatnya

sendiri “GOAL-DIRECTED PERFORMANCE”
di capai

Matl yg ditentukan oleh org lain perlu ada

perundingan personel, jelas dan rasional
utk mencapai kepada matlamat
3. Credibility of the person
assigning the goal

kredibiliti org yang mebina

matl.
(boleh dipercayai, disukai,
demokratik) vs

(autoritarian, manipulatif, dan

diragui, kepentingan diri)
4. Extrinsic incentives

insentif ektrinsik adalah ganjaran

yg akan diperolihi selepas
mencapai matl.

Atau keuntungan porsonel

End of Part 1