Effect of Motivation

In: Business and Management

Submitted By inasiruk
Words 9369
Pages 38
THE EFFECT OF SELF-EFFICACY ON MOTIVATION AND ACHIEVEMENT AMONG FIFTH GRADE SCIENCE STUDENTS

A Master’s Research Project Presented to The Faculty of the College of Education Ohio University

In Partial Fulfillment of the Requirements for the Degree Master of Education

by Joel Weaver July, 2008 Spring Quarter

Table of Contents
Chapter One: Introduction.................................................................................... 3
Statement of problem……………………………………………………………………………………………… 3 Research question………………………………………………………..…………………………………………. 4 Significance of study……………………………………………….………………………………………………. 4 Limitations…………………………………………………………………..…………………………………………. 5 Methodology……………………………………………………………..…………………………………………… 5 Organization of body………………………………………………...……………..…………..……………….. 6

Chapter Two: Literature Review……………………………………….………………………………. 7
Understanding student motivation…………………………………………………………………………. 7 Learned Helplessness: A Case Study of a Middle School Student………………………….…. 9 Learned Helplessness: The Effect of Failure on Test-Taking………………….……………..… 10 Factors Supporting School Engagement and Achievement Among Adolescents….… 10 Extrinsic Motivators and Incentives: Challenges and Controversy…………………………. 11 Dynamics of Motivation and Effort for Classroom Assessments in Middle School Science and Social Studies………………………………………………………… 12 Science Achievement and Self-efficacy among Middle School Age Children As Related to Student Development………………………………………………………….…….. 13 Summary ……………………………………………………………………………………………………………… 14

Chapter Three: Method ………………………………………………………...…..…………………… 15
Setting ……………………………………………………………………………….………………………………... 15
1

Delimitations ……………………………………………………………………………....….…………………… 15 Methods ………………………………………………………………………………………………………………. 16

Chapter Four: Results……………………………………………….……………………………………… 19
Questionnaire A…...

Similar Documents

A Critical Review on the Effects of a Matrix Organisation on Employee Motivation. with Reference to Alstom.Ltd.

...Introduction Work motivation is a fundamental part of the organisation to increase its performance. Modern organizations are increasingly becoming project-oriented to cope with the challenges of global competition. Place together work motivation in traditional and matrix project-based organizations is of primary interest, Bredillet (2010) Alstom.Ltd with around 5,000 employees belongs to Alstom Group. The company is the leader in integrated power plants for energy production. Alstom.Ltd has solutions for a wide range of energy sources, divided into four main sectors; Thermal Service, Steam, Gas Generation, and Automation. Due to the size of the company, market stability and history, it is mainly a hierarchical structure Huczynski A, (2010). Main services are Power Generation Projects. Due to the nature of these kinds of projects, different disciplines like Engineering, Finance, Quality and Sales are involved on each Project. Therefore the company has global hierarchical structure but at Project level they work within a Matrix Organisation. PMI.Institute (2012) defined matrix organizations as a blend of functional and project organisation, where employees report on day-to-day performance to the Project Manager and on their overall performance to the head of their department, Functional Manager . By the mid–1990s Alstom.Ltd, originally ABB, developed a matrix structure crisscrossing around a hundred countries and sixty five business sectors, Lee G.(2008). The own......

Words: 2506 - Pages: 11

Pay for Performance: Effect on Employee Motivation

...Pay for Performance: It’s Effect on Employee Motivation Name Course Title Professor’s Name Date Pay for Performance: The Effect on Employee Motivation Managers are continuously looking for ways to motivate their employees. Many methods have been tried and many methods have failed. Consequentially, human resource professionals and managers continue to work to develop effective performance management systems which serve to motivate employees, with an end result of improved morale and increased productivity. Designing an effective performance management program, combined with the appropriate compensation methods, can serve as tools to inspire and motivate employees to improve and/or maintain the highest levels of performance. Compensation administrators are encouraging the use of pay-for-performance plans to meet this goal. Pay-for-performance plans motivate employees to be productive and perform at higher levels by linking their pay directly to their pay. The idea behind pay-for-performance plans is that money serves to motivate employees to perform. Maslow’s theory of motivation “suggests that employee needs are arranged in priority order such that lower-order needs must be satisfied before higher-order needs become motivating” (Leonard, 2010, p. 121) with the lowest level of needs being basic biological needs and the highest level being self-fulfillment. When an individual is on the lower levels of the spectrum and trying to fulfill his/her basic...

Words: 4107 - Pages: 17

Process Theories of Motivation: the Effects of Cultural Diversity on Employee Motivation

...Critically discuss how knowledge of process theories of motivation should influence managing the performance of diverse teams within global organisations. Introduction Employee performance has commonly been shown as the function of ability, motivation and situational circumstances, with this one equation it can now be seen that although having talent within an organisation is important, without motivation employee performance can never be optimised. Motivation is considered the be the driving force behind the behaviours we carry out to achieve a goal, finding and creating the right motivational triggers for an employee can prove troublesome, but it is of the upmost importance if a business wants to become successful (Burford et al 1995; Nhat et al 2013). Theories surrounding the mechanism as to how motivation is precipitated within an individual or group are known as process theories of motivation (Ashleigh and Mansi, 2012). Process theories have been largely influential for organisations who are considering how they can optimise motivation; however with the growth and development of multinational organisations can they still be effectively applied? Hofstede’s (1980) work surrounding the pertinence of American motivational theories in different cultural settings identified several key cultural dimensions which should be taken into account. Of this the Individualism Dimension (IDV) was highlighted as having a prominent effect on how motivational theories could be......

Words: 3295 - Pages: 14

Motivation

...Education Charles Kurose September 2013 MOTIVATION, BEHAVIOR, AND PERFORMANCE IN THE WORKPLACE I. INTRODUCTION Motivation is a subject that has long interested researchers and practitioners seeking to understand human behavior and performance. Over the course of the 20th century and into the new millennium, scholars have developed sweeping theories and have amassed large bodies of applied research investigating motivation across a variety of settings. Motivation has been studied in schools, the workplace, government, and athletic competitions, to name but a few contexts. It has been studied at the level of the individual, the group, and the organization. Some motivation researchers have employed cognitive models, which emphasize the role of thought processes in determining motivation and behavior, while other researchers have adopted non-cognitive paradigms, which focus on factors such as personality traits, affective states, and environmental determinants. This paper focuses specifically on research about motivation and behavior in the workplace. It discusses motivation theory, which has broad applicability across contexts, as well as the empirical research conducted in workplace contexts. In reviewing this literature, particular emphasis is placed on research about motivation and behavior as they relate to individual performance. A central aim of motivation research is to explicate the complex relationships that exist among motivation, behavior, and performance—such......

Words: 12762 - Pages: 52

Motivation

...Motivation is defined as the process that initiates, guides and maintains goal-oriented behaviors. The term motivation is derived from the Latin word movere, meaning "to move." Motivation is what causes us to act. Motivation can also be the reason for an individual's action or that which gives purpose and direction to behavior. Motivation is any Internal and external process that stimulate desire and energy in people to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal. Motivation plays an important role in a business environment, as employee motivation is believed to improved work performance. Motivation results from the interaction of both conscious and unconscious factors such as the following three aspects (1) intensity of desire or need, (2) incentive or reward value of the goal, and (3) expectations of the individual and of his or her peers. These factors are the reasons one has for behaving a certain way. An example is a student that spends extra time studying for a test because he or she wants a better grade in the class. Another example is we work because we don’t have money. Motives are expressions of a person's need and hence they are personal and internal as well. Motivation is something's that motivates a person into action and continues him/her in the course of action. It is complex of forces inspiring a person to work intensifying his willingness to use his/her ability to......

Words: 1425 - Pages: 6

Motivation

...Motivation is a theoretical construct, used to explain behavior. It is the scientific word used to represent the reasons for our actions, our desires, our needs, etc. Motives are hypothetical constructs, used to explain why people do what they do. A motive is what prompts a person to act in a certain way or at least develop an inclination for specific behavior.[1] For example, when someone eats food to satisfy the need of hunger, or when a student does his/her work in school because they want a good grade. Both show a similar connection between what we do and why we do it. According to Maehr and Meyer, "Motivation is a word that is part of the popular culture as few other psychological concepts are".[2] Wikipedia readers will have a motive (or motives) for reading an article, even if such motives are complex and difficult to pinpoint. At the other end of the range of complexity, hunger is frequently the motive for seeking out and consuming food.Types of theories and models[edit] Motivation theories can be classified on a number of basis. Natural vs. Rational based on whether the underlying theory of human Cognition is based on natural forces (drives, needs, desires) or some kind of rationality (instrumentality, meaningfulness, self-identity). Content vs. Process based on whether the focus is on the content ("what") motivates vs process ("how") motivation takes place. Monist and pluralistic motivational theories[edit] A class of theories about why people do things seeks...

Words: 8883 - Pages: 36

The Effect of Small Business Managers’ Growth Motivation on Firm Growth

...by Baylor University E T&P The Effect of Small Business Managers’ Growth Motivation on Firm Growth: A Longitudinal Study Frédéric Delmar1 Johan Wiklund This study addresses the role of small business managers’ growth motivation for business growth, taking into account the important effects of previous motives and feedback from earlier performance. We hypothesize that small business managers’ growth motivation has a unique influence on firm outcome measured as growth in sales and in number of employees. Data were gathered from two different Swedish samples of small firms using telephone interviews. Using cross-lagged regression analysis, we find support for our hypotheses when examining employment growth, but only partial support when examining sales. Introduction The psychological construct of motivation has an important role to play in entrepreneurship research. As stated by Shane, Locke, and Collins (2003, p. 257): “We believe that the development of entrepreneurship theory requires consideration of the motivations of people making entrepreneurial decisions.” One of the areas in entrepreneurship where motivation is potentially of great importance relates to firm growth. There is research to suggest that growth is one of the most important outcomes of entrepreneurial efforts because it indicates the degree of success of that effort (Bhidé, 1999; Venkataraman, 1997), and effort exerted is closely related to the individual’s motivation (Davidsson, Delmar, & Wiklund,......

Words: 10514 - Pages: 43

The Effect of Motivation on the Performance of Employees

...THE EFFECT OF MOTIVATION ON THE PERFORMANCE OF EMPLOYEES AT GT BANK GHANA by Nduro, Millicent (PG, 4128310) A Thesis submitted to the Institute Of Distance Learning, Kwame Nkrumah University of Science and Technology, in Partial fulfillment of the requirements for the degree of COMMONWEALTH EXECUTIVE MASTERS OF BUSINESS ADMINISTRATION SEPTEMBER 2012 DECLARATION I, hereby declare that this submission is my own work towards the Executive Masters of Business Administration, and to the best of my knowledge, it contains no material previously published by another person nor material which has been accepted for the award of any other degree of this and any other University, except where due acknowledgement has been made in the text. Millicent Nduro (PG 4128310) Student Name & ID ...................................... ................................ Date Signature Certified by: Mr. Samuel Kwesi Enninful Supervisor …………………………… Signature …………………………. Date Professor I. K. Dontwi Dean, IDL ……………………………… Signature ………………………… Date ABSTRACT The success or failure of any business as a matter of fact depends largely on its employees; thus human resources are very essential to the organisation as they are the key to prosperity, productivity and performance. How employees are perceived, treated and how they feel about themselves and ultimately their output directly or indirectly has an impact on their performance and development of the organisation. De motivated employees......

Words: 19571 - Pages: 79

Motivation

...Motivation Plan LDR 531 Nelson Garcia Soto December 23, 2013 Denna Atkinson “Motivation is the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal” (Robbins and Judge, 2013, p 202). An effective leader motivates his or her followers or subordinates to perform. Leaders encourage other to be moved by something. The degree of motivation and the type of motivation are both important. The degree of motivation is how much is someone motivated and the type of motivation concerns with what brings that motivation. Both extrinsic and intrinsic motivation are mentioned as catalysts of the explained behavior. Several theories of motivation try to explain the concept and its origins. The purpose of this paper is to explain key ideas of some of the theories as they relate to a team of six members and a mentor who is in a leadership position. The DISC assessment tool will be used to compare and contrast the individuals of the team based on their personalities. Both extrinsic and intrinsic motivators exist. Extrinsic motivation means doing something that leads to a separable outcome and intrinsic motivation means doing something because it is inherently interesting or enjoyable (Ryan and Deci, 2000). In consequence, the behaviors portrayed are different. Intrinsic motivation comes natural and is even associated with behaviors since one is a child....

Words: 1520 - Pages: 7

Path Goal Theory and Its Effect on Motivation

...Executive Summary The Path-goal theory was originally developed by Evans (1970) and later modified by House (1971). The theory was designed to identify a leader’s most practiced leadership style as motivation to get subordinates to accomplish goals. The path-goal theory reinforces the idea that motivation plays an important part in how a supervisor and a subordinate interact and, based on that interaction, the overall success of the subordinate (House, 1971). To test whether employee productivity and motivation is linked to clearly defined, specific and challenging goals we distributed surveys to both the employees and managers of two Scotia Bank branches in the British Virgin Islands and Dominica. The surveys were both tailored to glean the leadership styles of the managers and provide a clear insight into how employees perceived their jobs. Upon analysis of the data we can see that the directive and achievement oriented leadership styles, with a lack of focus on supportive or participative leadership employed by the managers at the branch in Dominica led to dissatisfaction amongst their employees. In contrast the employees of the Scotia Bank branch from the British Virgin Islands had a far more favorable outlook when it came to job satisfaction as a result of the employment of participative and supportive leadership styles in conjunction with the manager’s achievement oriented and directive styles. We can see from the results of the survey and the supporting analysis......

Words: 2873 - Pages: 12

Motivation

...EMPLOYEE MOTIVATION ON ORGANISATION PERFORMANCE (A CASE STUDY OF CASE STUDY OF COCACOLA KWANZA COMPANY DAR ES SALAAM TANZANIA) BY OMARI RAHA SHEDRACK A Research Proposal Submitted in Partial Fulfillment of the Requirement for the Degree of Bachelor of Human resources Management of Tumaini University Makumira-Dar es salaam College. 2015 IMPACT ASSESSMENT OF EMPLOYEE MOTIVATION ON ORGANISATION PERFORMANCE: (A CASE STUDY OF CASE STUDY OF COCACOLA KWANZA COMPANY DAR ES SALAAM TANZANIA) BY OMARI RAHA SHEDRACK Supervisor: Dr. J. Mwita A Research Proposal Submitted in Partial Fulfillment of the Requirement for the Degree of Bachelor of Human resources Management of Tumaini University Makumira-Dar es salaam College. 2015 ABSTRACT The study aims at assessing the impact of employee motivation on organization performance so as to help the organization know the contribution of motivation to them. This study will be carried out at Coca-Cola Kwanza Company limited at Dar es Salaam Tanzania. The study have the objectives of assessing various motivational packages for the staff of Coca cola Company Limited, to determine which of these motivational packages influence staff performance at Coca Cola Kwanza Company Limited, to assess the effect of motivational packages on corporate performance at Coca Cola kwanza Company limited, and to examine the motivation strategies of motivating employees The study is expected to help employers to determine whether......

Words: 4742 - Pages: 19

Effects of Motivation on Employees Performance

...late 1950s with its origin from the construction industry, and later in the military weapons and systems development business (Cleland, 1999). Most recently it has been incorporated into the information technology sector. According to Jason (2003) irrespective of the industry type or size, every project undertaken requires a common structure or framework in which to start. Despite the popularity and benefits of some PMMs (e.g., PRINCE2, System Development Life Cycle (SDLC), Rational Unified Process (RUP), Extreme Programming (XP), and Agile) in different organizations, there are limitations associated with structured PPMs (White & Fortune, 2002). PMM is used in the planning, monitoring and control of all aspects of the project and motivation of all those involved in the project to achieve the project objectives on time, specified cost, quality and performance. It is the project framework and it leads the work of all team members throughout the life cycle of the project (Jason, 2003). It formalizes goal setting, risk management, link budgets to milestone achievement and divides a project into manageable stages for more accurate planning (Hany, 2012). PMM that does not have a project framework and not correctly adopted causes the organization to have schedule and cost slippages, waste of time on administrative tasks that have no purpose, miscommunication within team, reliance in technical wizardry to get project done, and project management burnout (Jason, 2003). This......

Words: 2637 - Pages: 11

Effect of Motivation and Training on the Productivity of an Organization

...EFFECT OF MOTIVATION AND TRAINING ON THE PRODUCTIVITY OF AN ORGANIZATION TABLE OF CONTENT Title Page - - - - - - - - - - i Certification- - - - - - - - - - ii Dedication - - - - - - - - - - iii Acknowledgement - - - - - - - - iv Table of contents - - - - - - - - - v Abstract - - - - - - - - - - vi CHAPTER ONE: INTRODUCTION 1.1 Background of the study - - - - - - - 1 – 3 1.2 Statement of the problem - - - - - - - 3 – 4 1.3 Objectives of the study - - - - - - - 5 1.4 Research Questions - - - - - - - - 5 1.5 Hypothesis - - - - - - - - - 6 1.6 Significance of the study - - - - - - - 6 1.7 Scope of the study - - - - - - - - 7 1.8 Limitation of the study - - - - - - - 7 – 10 1.9 Plan of the study - - - - - - - - 10 – 11 1.9.1 Definition of terms - - - - - - - 11 CHAPTER TWO : LITERATURE REVIEW 2.1 Introduction - - - - - - - - - 8 2.2 Concept of motivation and training - - - - - 12 – 15 2.3 Theories of motivation - - - - - - - - 16 – 21 2.3.1 Motivation in Nigerian banking industry - - - - 21 – 23 2.4 Factors that trigger training - - - - - - - 23 – 24 2.5 Aims of training - - - - - - - - 24 2.6 Benefits of training to organization - - - - - 24 – 26 2.7 Benefits of training to employees - - - - - - 26 2.8 Types of training - - - - - - - - 27 – 30 2.9 Appraisal of training- - - - - - - - - 30 2.10 Methods of evaluation - - - - - - - 31 CHAPTER THREE: RESEARCH METHODOLOGY 3.1 Introduction - - - - - - - - - 31 3.2 Population - - - - - - - - - 31 3.3......

Words: 10423 - Pages: 42

Personality and Motivation Effect on Sports Performance

...believed to be your personality is inherited and is in your parental genes, you are born with a set of characteristics. Your personality is similar to your parents/siblings’ personalities for this reason. Behaviour is natural, steady and permanent and will not change due to environmental factors. An example of this would be the Williams sisters in tennis, who are both world-class tennis players. Trait theorists would say that these genes were inherited as they were successful from a young age; meaning they were born with their personality, which caused them to be successful. However, trait views are too general and simplistic and that personality alone cannot predict success in a sporting environment and has no consideration of environmental effect. It can also predict behaviour in a limited manner but traits cannot predict how an individual will behave in a particular situation. Eysenck Personality Types There are 4 types of personality that Eysenck explained; Stable, Neurotic, Introvert and Extrovert. Stable This is a predictable, steady-going personality type, which are generally mood predictable and they are relatively calm; an example of this would be Djokovic, the tennis player. He is calm and collected whilst playing tennis and is relatively predictable. These kinds of athletes are great for sports that require a constant emotional state, like golf or swimming as they can be mood predictable and perform well consistently as they are less likely to become......

Words: 3938 - Pages: 16

Effects of Intrinsic and Extrinsic Motivation on Attention and Memory

...Acta Psychologica 141 (2012) 243–249 Contents lists available at SciVerse ScienceDirect Acta Psychologica journal homepage: www.elsevier.com/ locate/actpsy Effects of intrinsic and extrinsic motivation on attention and memory Lucy J. Robinson, Lucy H. Stevens, Christopher J.D. Threapleton, Jurgita Vainiute, R. Hamish McAllister-Williams, Peter Gallagher ⁎ Institute of Neuroscience, Newcastle University, UK a r t i c l e i n f o Article history: Received 21 February 2012 Received in revised form 22 May 2012 Accepted 31 May 2012 Available online 26 June 2012 PsycINFO classification: 2300 Human Experimental Psychology 2360 Motivation and Emotion 2346 Attention a b s t r a c t It is well recognised that motivational factors can influence neuropsychological performance. The aim of this study was to explore individual differences in intrinsic motivation and reward-seeking and the effect of these on attentional and mnemonic processes, in the presence or absence of financial incentives. Forty participants (18–35 years) completed two testing sessions where the Attentional Network Test (ANT) and the Newcastle Spatial Memory Test (NSMT) were administered. After a baseline assessment, participants were re-tested after randomisation to a non-motivated (control) group or to a motivated group, where payment was contingent upon performance. Performance in the motivated group was significantly improved compared to the control group on the NSMT (condition by...

Words: 7999 - Pages: 32