Motivation has always interested me. During my adolescent years I moved around several times to places where I knew no one. I had to think about who I was and how I wanted to present myself at the age of 12. What was motivating me? What was motivating everyone around me? Why do some kids torment others? Why are some kids curious and others not? These thoughts still puzzle me daily. Above is a quick video from Dan Pink, he seems to have the answers to motivation at this moment in time.
I ran today with an achy knee and then a cramp in my calf, but I still ran four miles. What motivated that? Running has become part of who I think I am. I am a running and I what to run the Boston Marathon before I die. I feel better when I run, sleep better, and my weight goes down when I run.
This post is about gathering resources to develop a better understanding of motivation. My plan is to write a response statement on motivation, so I can talk about what I believe, why I believe it, how we can use it in the classroom to improve education, and how administrators can use it to improve schools.
Please read some of my resources below and tell me what you think about student motivation and teacher motivation.
What do you think of Daniel Pink's motivational theory and do you have a motivational theory that you believe in?
The 3 real reasons that motivate us to work hard every day
Pink explains further that there are in fact just 3 very simple things that drive nearly each and everyone of us to work hard:
- Autonomy: Our desire to direct our own lives. In short: “You probably want to do something interesting, let me get out of your way!”
- Mastery: Our urge to get better at stuff.
- Purpose: The feeling and intention that we can make a difference in the world.
What Really Motivates Workers
by Teresa M. Amabile and Steven J. Kramer
Understanding the power of progress.
The Problem.
Ask leaders what they think makes employees enthusiastic about work, and they’ll tell you in no uncertain terms. In a recent survey we invited more than 600 managers from dozens of companies to rank the impact on employee motivation and emotions of five workplace factors commonly considered significant: recognition, incentives, interpersonal support, support for making progress, and clear goals. “Recognition for good work (either public or private)” came out number one.
Unfortunately, those managers are wrong.
Having just completed a multiyear study tracking the day-to-day activities, emotions, and motivation levels of hundreds of knowledge workers in a wide variety of settings, we now know what the top motivator of performance is—and, amazingly, it’s the factor those survey participants ranked dead last. It’s progress. On days when workers have the sense they’re making headway in their jobs, or when they receive support that helps them overcome obstacles, their emotions are most positive and their drive to succeed is at its peak. On days when they feel they are spinning their wheels or encountering roadblocks to meaningful accomplishment, their moods and motivation are lowest.
This was apparent in vivid detail in the diaries we asked these knowledge workers to e-mail us every day. In one end-of-day entry, an information systems professional rejoiced that she’d finally figured out why something hadn’t been working correctly. “I felt relieved and happy because this was a minor milestone for me,” she wrote, adding that her efforts to enhance a specific version of software were now “90% complete.” A close analysis of nearly 12,000 diary entries, together with the writers’ daily ratings of their motivation and emotions, shows that making progress in one’s work—even incremental progress—is more frequently associated with positive emotions and high motivation than any other workday event. For example, it was noted on 76% of people’s best days, when their reported moods were most buoyant, and on only 25% of their worst. (The exhibit “What Happens on a Great Workday?” shows how progress compared with the other four most frequently reported positive events.)
The Breakthrough Idea.
As a manager of people, you should regard this as very good news: The key to motivation turns out to be largely within your control. What’s more, it doesn’t depend on elaborate incentive systems. (In fact, the people in our study rarely mentioned incentives in their diaries.) Managers have powerful influence over events that facilitate or undermine progress. They can provide meaningful goals, resources, and encouragement, and they can protect their people from irrelevant demands. Or they can fail to do so.
This brings us to perhaps the strongest advice we offer from this study: Scrupulously avoid impeding progress by changing goals autocratically, being indecisive, or holding up resources. Negative events generally have a greater effect on people’s emotions, perceptions, and motivation than positive ones, and nothing is more demotivating than a setback—the most prominent type of event on knowledge workers’ worst days.
Links below are to explore other viewpoints of motivation:Carol Dweck Mind set web site
Maslow
Motivation vs Engagement
Wikipedia on motivation
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