Motivation - Part 1
Motivation plays a
substantial role in both an individual’s and an organization’s performance. The
importance of motivation also applies to the school community, where teachers’
and students’ achievement define the effectiveness of educational process. The
desire to explore, understand and learn is in the human nature and constitutes
the main motivator of the educational process. According to the Motivational Systems Theory, the concept
of motivation is defined ‘as the organized patterning of an individual’s
personal goals, emotions, and personal […] beliefs’. In particular, the concept
of motivation is classified into two basic types: intrinsic and extrinsic
motivation. As far as intrinsic motivation is
concerned, it is associated with personal needs and development.
However, extrinsic motivation functions as a means to achieve setting goals.
Part 1.Motivating
Teaching Staff
The following section
will briefly present the basic theory –Maslow’s Theory-that is adopted in order
to motivate teachers, who are the main resource that the school possesses. It
is the responsibility of the school manager to energize others into action,
thus motivating teaching staff to be committed to the school’s achievements.
Undoubtedly, problems such as poor and insufficient quality of work arise from
low motivational patterns. It is the task of the manager to create the
conditions, in which teachers’ motivating needs, can be fulfilled.
Definition of
Motivation
Before looking at what
a school leader can do to support the motivation of the teaching staff, it is
essential to give a brief definition of motivation at work. ‘Motivation is what drives individuals to
work in the way they do to fulfil goals, needs or expectations.’ When
thinking about motivation, the needs that motivate the behavior of the staff in
the organization should be taken into consideration. ‘Motivation [is seen] as an intervening variable between human needs
and behavior.’
→
Human Needs Motivation → Behavior
Human Needs Motivation → Behavior
Indeed people have
different needs and are motivated by different things. This is the reason why
school leaders should find appropriate strategies corresponding to various
need.
An introduction to Maslow’s ‘Staircase Model of Motivation’
It is worth mentioning
that various theories on motivation have been developed, however, our
concentration will be drawn on the most important, Maslow’s theory. In order to
understand how to motivate human beings, we should primarily familiarize
ourselves with Marslow’s ‘Staircase Model of Motivation’ (1943). The force that
drives people to join an organization and work towards the goals that have been
set, is a hierarchy of needs. According to Maslow, ‘most people needs [are]
satisfied in an ascending order through the staircase, […and hence], [people]
are motivated to attempt to satisfy the higher needs only when the lower lever
needs are no longer demanding attention.’
Analysis of
Maslow’s Theory
Psychological needs
As the diagram indicates, as soon as man’s needs are, to some extent,
satisfied, another need appears in its place, as a motivator. To start with the
lowest level, we observe the Psychological
needs, which satisfy good working conditions. It is of great importance to
say that ‘a manager’s first step in motivating his [staff] should be to create
an organizational climate which emphasizes and rewards appropriate achievement.’
In such a positive environment, teachers
will give a better performance.
In addition, goals that are set by the leader do play a main role in
advancing a motivating organizational climate. ‘If there is no goal in place,
extant emotional energy will be expended aimlessly and unproductively, like a
car idling in neutral.’ In fact, in motivational terms the goals setting is an
effective way of increasing performance.
It has been argued that an educational environment promoting training is an important factor for
teacher’s development and improvement.
It is reasonable for a teacher, to be motivated enough and perform
successfully, if the educational organization provides him useful training
sessions.
Safety needs
Once the basic psychological needs are satisfied, then the Safety needs
emerge. Undoubtedly, job security is
important to school teachers. ‘[…]the assurance of life tenure and a guaranteed
pension may be strong motivating factors in their participation in employing
[educational] organizations.’
Needless to say, financial
security is probably the most effective way of motivating staff. However,
it does not mean that offering money always increases motivation. It is true
that in various cases performance is not linked to earnings, however, in
others, the low income is a reason for the insufficient performance of the
staff. This is why it is not wrong to say that people are primarily concerned
about the amount of wages they earn. This is the point where Maslow’s theory
comes to agree, by stressing the priority to fulfil the lower needs in order to
extent personal interest to a higher level.
Social needs
When the above needs are satisfied, teachers have a strong need of
belonging to the school environment and to be accepted by the school manager
and the colleague, as important motivators in their organizational behavior.
Furthermore, relationships, created within the school, constitute an important part
of hierarchy. If this rank is unfulfilled, teachers may have low levels of
interest and commitment to goals on which a big part of achievement depends.
Esteem needs
Beyond any doubt, progress through the hierarchy is more likely as more
important needs are satisfied. Hence, moving up the hierarchy of needs,
teachers are motivated by the needs for esteem, respect, achievement, status,
recognition or approval from others. Esteem needs reflect the desire to be
regarded by others. In that point, we should say that by involving teachers,
school managers give their recognition and
to a further extent, increase their responsibility.
Moreover, participation in making decisions, as how some issues should be done,
is a motivating factor. Through that way, teachers feel personally accountable
for the results of their work, develop their status and are lead to reach high
levels of achievement.
In addition to the above, appraisal
is one of the central staff management functions. It has the objective of
developing teacher’s skills and motivation. Appraisal is connected with respect,
recognition and praise. Being admired and respected, gaining recognition for a
successful job, encouragement and praise, are means through which teachers can
be motivated.
Moreover, teachers cannot make progress towards their goals in absence
of relevant feedback information.
Feedback, which facilitates improvement, is a crucial element in motivating
teachers. Teachers need to know how well their job is being performed. In
addition, headteachers should reward good performance and give them guidelines
instead of criticizing poor performance. When teachers receive feedback on work
performance, they will possibly increase their expectancies concerning their
development.
Although teaching, as an occupation, does not offer a big opportunity
for advancement, it remains one of the most important aspects for motivating
staff. ‘If one wishes to advance in teaching, he must leave teaching for a
related education profession such as [administrators, headteachers, etc]’.
Through the process of advancement, an individual is elevated to a higher status.
Self-actualization
Having satisfied the above mentioned needs, self actualization is the
highest level of needs in Maslow’s view. In that point, we deal with the desire
for self-fulfillment, personal
development and growth. This final stage constitutes the consequence of
achievement goals and being successful at work.
Classification
of intrinsic and extrinsic motivators
As the above theory indicates, a person is motivated by a variety of intrinsic
and extrinsic factors. Variables such as involvement, responsibility, personal
growth and recognition enforce the staff to act effectively within the school
environment. However, organizational climate, training, feedback, performance,
appraisal are considered to be some of the main extrinsic needs which can
motivate teachers in school environment.
In concluding, it could be argued that whatever steps school managers
take to motivate teachers, they should have in their mind that the latter work
at their best, when they achieve satisfaction from their work. Motivational
techniques such as payment, earning of privileges and personal growth increase
the expectancy and productivity of the teaching staff.
Despina Grivaki
Director of Studies & School Owner
BA in English Culture and Language Studies
MA in Organisation Planning and Management In Education
References
Bush,T. and
J.Burnham, (1994), The principle of Educational Management, London, Longman
Ltd.
Dunham,
J.(1995), Developing Effective School Management, London, Routledge Ltd.
Ford,
M.E.(1992), Motivating Humans; Goals, Emotions and Personal Agency Beliefs,
London, Sage Publications.
Owens, R.G.,
(1987), Organizational Behavior in Education, Prentice-Hall, Inc., USA.
Robertson, I.
and M. Smith (1985), Motivation and job design: theory, research and practice,
Bradford on Avon, Dotesios Printers.