M37 Motivation at Work slides
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Industrial-organizational psychology studies behavior in work settings, including personnel psychology which helps with employee selection and assessment, organizational psychology which enhances the work environment, and human factors psychology. Achievement motivation, the drive to succeed, is key to performance more than innate ability. Engaged employees who are involved and satisfied in their work perform better. Effective managers harness employees' skills, set challenging goals, and choose a leadership style like task, social, or transformational leadership to motivate workers.
M37 Motivation at Work slides
- 2. Students should be able to Discuss the importance of flow, and identify the three subfields of industrial-organizational psychology. Describe how personnel psychologists help organizations with employee selection, work placement, and performance appraisal. Define achievement motivation, and explain why organizations would employ an I/O psychologist to help motivate employees and foster employee satisfaction. Describe some effective management techniques.
- 3. Have you ever been so involved in something that you lost track of time? What were you doing?
- 4. Flow High Challenge Anxiety Flow Low High Skills Skills Apathy Boredom Low Challenge
- 5. Nine Characteristics of Flow Challenge-skill Concentration balance Sense of control Action-awareness Loss of self- merging consciousness Clear goals Transformation of time Unambiguous Autotelic experience feedback
- 6. Industrial-Organization Psychology the study of behavior in work settings. 1. Personnel Psychology Selecting & Placing employees; Training & developing employees; Appraising performance 2. Organizational Psychology Developing organizations; Enhancing quality of worklife 3. Human Factors Psychology
- 7. Human Needs in the Workplace
- 8. Achievement Motivation The keys to achievement are drive and self-discipline, more than natural ability and raw talent. Angela Duckworth and Martin Seligman
- 9. Task Engagement the extent to which an individual demonstrates involvement, satisfaction, and enthusiasm in the task at hand In the workplace, workers are either: Engaged Not-engaged Actively disengaged Those who are engaged or associated with those who are engaged perform markedly better
- 10. Keys to Managing Well 1. Harness job-relevant skills 2. Set specific, challenging goals 3. Choose an appropriate leadership style – Task leadership sets standards, organizes work, and focuses attention on goals – Social leadership builds teamwork, mediates conflict, and offers support – Transformational leadership articulates high standards, inspire people to share their vision, and offer personal attention