prof dr zaidatol akmaliah lope pihie, upm 1. the set of forces that cause people to behave in...
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Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 1
MOTIVATION AND JOB SATISFACTION
PROF DR ZAIDATOL AKMALIAH LOPE PIHIEFAKULTI PENGAJIAN PENDIDIKAN
UNIVERSITI PUTRA MALAYSIA
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 2
MOTIVATION
The set of forces that cause people
to behave in certain ways
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 3
JOB SATISFACTION
Degree of Enjoyment that people
derive from performing their job
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 4
FACTORS INFLUENCING MOTIVATION AND JOB SATISFACTION
Leader has no control
Individual Factors
Gender Abilities Age Experiences
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 5
Leader has limited influence because employee choose own social groups & relationship
Social Factors
Relationship at Work
Which teams they
are involved with
Mentoring Links
Personal relationship
s are involved or not at work
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 6
Leader has full responsibility in creating work environment
Organizational Factors
Conditions of Service Facilities Physical
Resources Work Load Work Incentives
Opportunities for career
development
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 7
Discuss Leader’s Role
Cultural Factors
Equal
opportunitiesConsideration for work/ life balance
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 8
RELATIVE IMPACT OF INFLUENCES ON MOTIVATION
5. National government policies
4. Professional Development
Influences
3. Organizational managers and leader
2. Immediate manager
1. Immediate colleague
Self
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 9
MOTIVATIONAL STRATEGIES AT INSTITUTIONAL LEVEL
Strategies 1
1. Recognizing the importance of individuality in motivation
(A) In terms of stages of career. Look at the career cycle of teachers
I. Launching the career
II. Stabilizing: Developing mature commitment, feeling at ease, seeking more responsibilities
III. New challenges and concerns, diversifying, seeking added responsibilities
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 10
IV. Reading a professional plateau: reappraisal, sense of mortality, ceasing striving for promotion or stagnating.
v. Preparing for retirement
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 11
Stage 2
Teachers are motivated by being offered the opportunity to get involved in a new initiative or take on a responsibility.
(Discuss this)
Stage 3
Challenge a new sense of direction, a fresh challenge so that their abilities can be acknowledged and they have something new to look forwards.
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 12
Stage 4
Need to be motivated by leader offering them a chance to finish their career “with flourish” by achieving something not tackled before but relevant to their experience.
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 13
B. In Terms Of Gender
Men work for money and career advancement? Is this true?
Women seek Jobs Satisfaction, a good working atmosphere and flexibility to fit family life.
vs
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 14
No gender stereotypes eg.;› Women are caring type› Men are more discipline and need
competitive roles› Single women are hard to deal with.
(Do you agree?)
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 15
C. IN TERMS OF DIFFERENT CULTURE
Any specific examples? China - Need good wages Russia- Need promotion and growth of skills? Malaysia - (teachers need ?)
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 16
STRATEGY 2- PROVIDE OPPORTUNITY FOR RELEVANT PROFESSIONAL DEVELPOMENT
Personal growth and development is closely related to motivational attitudes
How to gain confidence to meet new challenges? Discuss.o Develop new skillso Gain new skillso Demonstrate the ability to learn new ideaso Apply new ideas
Upgrade qualification- Master, PhD
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 17
STRATEGY 3- PROVIDE INDIVIDUALS AND TEAMS WITH A SENSE OF DIRECTION
Provide strategic direction/goals Staff want to work in schools that they feel is
“going somewhere”
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 18
STRATEGY 4- GIVE AS MUCH RECOGNITION AS POSSIBLE
Give cash rewards to schools whose examination performance had improved significantly over 3 years? (Eyland & Wales)
Discuss- What about the New Deal Program?› Money Reward
Should receive the same sum? 94% agree Should be based on most contribution? 34% agree
(94% vs. 34% said it is FAIR, or
share the money to the school managers or leaders of the department that had improved significantly? Only 11% saw this as fair?
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 19
STRATEGY 5- ALLOW AS MUCH EMPLOYEE OWNERSHIP OF WORK AS
POSSIBLE
Staff become demotivated if: Peoples are simply told that “they must…” Peoples are put into threatened position It is felt that the plan is ‘gimmick’ promoted by a senior
member of staff to further his own work Plan is only to satisfy higher authority People feel alienated from the organization or from
whoever is responsible for the plan The leader assumes the role of the expert and there is a
lack of opportunity for teachers to develop and exercise responsibility
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 20
ACTIVITIES
Strategies to increase
Teachers Job Satisfaction
(What are your strategies?)
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 21
JOB ENRICHMENT THEORY
Experience meaningfulness› Which is defined as the extent to which an individual
perceives her or his work as being worthwhile or important by some system of self-accepted values
Experience responsibility› Which is defined by the extent to which a person believes
that she or he is personally accountable for the outcomes of efforts
Knowledge of results› Which is defined as the extent to which a person is able to
determine, on a fairly regular basis, whether or not performance is satisfactory and efforts lead to outcomes
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 22
JOB CHARACTERISTICS MODEL
This model suggest that in teaching, jobs that require;1) Different activities in carrying out the work and the
use of a variety of teacher talents and skills (skill variety)
2) Teachers to engage in tasks identified as whole and comprising identifiable pieces of work (task identity)
3) Teachers to have substantial and significant impact on the lives or work of other people (task significance)
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 23
4) Substantial freedom, independence, and direction be provided to teachers in scheduling work and in deciding classroom organizational and instructional procedures (autonomy)
5) Teachers be provided with direct, clear information, about the effects of their performance (feedback) are likely to evoke the psychological states of meaningfulness, responsibility, and knowledge of results.
Hackman and Oldham’s research reveals that these conditions result in high work motivation, high-quality performance, high job satisfaction, and low absenteeism among teachers.
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 24
JOB ENRICHMENT CONCEPT AND PRACTICES
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 25
Is there a link between teacher motivation and commitment and school effectiveness?
“YES”
Teachers are more committed, harder workers, more loyal to the school, and more satisfied with their jobs.
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 26
What are the motivating conditions?
Teachers find their lives meaningful, purposeful, sensible, and significant, and view the work as worthwhile and important
Have reasonable control over their work activities and affairs and able to exert reasonable influence over work events and circumstances.
Experience personal responsibility for the work and are personally accountable for outcome.
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 27
Activity: Discussion
Combination of Process Theory to motivate teachers in
New Deal Program (Program Tawaran Baru)
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 28
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 29
- CONCLUSION -
CHANGING PATTERN OF LEADERSHIP TO MOTIVATE SCHOOL TEACHERS
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 30
COMPETENCIES: MANAGING SELF-GOAL SETTING QUESTIONNAIRE
Instruction
The following statements refer to a job you currently hold or have held. Read each statement and then select a response from the following scale that best describes your view.
ScaleAlmost Never
1 2 3 4 5 Almost always
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 31
I understand exactly what I am suppose to do on my job
I have specific, clear goals to aim for on my job
The goals I have on this job are challenging
I understand how my performance is measured on this job
I have deadlines for accomplishing my goals on this job
If I have more than one goal to be accomplished, I know which are most important and which are least important
My goals require my full effort
May managers tell me the reasons for giving me the goals I have
My manager is supportive with respect to encouraging me to reach my goals
May manager lets me participate in the setting of my goals
My manager lets me have some say in deciding how I will go about implementing my goals
If I reach my goals, I know that my manager will be pleased
I get credit and recognition when I attain my goals
Trying for goals makes my job more fun than it would be without goals
I feel proud when I get feedback indicating that I have reached my goals
The other people who I work with encourage me to attain my goals
I sometimes compete with my coworkers to see who can do the best job in reaching our goals
If I reach my goals, my job security will be improved
If I reach my goals, my chances for a pay raise are increased
If I reach my goals, my chances for a promotion are increased
I usually feel that I have suitable action plan(s) for reaching my goals
I get regular feedback indicating how I am performing in relation to my goals
I feel that my training was good enough so that I am capable of reaching my goals
Organization policies help rather than hurt goal attainment
Teams work together in this company to attain goals
This organization provides sufficient resources (e.g., time, money and equipment) to make goal setting effective
In performance appraisal sessions, my supervisor stresses problem solving rather than criticism
Goals in this organization are used more to help you do your job well rather than punish you
The pressure to achieve goals are fosters honesty as opposed to cheating and dishonesty
I my manager make a mistake that affects my ability to attain my goals, he or she admits it.
Prof Dr Zaidatol Akmaliah Lope Pihie, UPM 32
Scoring and Interpretation
Add the points shown for items 1 through 30. Scores of 120 to 150 may indicate a high-performing, highly satisfying work situation. Your goals are challenging and you are committed to reaching them. When you achieved your goals, you are rewarded for your accomplishments. Scores of 80 to 119 may suggest a highly varied work situation with some motivating and satisfying features and some frustrating and dissatisfying features. Scores of 30 to 79 may suggest a low-performing, dissatisfying work situation.