Cognitive

Psychology
MAP 215

Submitted to
Ar. Rajni Taneja

Motivation Submitted by
Basic Motivational Concepts, types of Samiya Tazeen
motivation : Approaches to M.Arch
Motivation-Abraham Maslow's (Pedagogy)
Hierarchy of Needs theory 2nd semester
 Basic Motivational Concepts

Effective leaders are good motivators, as

they influence others, as they satisfy
their own needs and the followers’ needs
to benefit the organization, which is the
goal of human relations.
Managers often view motivation as an
employee’s willingness to put forth effort
and commitment to achieve
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organizational objectives. This is often

called employee engagement or
Motivation is the internal process leading organizational citizenship behaviour.
to behaviour to satisfy needs.
Have you ever wondered why people do
the things they do?
The primary reason people do what they
do is to meet their needs or wants—or to
bring happiness.
So motivating is about answering people’s
often unasked question, “What’s in it for
me?” by helping them meet their needs
and wants, while achieving organizational
objectives.
 Motivation

Definition
Introduction
• The word motive comes from the Latin words A need gives rise to one or more motives.
motivus, meaning moving, and movere, meaning to A motives is a rather specific process,
move. which has been learned. It is directed
towards a goal.
• A motive may be considered as an energetic force
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or tendency (learned or innate) working within the Motivation Is an internal & external
individual to inspire him to act for the satisfaction factors that stimulate desire and energy in
of his basic need or attainment of some specific people to be continually interested and
purpose committed to a job, role or subject or to
make an effort to attain a goal.

Motivation is the main factor that

Meaning leads a person to do something.
Motivate means to provide a need or
• A motive is something that causes us to act or desire that causes a person to act.
behave in order to reach a goal or desired endpoint. Motivation is also defined as the
A motive is the reason WHY you do something. impetus to create and sustain
intentions and goal-seeking acts.
 Motivation cycle

Circular movement of an individual to achieve his or her

desire, goal, called a motivation cycle.

The motivation cycle is a model that outlines the process of

how motivation drives behaviour. It consists of the
following stages:
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1. Need: You feel hungry (physiological need).

2. Drive: Hunger creates a drive to find food.
3. Behaviour: You search your kitchen, prepare a meal, or go
out to a restaurant.
4. Goal Achievement: You eat the food.
5. Need Reduction: Your hunger decreases, providing a
temporary sense of satisfaction.
 Need of Motivation

Personal Growth and Development

Reasons of motivation
• Achieving Goals: Motivation is the fuel that drives us
towards our aspirations, whether big or small. It's what Intensity of desire.
keeps us going when challenges arise. Reward value of the goal.
Expectations of individual.
• Learning and Skill Development: A thirst for knowledge and
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improvement are often driven by intrinsic

motivation. Motivation inspires us to put in the effort and
overcome obstacles in our learning journeys.

• Overcoming Procrastination: Motivation helps us break the

inertia of procrastination and take the first steps towards a
task, sparking momentum that makes completion feel
achievable.

• Self-Fulfillment: The satisfaction of reaching our potential

and accomplishing things we set out to do is a core
component of a fulfilling life. Motivation is essential for
this process.
 Need of Motivation

Career and Success

• Productivity and Performance: Motivated individuals

are more likely to be engaged, focused, and put in
their best effort, leading to better work outcomes.
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• Career Advancement: Motivation to learn, grow, and

take on challenges opens doors for promotions and
new opportunities in your career.

• Resilience: Setbacks are inevitable. Motivation helps

us bounce back from failures, adjust our
approach, and keep striving for our goals.

• Job Satisfaction: Finding meaning and fulfilment in

one's work is significantly influenced by
motivation, ultimately leading to overall job
satisfaction.
 Need of Motivation

Mental and Physical Well-being

• Healthy Habits: Motivation is essential for initiating and

maintaining positive changes like regular
exercise, healthy eating, and stress reduction.
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• Overcoming Mental Health Challenges: Motivation

plays a role in seeking help, sticking to treatment
plans, and developing healthy coping mechanisms
when dealing with conditions like depression or
anxiety.

• Self-Esteem: The achievements driven by motivation

strengthen our belief in ourselves and boosts our self-
esteem.

• Purpose and Meaning: Having a sense of purpose and

feeling driven toward goals contributes massively to
our overall well-being.
 Why motivation is important in teaching?

• Students get to participate in classroom. Motivation in students

makes all the difference in the world. Students who are motivated by
their teachers reach the highest levels of excellence in school
• Students demonstrate a better attitude towards schoolwork and
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learning when they are motivated.

• Students will not want to be away from school if they are highly
motivated.
• When the students are motivated, the teacher will view the students
and her job with a more positive outlook
• One of the most important effects of motivating students is the use
of a positive classroom behaviour system.
• A motivate educator will spend most of his energy pointing out the
positive behaviours, rather than negative behaviour.
 The main types of motives, along with examples

1. Biological Motives 2. Psychosocial Motives

Origin: Stem from basic physiological needs Origin: Learned through experiences, social interactions, and cultural influences.
essential for survival.
Control: More complex and flexible than biological motives, influenced by
Control: Largely regulated by internal bodily thoughts, emotions, and social expectations.
mechanisms (homeostasis)
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Examples:
Examples: • Achievement motive: The drive to succeed, excel, and overcome challenges.
• Hunger • Affiliation motive: The need for belonging, social connection, and acceptance.
• Thirst • Power motive: The desire to have influence, control, or impact on others.
• Sleep • Competence motive: The drive to feel capable, knowledgeable, and effective.
• Temperature regulation • Curiosity motive: The desire to explore, learn, and understand.
• Pain avoidance

Important Notes

• Overlap and Interaction: Biological and psychosocial motives are not mutually exclusive. For example, hunger is a biological
motive, but social factors and learned preferences heavily influence what and when we eat.
• Individual Differences: The strength of different motives can vary greatly from person to person.
• Situational Influence: The context and specific situation can strongly activate or suppress certain motives. For instance, the
achievement motive may be amplified in a competitive setting.
 Types of motivation
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 Types of motivation
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 Approaches to
Motivation
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Four general approaches to motivation:

 1. Behavioural Approach
• The behavioural approach is based on the concept of explaining bahavior through observation,
and the belief that our environment is what causes us to behave differently to suffer illnesses
2. Cognitive and Social Cognitive Approach
• The Cognitive approach deals with mental processes like memory and problem solving.
• Expectancy x value theories: explanation of motivation that emphasize individuals' expectations
for success combing with their valuing of the goal.
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3. Socio-Cultural Approach
• Socio-Cultural approaches emphasize the interdepence of social and individual processes in the
co-construction of knowledge.
• The socio-cultural approach examines the influences of social and cultural environments on
behaviour.
4. Humanistic Approach
• Abraham Maslow (1943) proposed this theory on human motivation.
• The basis of Maslow's theory is that human beings are motivated by unsatisfied needs, and that
certain lower need to be satisfied before higher need can be satisfied. According to Maslow,
there are general types of needs (physiological, safety, love and esteem) that must be satisfied
before a person can act unselfishly. He called these needs "deficiency needs". As long as we are
motivated to satisfy these cravings, we are moving towards growth, towards self-actualization.
 Motivation Theories
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 Abraham Maslow's Hierarchy of Needs theory

Maslow's theory assumes that

a person attempts to satisfy
the more basic needs before
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directing behaviour toward

satisfying upper-level needs.
Lower-order needs must be
satisfied before a higher-order
needs begins to control a
person's behaviour.
Based on hypothesis that
within every human being
there exists a hierarchy of five
needs
 Abraham Maslow's Hierarchy of Needs theory

1. PHYSIOLOGICAL NEEDS:
Physiological needs are those required to sustain life, such as: Air, water, food and sleep.
2. SAFETY NEEDS:
Once physiological needs are met, one's attention turns to safety and security in order to be free from the threat of physical and emotional
harm. Such needs might be fulfilled by: Living in a safe area, Medical insurance, Job security and Financial reserves.
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3. SOCIAL NEEDS:
Once a person has met the lower level physiological and safety needs, higher level needs awaken. The first level of higher-level needs are
social needs.
Social needs are those related to interaction with others and may include Friendship, Belonging to a group and Giving and receiving love.
4. ESTEEM NEEDS:
Once a person feels a sense of "belonging", the need to feel important arises. Esteem needs may be classified as internal or external.
Internal esteem needs are those related to self-esteem such as respect and achievement.
External esteem needs are those such as social status and recognition. Some esteem needs are Self-respect, Achievement, Attention,
Recognition, and Reputation.
5. SELF-ACTUALIZATION:
Self-actualization is the summit of Maslow's hierarchy of needs. It is the quest of reaching one's full potential as a person. Self-actualized
people tend to have needs such as: Trust, Justice, Wisdom and Meaning
 Abraham Maslow's Hierarchy of Needs theory

Key Principles

• Deficiency Needs vs. Growth Needs: The lower four levels (physiological, safety, love/belonging,
esteem) are considered "deficiency needs". Motivation for these needs arises from a sense of lack or
deprivation. Self-actualization is a "growth need" driven by a desire for advancement and fulfilment.
• Progression: Maslow suggested that individuals typically move through the hierarchy in a relatively
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linear fashion. Once a lower-level need is mostly satisfied, the next level becomes the focus of Despite criticisms, Maslow's
motivation.
Hierarchy of Needs remains
• Simultaneous Needs: While the pyramid model suggests a hierarchy, Maslow recognized that multiple a highly influential theory
needs can be active simultaneously, and the order might not always be strictly followed. that provides a valuable
framework for
understanding the diverse
Importance of the Theory
factors that drive human
behaviour and motivation
• Holistic view of Motivation: Maslow's theory shifts away from focusing on isolated drives or behaviours.
It offers a comprehensive framework for understanding the complex interplay of human needs that
influence motivation.
• Applications: The theory has found applications in diverse fields like workplace motivation, education,
healthcare, and personal development.
 Abraham Maslow's Hierarchy of Needs theory

How Maslow's Hierarchy Creates Conflict:

1. Needs at Different Levels: Since lower-level needs (physiological, safety) are prioritized, people might
struggle to fulfil higher-level needs (love/belonging, esteem, self-actualization) if their basic needs
aren't met. This can lead to frustration and a sense of being stuck.
2. Competition for Resources: Fulfilling needs often requires resources like money, time, or security.
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When these resources are scarce, individuals or groups might compete for them, leading to conflict. Maslow's Hierarchy doesn't
3. Cross-Cultural Differences: The importance placed on different needs can vary across cultures. predict specific conflicts,
Someone focused on safety and stability might clash with someone more driven by self-expression. but it highlights how our
fundamental needs can
influence our behaviour
Examples of Conflict:
and motivations, potentially
leading to clashes when
• A student working multiple jobs to afford food and rent might struggle to find time to connect with those needs differ.
friends (social needs).
• Two colleagues with opposing needs – one prioritizing security and following rules (safety needs)
versus another driven by innovation and challenging the status quo (esteem needs) – might clash on a
project.
• A family focused on saving for a secure future might limit spending on travel or hobbies, causing
tension with a family member who values self-actualization experiences.
 Self-Determination Theory (SDT)
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 Self-Determination Theory (SDT)

What is Self-Determination Theory?

A Framework for Motivation: SDT is a major theory of human

motivation and personality development. It focuses on the
different types of motivation and how they influence our decisions,
behaviour, and well-being.
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Intrinsic vs. Extrinsic Motivation: SDT distinguishes between these

two key types of motivation:

• Intrinsic Motivation: Doing something because you find it

inherently interesting, enjoyable, or fulfilling. It comes from
Why SDT Matters:
within. (Example: Learning to play guitar because you love
music) SDT suggests that environments
supporting autonomy, competence,
• Extrinsic Motivation: Doing something to gain an external and relatedness promote intrinsic
reward or avoid a punishment. It's driven by outside factors. motivation, leading to better
(Example: Studying for a test to avoid a bad grade) performance, creativity, persistence,
and overall well-being.
 Self-Determination Theory (SDT)

The Three Basic Psychological Needs

SDT argues that all humans are driven by three

fundamental psychological needs:
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1. Autonomy: The need to feel in control of our

own actions and choices. We want to feel like
we have agency.

2. Competence: The need to feel effective and

capable. We want to master skills and
overcome challenges.

3. Relatedness: The need to feel connected to

others, a sense of belonging and genuine
social bonds.
 Self-Determination Theory (SDT)

ASSESSMENT TOOLS AND QUESTIONNAIRES

Several tools are used to assess concepts related to SDT.

Important Considerations:
Basic Needs Satisfaction Scales: These measure the extent to which an individual's
needs for autonomy, competence, and relatedness are being met in a specific •Context is Key: SDT-based
questionnaires are often designed to
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context.
be context-specific (e.g., in the
Motivation Questionnaires: These assess the different types of motivation workplace, in education, in
healthcare).
(intrinsic, extrinsic, amotivation) an individual exhibits towards a particular activity
or domain.
•Interpretation: Understanding the
theoretical underpinnings of SDT is
Perceived Autonomy Support Scales: These assess the degree to which people in crucial when interpreting results from
positions of influence (e.g., teachers, managers, healthcare providers) support or these questionnaires.
thwart an individual's autonomy.

Situational Motivation Scale (SMS): This measures the degree of motivation a

person has in a specific temporary situation.
 Goal setting theory of motivation

The Goal-Setting Theory of Motivation dives into how setting clear and challenging
goals can rev up our motivation and push us to perform better. Developed by Edwin
Locke and Gary Latham, it explains why simply having a target in mind isn't enough
– the kind of goal we set makes all the difference.

Why We Need Goal Setting:

•Direction and Focus: Goals act like a roadmap, guiding our efforts and keeping us
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on track. They help us prioritize tasks and avoid distractions by providing a clear
target to aim for.

•Effort and Persistence: When a goal is challenging but achievable, it ignites a fire
within us. We're more likely to put in the hard work and persevere through
obstacles if we have a specific target in mind.

•Improved Performance: Clear goals channel our energy and focus, leading to better
results. We're not just wandering around – we're working strategically towards a
defined outcome.

•Enhanced Satisfaction: Achieving a goal brings a sense of accomplishment and

boosts our confidence. It fuels our motivation to keep striving and set even bigger
goals in the future.
 Goal setting theory of motivation Core Principles :

• Specificity: Goals should be

precise and well-defined, avoiding
vague aims like "do your best".

• Challenge: Goals should be

difficult enough to inspire effort
and growth, but not so overly
difficult that they become
unattainable.
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• Commitment: Individuals need to

be invested and accept the goals
for them to be effective.

• Feedback: Providing regular

progress updates helps individuals
track their performance and make
necessary adjustments.

• Task Complexity: Goal-setting

theory recognizes that
exceedingly complex tasks might
require breaking them down into
smaller, more manageable goals.
 Goal setting theory of motivation

CONFLICTS AND FRUSTRATIONS:

While goal setting is powerful, it's not without its challenges:

• Unrealistic Goals: Setting the bar too high can be demotivating. If a goal feels unattainable, we might give up
before even starting.
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• Lack of Commitment: If we're not truly invested in a goal, we're less likely to put in the necessary effort.
• Focus on Outcomes: Sometimes, the relentless pursuit of a goal can make us overlook the journey. We might
become so fixated on the end result that we miss out on learning experiences and opportunities for growth.

ROOT OF FRUSTRATION:

Frustration often stems from a mismatch between our goals and reality. Here are some common culprits:

• Unclear Goals: Vague goals like "do your best" leave too much room for interpretation. We might be unsure of
what success looks like, making it difficult to track progress and stay motivated.
• Unforeseen Obstacles: Life throws curveballs. When unexpected challenges arise, it can be frustrating if our
goals haven't been designed with flexibility in mind.
• Lack of Progress: If we're not seeing the results we expect, it can be disheartening. This can be due to unrealistic
timelines, inadequate resources, or simply needing to adjust our strategies.
 Enhancing motivation

Internal Strategies: Focusing on Mindset and Self

1.Discover Your "Why": Identify the underlying reasons and

values behind your goals. A compelling "why" anchors you
during difficult times.
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2.Cultivate Self-Belief: Build confidence in your ability to

achieve goals. Focus on past successes, acknowledge your
strengths, and practice positive self-talk.
3.Visualize Success: Vividly imagine yourself achieving your
goals, engaging all your senses. Visualization makes goals
more tangible and strengthens your drive.
4.Reframe Challenges as Opportunities: Instead of dreading
obstacles, view them as challenges to grow and learn
from. This shift fosters a resilient mindset.
5.Embrace Intrinsic Motivation: Find activities you inherently
enjoy and those that give you a sense of purpose. Intrinsic
motivation is a powerful and sustainable source of drive.
 Enhancing motivation

External Strategies: Shaping Your Environment

1.Set SMART Goals: Make your goals

Specific, Measurable, Achievable, Relevant, and Time-
Bound. Clear goals provide direction and trackable progress.
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2.Break Tasks into Manageable Chunks: Large tasks can be

overwhelming. Break them down into smaller, achievable
steps to boost your sense of progress and keep
discouragement at bay.
3.Track Progress: Monitor your progress through
journaling, checklists, or tracking apps. Seeing tangible
advancement fuels further motivation.
4.Reward Yourself: Celebrate milestones along the way, both
small and big. Rewards reinforce positive behaviour and keep
you motivated for the long haul.
5.Surround Yourself with Supportive People: Connect with
friends, family, mentors, or communities that believe in you
and encourage your goals. Positive social support is
invaluable.
 Emotion

Emotion is a complex psychological state that encompasses a wide range

of feelings, behaviours, and physiological changes.

Components of Emotion:

Subjective Experience: The core of emotion is how it feels – the conscious

experience of joy, sadness, anger, fear, etc. This feeling part is personal and
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subjective.

Physiological Response: Emotions trigger automatic bodily reactions. Think of a

pounding heart when afraid, tears when sad, or a flushed face when
embarrassed. These changes are driven by the nervous system and hormonal
responses.

Behavioral Expression: Emotions manifest in how we act and communicate. This

includes facial expressions, body language, tone of voice, and even the actions
we take (e.g., approaching someone we like, withdrawing when scared).
 Theories on Emotion

There's no single scientific consensus on how these components interact,

but some of the prominent theories are:

James-Lange Theory: This suggests our bodily response comes first, and
the way we interpret those changes determines what emotion we feel
(e.g., I'm trembling, therefore I must be afraid).
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Cannon-Bard Theory: This proposes that our brain triggers both the
physiological response and the feeling simultaneously.

Understanding emotions is
Two-Factor Theory (Schachter-Singer): This argues our emotions are
shaped by our physiological arousal along with how we cognitively label an ongoing field of research
the situation we're in. in psychology, neuroscience,
and other fields. They're
fundamental to the human
experience and shape who
we are.
 Purpose of Emotions

Emotions play a vital role in our lives:

• Survival and Adaptation: Emotions help us quickly identify threats (fear)

or opportunities (joy) and trigger appropriate responses.
• Decision-making: Our emotions act as internal signals, aiding us in
making choices that align with our well-being.
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• Social Communication: Emotional expressions help us connect with

others, build relationships, and navigate social situations.

Types of Emotions: Psychologists often categorize emotions as

• Basic Emotions: These are considered universal and have distinct

physiological expressions: anger, disgust, fear, happiness, sadness, and
surprise.
• Complex Emotions: These are blends of basic emotions or tied to
specific contexts, like guilt, shame, pride, jealousy, or love.