MAXIMISING MOTIVATION

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MAXIMISING MOTIVATION by Mind Map: MAXIMISING MOTIVATION

1. UNDERSTANDING MOTIVATION

1.1. 'real people' - Bhindi Duignan 1997

1.2. MASLOW

1.2.1. SELF-ACTUALISATION

1.2.2. ESTEEM

1.2.3. SOCIAL AFFILIATION

1.2.4. SECURITY & SAFETY

1.2.5. BASIC PHYSIO

1.2.5.1. prepotency; levels are sequentially attained

1.3. PORTER

1.3.1. ASSUMED BASIC

1.3.2. ADDED AUTONOMY

1.4. HERZBERG - '2 factor'

1.4.1. MAINTENANCE

1.4.1.1. DISSATISFACTION

1.4.1.1.1. leaders must diminish . . .

1.4.1.2. important in dev. countries

1.4.1.2.1. neutral?

1.4.1.2.2. Foskey&Lumby 2002

1.4.1.3. job security

1.4.1.4. salary

1.4.1.5. work conditions

1.4.1.6. i/p relationships

1.4.1.7. EXTRINSIC

1.4.2. MOTIVATION

1.4.2.1. SATISFACTION

1.4.2.2. job sat. achievement, personal growth

1.4.2.3. Owens&Valensky 2006 - ldrs must promote . . .

1.4.2.4. INTRINSIC

2. THE ORGANISATION

2.1. "growth-enhancing environment"

2.1.1. Owens 2006

2.2. distribution of power

2.2.1. opportunities

2.2.2. resources

2.3. collaborative

2.4. enable staff growth

3. HRM

3.1. SOFT

3.1.1. transformational

3.1.2. distributed

3.1.2.1. 'leadership as a right...not a gift"

3.1.2.1.1. Macbeath 2008

3.1.3. situational

3.1.4. EMPOWERMENT

3.1.4.1. Goleman's 7xEI

3.1.4.2. Gardner 2011 - intra/interpersonal intelligence

3.1.5. AUTONOMY

3.1.5.1. Leithwood et al 2002

3.2. high impact

3.2.1. Earley&Bubb 2004

3.3. HARD

3.3.1. transactional

3.3.1.1. -ve impact in long-term on motivation

3.3.1.2. set clear vision & objectives

3.3.2. ACCOUNTABILITY