1. Motivation What energizes human behavior?
What channels or directs that behavior?
How can you sustain or maintain desired behaviors over time?

2. Motivation What motivated you to return for a full-time MBA?
How did your employers attempt to motivate you?
What were the effective/ineffective techniques used?
Can we equate those techniques to a motivational models whether explicit or implicit?

3. Motivation
Motivation Looks at a series of questions that are not easy to answer but may have answers
Why people perform and behave the way they do in their jobs and organizations.
What makes some people work hard while others do as little as possible
How can you influence the performance of people who work for you?
What energizes human behavior? What channels or directs that behavior? How can you sustain or maintain desired behaviors over time?

4. Three theoretical categories
Motivation
Three theoretical categories
Static content theories do not predict behavior or motivation, what energizes behavior; look at one point in time.
Process theories, try to explain the process of motivation in terms of the factors that channel or direct behavior. Provides a framework for how motivation works.
Environmentally based theories, try to explain how to sustain motivation over time.

5. The flaw in motivation theories
There is no specific theory that can be applied independently to achieve sustainable results
Certain models are better suited for specific situations
Managers must diagnose which model to apply
Combination of models may be best approach
Do managers have the skills or training to know how to identify and implement an effective model?

6. Is there a way to simplify the study of motivation?
There is no all-encompassing framework.
Organization choose one approach and leave it up to managers to figure out how to make it work
Managers often do not know why they use specific motivational techniques
Managers personal beliefs influence their behavior often leading to use of a coercive approach

7. Motivation
Intrinsic/Extrinsic Rewards and Motivation offers a framework that encompasses both a psychological and financial stake
Focuses on defining types of rewards, offers the manager flexibility in terms of design and implementation,
Extrinsic Rewards (Tangible rewards)
Pay, benefits, working conditions
The material aspects of the work
Extrinsic Motivation
We engage in certain behaviors to receive or avoid rewards or punishments.
We are motivated to perform a task to receive rewards
Intrinsic Rewards (Intangible rewards)
Intangible, feelings of achievement, challenge of work itself, recognition
Relate to the nature of the work itself
Intrinsic Motivation
Individual desires to work hard for the pleasure of accomplishment.