Need for Achievement This area measures your need to achieve success in life This is the BEST indicator of college success!!! Typically job-oriented, but can be for other areas as well (sports, school etc.) Men tend to be higher in this need People with high need in this area like moderately difficult tasks People with low need like really easy or really hard tasks – WHY? Parents divorce = girls HIGH Parents together = boys HIGH

Achievement Motivation What motivates us to work Achievement Motivation What motivates us to work? (School, job, sports, video games, relationships etc..) Intrinsic Motivators Extrinsic Motivators Rewards we get internally, such as enjoyment or satisfaction. Outside reward that we get for accomplishments from outside ourselves (grades or money or etc..) Work great in the short run. Can be bad because once the reward is removed the behavior may not be sustained.

Need for Power This area measures your need to influence and/or control other people If high in this area, you like to be dominant and be in charge of situations People are HIGH in this area do not deal with conflict and frustration well MEN with high need for power tend to correlate with a variety of aggressive and compulsive behaviors

Need for Intimacy This area measures your need to have close and warm relationships with others (FRIENDSHIPS AND ROMANCE) People with a HIGH need for intimacy spend more time during the day thinking about relationships, smile more, laugh more, make more eye contact WOMEN tend to have a higher need for intimacy

Motivation at Work Industrial/Organizational (I/O) Psychology Flow the application of psychological concepts and methods to optimizing human behavior in workplaces Flow a completely, involved, focused state of consciousness, with diminished awareness of self and time, resulting from optimal engagement of one’s skills “The only place success comes before work is in the dictionary.” – Vince Lombardi

Motivation at Work

Management Theory Management/Teaching styles relate closely to Intrinsic/Extrinsic Motivators. Theory X Theory Y Managers believes that employees will work only if rewarded with benefits or threatened with punishment. Think employees are Extrinsically Motivated. Only interested in Maslow’s lower needs. Managers believe that employees are internally motivated to do good work and policies should encourage this internal motive. Interested in Maslow’s higher needs. The surprising truth about what motivates us

When Motives Conflict Approach-approach conflict Choice between two good things Avoidance-avoidance conflict Choice between two bad things Approach-avoidance conflict Choice that has both positive and negative characteristics