Motivation Case

The manager believes watching her staff reach their goals after coaching & mentoring them has a profound effect on their outcome.

It is the fact that she is committed to quality mentoring teaching staff and CPD as she believes, places value and recognises the benefits of supporting effective teaching practice (particularly mentoring) for her staff.

This pays in the long run for quality teaching and learning and will effectively help achieve her goals that are of paramount importance to her as a manager. As the harder she works to help support, the better she feels about being the manager /leader/mentor. As Herzberg says in his theory regarding hygiene factors, where the manager is motivated by gaining achievement from what she does. She is satisfied with the responsibilities that she faces. (Handy 1993)

Herzberg found the factors causing job satisfaction- achievement, recognition, work itself, responsibility, advancement & growth. And the factors which leads to dissatisfaction are company policy, supervision, relationship with co workers, work condition, salary. Preventing these dissatisfactions may create a high level of motivation and towards greater effort and performance.

By mentoring her staff she also feels she has some status and gains job satisfaction. She feels that staff value and respect her for her efforts and contributions as she says "When I've done a thing or they set me as an example to others (manager) and when my subordinates happily accomplish task efficiently this satisfies my needs". Maslow (1954) Thus Satisfaction of accomplishment and recognition from management motivates her as the manager and she enjoys this, as her staff are empowered she feels a sense of achievement. As McClelland emphasises

Managers' motivated by the need to achieve are not worried about what people think of them. They focus on setting goals and reaching them, but they put their own achievement and recognition first. This is evident in the way the manager involves her staff in goals setting as the staff are compelled to feel that these are their goals, not just those of the managers' as so that motivation is increased and goals are clear. The managers' involvement in goals setting is a prerequisite to motivated and self-regulated learning. Goal setting implies the personal commitment of the staff and is an integral part of learning in life and she therefore has a strong need to set and accomplish challenging goals McClellands ( )

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