Psychological Basis of Teaching and Learning

Question: Discuss about thePsychological Basis of Teaching and Learning. Answer: Introduction Motivation can be explained as the vital key to achieve success institutional success. Motivation is one of the well-defined and well established aspects in the present institutions. The primary aim of motivation is to develop the morale of the students and offer them the utmost satisfying and required facilities. The motivation of the students at the institutions can be in the form of higher rewards, perks, recognitions, informal environment etc. (Gruman and Saks, 2011). The greater these benefits are the higher is the motivation level of the students is. One more key factor which is associated with the motivation is the students involvement. The institution can achieve great success if there is greater students involvement in terms of the involvement in the overall studies, decisions and actions taken at the institutions (Manzoor, 2012). Earlier motivation was just a theory which was applied in few service organizations but with change in time and workplace culture there is an exte nsive need of motivation especially at the institutional level. Presently motivation is the key concern area in the institutions so there can be achieved higher student involvement. It is not necessary that the motivational level of all the students or the people functioning at a place is similar. The motivational level varies from person to person. Therefore it is necessary to identify the individual needs and recognitions so that appropriate theories and practices can be applied to increase the motivational level of an individual. Presently the institutions incorporate several practices and programs for enhancing the motivation of the students (Nickols, 2010). The institutions laid emphasis on the personal development of the students so that they can have improved results. The enhanced student involvement and motivation has extensive number of advantages such as improved results, enhanced efficiency and effectiveness in the work, increased individual satisfaction and decreased rat e of the students failure. The greater the motivation is the higher is the involvement of the students which results into delivery of innovative ideas and viewpoints which helps in the institutional growth (Zhang and Bartol, 2010). The student involvement and the motivation are the primary and most vital aspects which helps the institutions to attain great ladders of growth and success. These two elements are highly interconnected. And it is essential for the institutions to lay emphasis on both the aspects equally i.e. improving the students involvement by involving them in decision making and incorporating practices which can increase the motivation level of the students (Crawford, LePine and Rich, 2010). Managing a Group of Students who Possess Diverse Motivation Level In various schools, institutions and associations whether the services, hospitality, nursing etc. there are various group of individuals which have different view and opinions in regards with the motivational concept. There are number of theories which will provide an in-depth understanding of the motivational concept, the way in which the motivation can be boost of the people with low motivation (Dartey-Baah and Amoako, 2011). The theories will also help in maintain the motivation of the students who possess high motivational level as well as focus upon the improvement in the motivation of the people who have moderate motivational level. ERG Motivation Theory of Alderfer The ERG motivation theory of Alderfer is basically another form of the Maslows need hierarchy theory. But the five needs have been categorized in three categories only i.e. Growth, Relatedness and Existence. In the existence needs there includes all the desires which are physiological and material needs of an individual for example affection, love, safety, clothing, air, water and food. In the relatedness needs there includes external as well as social esteem, the association with the employers, colleagues, friends and family. It also related to the feeling of security as a vital part of the society and the group. In the growth needs there includes self-actualization and internal esteem. It emphasizes an individual to develop and lay down productive as well as creative impact over the environment and oneself which means progressing towards the idea of oneself (Caulton, 2012). This theory of Alderfer prioritizes all the things and tasks in regards with the concreteness of the categori es. The existence needs are termed as the most concrete one and so they are extremely easy to analyze. Secondly the relatedness needs are comparatively less concrete and are depended upon the association among two or more individuals. And lastly the growth needs are considered as the least concrete and thus it varies from person to person. This theory can be applied at the institutions to motivate the students. In a nursing organization, there are students working as trainees of different categories. For example, the manger as well as the higher authorities must take care that the trainees or the nurses have various needs which are required to be satisfied for efficient working. As per the ERG theory if only one single need is to be emphasized upon than it will not provide desired results of achieving overall motivation. It is necessary that the overall needs must get satisfied. To manage three different kinds of people in an institution this theory can be used. To manage the individuals or the trainees with the least motivational level there has been used of the existence element. As the needs of these people are related to affection, love, safety, clothing, air, water and food are fulfilled than these people will get to know that the institution is considering for them and is also providing them opportunities to achi eve their existing needs. Secondly to manage the group of individuals which are moderately motivated there is a need to satisfy their relatedness needs (Kakkos and Trivellas, 2011). The individuals want to achieve external as well as social esteem, the association with the colleagues, friends and family and for this purpose the institution must provide them with opportunities. The opportunities can be in the form of social recognition, status in the society etc. these recognition will help these individuals to get highly motivated. Lastly to manage the group of individuals which are already highly motivated it is required that there growth need must be concerned. Self-actualization and internal esteem are required to be achieved and for this organization must provide the individuals with opportunities such as providing them the opportunities to develop themselves as well as positive feedbacks and recognitions. Abraham Maslow: Hierarchy of Needs The hierarchy of need theory basically categorizes the needs of the individual in five main factors or hierarchy level i.e. physical needs, self-actualization, safety needs, esteem needs and social needs. All these levels have various numbers of elements which are required to be emphasized and accomplished for motivating an individual. The hierarchy of needs theory is useful in the institution where there are students with diverse motivational level as it helps in proper identification of the individual needs and requirements (Jerome, 2013). This theory in the nursing organization ensures as well as safeguards that all the lower level requirements of the trainees get completely satisfied. The Maslows theory offer various opportunities to the individuals in the nursing department for attainment of the needs of approximately all the major levels. To increase the motivation of the trainees in the nursing organizations, the theory focuses on all the five levels. To the students or the tr ainees who have higher motivational level are provided with continuous incentives and benefits which they are getting so that they can be remained highly motivated. These are in the form of incentives which help the individuals in experiencing self-actualization (Kremer and Hammond, 2013). Secondly the trainees with moderate motivational level are provided with increased work role, development trainings and incentives so that their motivational level can be upsurge and they try to have increased satisfaction and lastly the individuals with the low motivation level are been focused by providing them opportunities to accomplish their basic needs as well as to have access to next level needs. Such as in nursing organization the nurses or the trainees have been provided with the opportunities to complete their basic needs (Kaur, 2013). Tesco is one of the leading examples which have applied both the ERG motivation theory as well as Maslow need hierarchy theory in the organization for enhancing the motivation of the individuals. The organization offers high salaries and wages which acts as the motivation factor for the students to join the organization as it satisfy the physiological and basic needs of the individuals. Tesco also take use of career advancement and responsibilities as the prime motivators which helps the students who are working as part time employees. The company possesses a staff options systems through which every promising and potential performer is given a chance of career advancement based upon the competence of that individual. Tesco provides extremely friendly culture to the individuals which help them in getting maximum productivity. The staff also gets huge discounts as well as privileged cards under the employee benefit scheme (Hanas, 2010). David McClelland: Theory of Needs David McClelland has developed the theory of needs in which it was stated that there are three major elements which acts as the motivators for the individuals. These motivators are a need for power, a need for affiliation and a need for achievement. It has been analyzed that the individuals have diverse characteristics which depends upon the motivator which dominates them. As per the psychologist McClelland these motivators are generally learned and this one of the reason this theory is also known as the learned theory. For example, in the institutions there are several types of individuals and regardless of their age, culture or gender all these individuals or the students possess these three motivating drivers. And in all those individuals one motivating driver is the dominant one which forces them to work or get motivate. This dominant motivator is extremely depended upon the individuals life experience and culture. To manage three different kinds of students in an institution thi s theory can be used (Bruton, Ahlstrom and Li, 2010). To manage the individuals with the least motivational level there has been used of achievement motivator. In this there has been setting up of challenging goals. The individuals are required to take risks for achieving these goals. Once they achieve these goals as well as positive feedbacks they get motivated. To manage the group of students which are moderately motivated the dominant motivator is the affiliation. These individuals generally wants to have a group belonging. These individuals work in a team and are must favored by collaboration instead of competition. Thus to manage them there is need of association with other and wants to achieve group recognition. Lastly to manage the group of individuals which are already highly motivated the dominant motivator is power (Day and Antonakis, 2012). These individuals have a primary aim to control as well as influence other individuals. There is a need to manage the motivational le vel of this group which is done by providing them opportunities to have recognition, high status, winning arguments and completion. Through these elements these individuals can easily be managed. Thus if seen from the perspectives of a nursing organization it can be stated that according to this theory the trainees get motivated when there is setting up of goals and objectives which are difficult in nature. The nurses and other trainees are provided with regular feedbacks which act as the motivator for them to out their efforts and achieve the set targets. Once the trainees achieve the goals they increase their effort for the attainment of affiliation and later on for achieving power (Forbes, 2011). Equity Theory by John Adams In the equity theory developed by John Adams, it has been stated that there are several factors which affects the motivation level of the individuals. This theory basically emphasizes upon the perception of the students of their association with the instructor or the professor and the work and its impact over the motivation level of them. This theory is basically developed on the notion that one of the major reasons behind the de-motivated students is the variance in their desired results and their actual results (Bell, 2011). The students found that the output they are receiving are less than the inputs they have served to the institution. And this result into de-motivation, decreased efforts, dissatisfaction, reduced involvement and increased failure rate. Through this equity theory the students can be motivated if they have been provided with equitable and fair opportunities of development and growth (Shantz and Latham, 2011).It is required that the students must be treated with h igh fairness without any issue of inequality. For example, in the various nursing organizations, it is required that all the nurses or the other trainees must get equal opportunity to get incentives and to get promoted. They must be providing with an open discussion of the overall results of the performances so that there can be equality and fairness in the incentives provides as well as in the delegation of the authorities. It will increase the motivation level of all the trainees and mainly the one with the low motivational level. It will also encourage the students to remain motivated and put their extreme efforts in the achievements of the goals (Bell and Martin, 2012). HSBC is one of the leading financial institution as well as a recognized example of a motivational organization which motivates its employees with best possible practices. The bank pays the highest salaries and wages to its employees in comparison with other financial institutions. And this becomes one of the biggest motivations for the student to associate with this organization. The rate of annual increments of HSBC banks is also very high. The work culture has been used by the bank as the factor of motivation as it helps the employees to develop and grow. The equity theory is been taken use by the bank for motivating the employees as equal and fair recognition plan and practices have been implemented in the organization. Other benefits which the bank offers to its employees for increasing the motivation level includes various parties, annual trips, paid holidays, discounted price of the shares etc.(Hanas, 2010). Expectancy Theory by Victor Vroom The expectancy theory works upon three major elements i.e. outcomes, performance and efforts. The theory explained that the performance of an individual is basically based upon various factors such as abilities, experiences, knowledge, skills and personality. As per Vroom, the three elements, outcomes, performance and efforts are highly linked with the individuals motivation. Expectancy can be understood as the belief which shows that with the increase in the efforts there is improvement and enhancement in the performance. As per this theory of Victor Vroom, the students in an institution get motivated when they have been provided with opportunities for their growth and personal development. The students develop several expectations in regards with their efforts done. It is necessary for the institutions to satisfy the students by providing them opportunities so that they can fulfill their expectancies. There is a direct connection among the accomplishment of the expectancy and the m otivation of an individual (Blue, 2011).To manage three different kinds of students in an institution this theory can be used. To manage the students the institutions must work as per the individual need of the students as the expectancy level of each student is different. Analysis of efforts, performances and expectancies will give a better understanding of the motivational level of the students. Google is one of the well-known leaders in providing the best working place to its employees. The motivational level of the employees working at Google is extremely high. Google take use of the expectancy theorys principles for achieving an innovative organizational work culture. To meet the expectancy of the individuals the company offers several benefits to them such as discounted legal aid, tuition reimbursement, paid maternity leave, travel insurance, onsite nurses and physicians, free dinner/lunch etc. All these perks increase the motivation of the individuals such as the reimbursement of the tuition fees motivate the student to achieve higher studies who are at part time job at Google (McMillon, n.d.). Frederick Herzberg: Motivation and Hygiene factors In the Herzberg two factor theory of motivation, the students issues regarding the motivation and dissatisfaction are considered as two diverse aspects. For enhancing the motivation of the students the institutions use syllabus and course redesigning. As per this theory the students get motivated by two different factors. The first factor is the hygiene factor which includes security, interpersonal relations, physical working conditions, fringe benefits, administrative policies and institutional policies. The improved and increase in all these elements have a direct impact over the motivation of the students. The second factor is the motivation factor which includes meaningfulness of the work, responsibility, growth and promotional opportunities, sense of achievement and recognition. The enhancement and improvement in these factors develops and enhances the motivation of the students and emphasize them to work hard (Armstrong and Taylor, 2014).To manage three different kinds of stude nts in an institution this theory can be used as the students with least motivation must be provided with additional benefits, fringe benefits. The students with moderate motivation level must be provided with responsibilities and growth opportunities. And the individuals with high motivation must be offered opportunities for sense of achievement and recognition. Tesco is one of the respectful examples which can be given in the application of this theory at the workplace e for enhancing the motivation of the individuals. The company pays concern over the hygiene factors for motivating the individuals. For instance, Tesco empowers as well as motivates the individuals by implementing timely and appropriate communication with them, by delegating several authorities and responsibilities and by involving the individuals in the decision making. There are open forum in which there is involvement of the individuals related to the pay rises. It displays the work recognition of the employees of Tesco. Douglas McGregor: Theory X and Theory Y The motivation theory developed by McGregor has two variables i.e. Theory X and Theory Y. As per the Theory X, it has been assumed that the individuals are naturally disliked working and they are de-motivated. In such situation, the leaders or the institution takes use of authoritarian management style. There is taken use of strict control and threatened forces for make the work done as well there is high supervision level at every next step. As per the Theory Y, it has been assumed that individuals take responsibilities and are interested in getting motivated. Therefore the institutions take use of participative management style which is de-centralized in nature. The students enjoy their studies as well as assessments with less supervision (Miner, 2015). To manage three different kinds of students in an institution this theory can be used. To manage the students with the least motivational level there has been used of the Theory X so that they can perform well by the threat of autho ritative management style and forced to study hard and give appropriate results to the institution. To manage the group of students which are moderately motivated there must be take use of Theory Y as to give them higher responsibilities so that can enhance their performance as well as motivation. Lastly to manage the group of individuals which are already highly motivated Theory Y will only be used as to provide them recognition and rewards for their hard work so that their motivation remain same (Gannon and Boguszak, 2013). Standard Chartered Bank is one of the corporate examples which apply this theory of motivation in the organization. The organization takes use of Theory Y for motivating the employees. There are several benefits provided to the employees such as high salaries, fringe benefits, job security, opportunities for development and training. There has been offered appreciation and rewards to the efficient workers. There is delegation of responsibilities to the students who work as trainees so that they can have promotions (Irungu, 2013). Conclusion The students who are motivated are the actual and potential assets to an institution as motivation is the key factor for attaining institutional growth and success. The report clearly states that there are several motivational theories which play a vital role in the business, service and educational institutions for enhancing the motivation of the individuals and increase their involvement. All the above explained theories have significant approach in making the individuals motivated. There are various students in the institutions with different motivational level. Thus the report describes that in what manner the diverse needs of the students can be satisfied and they can be motivated (Rich,Lepine and Crawford, 2010).The evaluation of the theories states that there is some similarities among all the motivational theories and the primary and end goal is to satisfy the needs of the students and to motivate them. 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