Motivation Theory of Education

Motivation can be defined as the power (energy) that can cause a person's level of persistence and enthusiasm in carrying out an activity, whether sourced from within the individual itself (intrinsic motivation) or from outside the individual (extrinsic motivation).

How strong is the motivation of the individual will determine much of the quality of the display of behavior, both in the context of learning, work and other life .. Studies on motivation have long had a special attraction to educators, managers, and researchers, particularly those related to the interests of achieving the performance (achievement) one. In the context of psychological studies, Abin Makmun Shamsuddin (2003) suggested that to understand the motivations of individuals can be seen from several indicators, including: (1) the duration of the activity, (2) the frequency of activity, (3) the persistence of the activity; (4) patience, perseverance and ability in facing obstacles and difficulties, (5) devotion and sacrifice to achieve goals, (6) the level of aspiration to be achieved by the activities carried out, (7) the level of qualification achievement or product (output) is achieved from the activities carried out; (8) the attitude toward the target activity.

To understand about motivation, we will meet with some theories of motivation, among others: (1) theory of Abraham H. Maslow (Needs Theory), (2) The theory of McClelland (Achievement Needs Theory), (3) theory Clyton Alderfer (ERG Theory), (4) the theory of Herzberg (Two Factor Theory), (5) theory of Justice, (6) The theory of the determination purpose, (7) Theory of Victor H. Vroom (expectancy theory); (8) Reinforcement theory and behavior modification, and (9) theory Return Relationship to Achievement. (Excerpted from various sources: Winardi, 2001:69-93; Sondang P. Siagian, 286-294; Indriyo Gitosudarmo and Agus Mulyono 0.183-190, Fred Luthan 0.140 to 167).

A. Abraham H. Theory Maslow (Theory of Needs)

Theory of motivation developed by Abraham H. Maslow was essentially revolves around the idea that humans have five levels or hierarchy of needs, namely: (1) physiological needs (physiological needs), such as: hunger, thirst, rest and sex (2) the need for safety (safety needs), not in a purely physical sense, but also mental, psychological and intellectual, (3) the need for love (love needs), (4) the need for self-esteem (esteem needs), which is generally reflected in a variety of status symbols, and (5) self-actualization (self actualization), in the sense of providing an opportunity for someone to develop the potential contained in his ability to turn into reality.

The needs of the former (physiological) and second (safety) is sometimes classified in other ways, such as rank as a primary need, while others are known also to the classification of secondary needs. Regardless of how a classification of human needs, what is clear is that the nature, type and intensity of human needs differ from one person to another as human beings are unique individuals. Also clear that human needs are not only material, but is pskologikal, mental, intellectual and even spiritual.

Also interesting to note that with the increasing number of organizations that grow and develop in society and more profound understanding of the human element in organizational life, the theory of "classical" Maslow increasingly used, even said to have "corrected". Completion or "correction" is primarily directed at the concept of "hierarchy of needs" proposed by Maslow. The term "hierarchy" can be interpreted as levels. Or by analogy means of stairs. The logic is that the meaning begins to climb a ladder with rungs of the first, second, third and so on. If the concept is applied to the satisfaction of human needs, it means that someone will not try to satisfy the needs of the second level, - in this case the safety-first before the needs of the food, clothing, and shelter are met; the third is not to be commercialized before the gratification of a person to feel safe, so well beyond.

Departing from the fact that the understanding of human needs refinement and deepening "correction" is felt not only appropriate, but also is necessary because experience has shown that the satisfaction of human needs of business taking place simultaneously. That is, while satisfying their physical needs, a person at the same time want to enjoy a sense of security, feeling valued, needed a friend and want to develop.

Thus it can be said that the more appropriate where human needs are classified as a series and not as a hierarchy. In this connection, it should be emphasized that:

    Needs are met one time is likely to arise again in the future;
    Gratification of certain needs, especially their physical needs, can be shifted from quantitative to qualitative approaches in the fulfillment.
    Variety of needs will not be reached "saturation point" in the sense that the arrival of a condition in which a person is no longer able to do something in the fulfillment of that need.

Maslow's theory of mind in spite of this requirement seems more theoretical, but it has provided and inspired the foundation for the development of theories of motivation are oriented to the following requirements that are more applicable.

2. McClelland's Theory (Theory of Achievement Requirements)

McClelland is known about the theory of the need for achievement or Need for Acievement (N.Ach) which states that the motivation is different, according to the strength of one's need for achievement. Murray was quoted as saying by Winardi formulate the need for achievement as a wish: "Implement something that difficult a task or job. Control, manipulate, or organize physical objects, people or ideas carry these things as quickly as possible and as independently as possible, according to the prevailing conditions. Overcome obstacles, achieve high standards. Peak performance for yourself. Being able to win in competition with others. Improve themselves through the application of talent to succeed. "

According to McClelland characteristics of high achievers (high achievers) have three common characteristics, namely: (1) a preference for tasks with a moderate degree of difficulty, (2) like the situations in which their performance arises because of the efforts of their own , and not because of other factors, such luck for example, and (3) wants feedback on their successes and failures, compared with those with low achievers.

3. Clyton Alderfer Theory (Theory "ERG)

Alderfer theory known by the acronym "ERG". Acronym "ERG" in the theory of Alderfer is the first letters of the three terms are: E = Existence (the need for existence), R = Relatedness ( associated with other parties, and G = Growth (need for growth)

If the meaning of the three terms will be explored were two important things. First, conceptually there are similarities between the theories or models developed by Maslow and Alderfer. Because of "Existence" can be said is identical to the first and second in the hierarchy of Maslow's theory: "Relatedness" hierarchy of needs in line with the third and fourth according to Maslow's concept and "Growth" has the same meaning as "self actualization" by Maslow. Second, Alderfer theory emphasizes that the various types of human needs pemuasannya cultivated simultaneously. If the theory of Alderfer listened further it would appear that:

    The more non-fulfillment of a specific requirement, the greater the desire to satisfy them;
    The strong desire to satisfy the needs of the "higher" greater if the lower needs have been satisfied;
    Conversely, the more difficult to satisfy the needs of the higher level, the greater the desire for a more satisfactory basic needs.

It seems that this view is based on pragmatism by human nature. That is, because it realized its limitations, one can adjust themselves to the objective conditions faced by, among others, focus on the things that might be achieved.

4. Herzberg Theory (Two Factor Theory)

Scientists have recognized three important contributions in understanding the motivation Herzberg. Developed a theory known as "Two Factor Model" of motivation, the motivational factors and hygiene factors or "maintenance".

According to this theory is the motivational factors are the things that drive achievement that is intrinsic, which means it comes in a person, while the definition of hygiene or maintenance factors are factors that are extrinsic meaning comes from outside ourselves that helped determine the behavior someone in one's life.

According to Herzberg, which is classified as a motivational factor among others is one's work, success is achieved, growth opportunities, career advancement and recognition of others. While hygiene factors or maintenance, among others, one's status in the organization, an individual's relationship with his superiors, one's relationship with his colleagues, supervisory techniques applied by supervisors, organizational policy, administrative systems within the organization, working conditions and remuneration systems applicable.
One of the challenges in understanding and applying Herzberg's theory is precisely the factors which account for a more powerful influence in one's life, whether intrinsic or extrinsic nature

5. Theory of Justice

The essence of this theory lies in the view that humans are driven to eliminate the gap between the efforts made for the benefit of the consideration received by the organization. That is, if an employee has the perception that the benefits received are not adequate, two possibilities can occur, namely:

    Will try to obtain a larger reward, or
    Reduce the intensity of efforts made in implementing the tasks which it is responsible.

In growing a particular perception, an employee normally uses four terms as a comparison, namely:

    The hope of the reward which he considered acceptable based on personal qualifications, such as education, skills, nature of work and experience;
    The consideration received by others in the organization of the qualifications and the nature of their work is relatively similar to his own question;
    The consideration received by other employees at other organizations in the same area and similar activities;
    Laws and regulations that apply regarding the number and type of reward that is the right of employees

Maintaining relationships with employees in this connection means that the officials and officers in the civil service must always be vigilant not to perceptions of injustice arise, especially widespread among the employees. When to happen then there will be many negative impacts to the organization, such as dissatisfaction, high absenteeism, frequent accidents in the completion of tasks, employees often make mistakes in carrying out their work, strike or even transfer employees to other organizations.

6. Theory of goal setting (goal setting theory)

Edwin Locke argued that in setting the goal of having four different motivational mechanisms namely: (a) the goals direct attention, (b) attempts to set goals, (c) objectives of improving persistence, and (d) support the strategic objectives -strategies and action plans. The following chart presents the instructive model of goal setting.

7. Theory of Victor H. Vroom (expectancy theory)

Victor H. Vroom, in his book entitled "Work And Motivation" set forth a theory which he called "Theories of Hope". According to this theory, motivation is the result of an outcome to be achieved by a corresponding and estimates that his actions would lead to the result he wants it. That is, if someone really wants something, and the way seemed open to receive it, the question will attempt to get it.

Expressed in a very simple, expectancy theory says that if someone wants something and hope to get something that is large enough, the question will be very motivated to get things he wanted it. Conversely, if the hope of obtaining what he wanted was thin, his motivation for the effort will be low.

Among scientists and practitioners of human resource management expectations theory has a special attraction because of the emphasis on the importance of the personnel assist employees in determining the things he wants and shows the ways most appropriate to realize. This emphasis is important because experience shows that employees do not always know exactly what she wants, let alone how to get it.

8. Reinforcement Theory and Behavior Modification

Various motivational theories or models that have been discussed in advance can be classified as a cognitive model of motivation because it is based on the needs of a person's perception of the person concerned by means of its highly subjective. His behavior was determined by these perceptions.

Whereas in organizational life will be realized and recognized that a person is determined also by the various consequences of the behavior and actions ekstrernal. That is, from a variety of factors beyond one's self and contribute as a determinant of behavior modifiers.
shall apply in this case known as the "legal effect" which states that human beings tend to repeat behaviors that have consequences that benefit themselves and deflect  behaviors that result in behavior that is detrimental consequences.

A very simple example is a typist who can finish a good job in a short time. The typist won praise from his superiors. Praising the results in an accelerated salary increases. Due to the typist that enjoys the consequences of his behavior, he was then compelled not only to work more diligently and more thoroughly, but even trying to improve his skills, for example by learning to use computers, so its ability to grow, which in turn is expected to have positive consequences in the future.

Example is an employee who otherwise came late repeatedly reprimanded by his superiors, possibly accompanied by the threat of disciplinary sanctions. Warning and may be subject to sanctions as a consequence of negative employee behavior results in behavior modification, which came just in time in the task.
Important to note that the order in ways that are used for permanent behavior modification into account human dignity which must always be acknowledged and respected, these measures taken by the "style" in a humane as well.

9. Linkages with the Achievement Rewards theory.

Starting from the view that there is no one perfect model of motivation in the sense that each has advantages and disadvantages, scientists are constantly trying to seek and find the best motivation system, in the sense of combining the various advantages of these models into one model. It seems that there is agreement among experts that the model is what is covered under the theory that links remuneration to the achievement of an individual.

According to this model, the motivation of an individual is strongly influenced by various factors, both internal and external. Including the internal factors are: (a) a person's perception of oneself, (b) self-esteem, (c) personal expectations, (d) necessary  (e) desire, (f) job satisfaction, (g) the resulting job performance .

While external factors influence a person's motivation, among others are: (a) the type and nature of work, (b) where the person joined the working group, (c) the organization of employment, (d) the environmental situation in general; (e) remuneration system applicable and how its application.