internal state or condition that activates behavior and gives it direction

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Motivation to Learn

• internal state or condition that activates
  behavior and gives it direction
• desire or want that energizes and directs
  goal-oriented behavior
• influence of needs and desires on the intensity
  and direction of behavior
• accounts for 35 of variance in learning

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Theoretical Perspectives

• Behavioral (S --gt R)
• Social
• Modeling
• Vicarious learning
• Cooperative learning
• Cognitive
• Cognitive dissonance
• Attribution theory (next)
• Maslow Humanist Theory (next)

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Attribution Theory
Controllability
Locus
Stability


internal vs. external
stable vs. unstable
controllable vs. uncontrollable

MOTIVATION
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Factors affect motivation

• Curiosity
• Instructor expectations
• Self-efficacy
• Anxiety

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Designing for motivation

• Must separate knowledge from motivation
• Kellers ARCS model (later)
• Example Think of 2 motivation problems
• A personal problem
• Another person or groups problem

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Identify type of problem

• Given a goal
• Know how, where, when?
• Can figure it out on own?
• No have a knowledge problem
• Information, job aids, training
• Yes motivation problem
• Commitment/persistence
• Mental effort

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1. Commitment problems

• Are you
• Avoiding goal, task, decision?
• Procrastinating?
• Distracted by less important goals?

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2. Mental Effort problem

• Are you?
• Making mistakes when do not lack knowledge or
  ability?
• Blaming someone else?
• Taking too much responsibility?

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Mental Effort problem

• Self-efficacy influences ME

High
ME
Low
High
Low
Self-efficacy or confidence
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Solutions

• Are your motivation problems
• Commitment problems?
• Mental Effort problems?
• Solutions?

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Solutions to Commitment problems

• Increase agency
• Change mood by altering environment
• Change instructor style
• Modify goals (concrete, current and challenging)

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Solutions to Mental Effort problems

• Over confident people
• Show current way will fail, show novelty, focus
  feedback on goal
• Under confident people
• Break goal into small tasks, focus feedback on
  goal

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Designing for MotivationKellers ARCS model
Attention
Relevance
Satisfaction
Confidence