This document provides an overview of Abraham Maslow's hierarchy of needs model of motivation. It outlines the five levels of needs in Maslow's model from basic physiological needs to safety, love and belonging, esteem, and self-actualization. It discusses how lower level needs must be met before higher level needs can motivate behavior and provides examples of how the model can be applied.
This document discusses ways for students pursuing four-year degrees to achieve self-actualization. It defines self-actualization as fulfilling one's potential and becoming who one is capable of being. Experiential learning, assessing prior learning, and engaging with others in the community are presented as effective approaches. Maslow's hierarchy of needs is referenced, with self-actualization at the top level. Interviews with students at Marylhurst University suggest creating a sense of community, being present in conversations, and educating oneself in one's passions can support self-actualized learning.
Leadership requires setting a positive example through one's appearance, actions, and treatment of others. Effective leaders demonstrate traits like loyalty, courage, honor, honesty, and optimism. They make decisions through good judgment, show concern for their people, and inspire confidence through their competence and can-do attitude.
This document discusses different leadership styles for managing teams effectively. It identifies four situational leadership styles: directing, coaching, supporting, and delegating. The directing style involves close supervision, one-way communication, and the leader defining tasks. Coaching still involves the leader defining roles but seeks input from followers. Supporting facilitates follower decision-making and control. Delegating gives followers most control over decisions but the leader remains involved. No single style works in isolation - effective leaders apply the right blend based on follower personality and tasks to maximize contribution and setup high-performing teams.
Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic needs like physical survival and safety before moving on to social, esteem, and self-actualization needs. Self-actualization involves fulfilling one's potential and achieving a sense of accomplishment. While influential, Maslow's theory has been criticized for oversimplifying human motivation and lacking evidence that needs must be fulfilled sequentially as proposed. Overall, the theory suggests that self-actualized people are problem-focused, accept reality and themselves, act autonomously, and pursue creativity and fulfilling their potential.
Maslow's hierarchy of needs is a theory that human motivation is based on a five-tier model of physiological needs, safety needs, love and belonging, esteem, and self-actualization. Lower needs must be satisfied before progressing to meet higher needs. The model has been applied to understand workplace motivation, where satisfying lower level needs around pay, security, and social belonging are important before employees seek fulfillment of esteem and growth needs through challenging work and development opportunities. Criticisms of the theory include that the hierarchy is not strictly followed and needs are more interdependent than presented.
Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic needs like physiological needs (food, water) and safety needs before pursuing higher level needs. The hierarchy consists of five general categories of needs: physiological needs, safety needs, social needs, esteem needs, and self-actualization needs. Lower level needs must be at least partially satisfied before higher level needs can motivate behavior. The theory suggests needs interact and overlap, with each higher level emerging as lower levels are met.
This document discusses ways for students pursuing four-year degrees to achieve self-actualization. It defines self-actualization as fulfilling one's potential and becoming who one is capable of being. Experiential learning, assessing prior learning, and engaging with others in the community are presented as effective approaches. Maslow's hierarchy of needs is referenced, with self-actualization at the top level. Interviews with students at Marylhurst University suggest creating a sense of community, being present in conversations, and educating oneself in one's passions can support self-actualized learning.
Leadership requires setting a positive example through one's appearance, actions, and treatment of others. Effective leaders demonstrate traits like loyalty, courage, honor, honesty, and optimism. They make decisions through good judgment, show concern for their people, and inspire confidence through their competence and can-do attitude.
This document discusses different leadership styles for managing teams effectively. It identifies four situational leadership styles: directing, coaching, supporting, and delegating. The directing style involves close supervision, one-way communication, and the leader defining tasks. Coaching still involves the leader defining roles but seeks input from followers. Supporting facilitates follower decision-making and control. Delegating gives followers most control over decisions but the leader remains involved. No single style works in isolation - effective leaders apply the right blend based on follower personality and tasks to maximize contribution and setup high-performing teams.
Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic needs like physical survival and safety before moving on to social, esteem, and self-actualization needs. Self-actualization involves fulfilling one's potential and achieving a sense of accomplishment. While influential, Maslow's theory has been criticized for oversimplifying human motivation and lacking evidence that needs must be fulfilled sequentially as proposed. Overall, the theory suggests that self-actualized people are problem-focused, accept reality and themselves, act autonomously, and pursue creativity and fulfilling their potential.
Maslow's hierarchy of needs is a theory that human motivation is based on a five-tier model of physiological needs, safety needs, love and belonging, esteem, and self-actualization. Lower needs must be satisfied before progressing to meet higher needs. The model has been applied to understand workplace motivation, where satisfying lower level needs around pay, security, and social belonging are important before employees seek fulfillment of esteem and growth needs through challenging work and development opportunities. Criticisms of the theory include that the hierarchy is not strictly followed and needs are more interdependent than presented.
Maslow's hierarchy of needs theory proposes that people are motivated to fulfill basic needs like physiological needs (food, water) and safety needs before pursuing higher level needs. The hierarchy consists of five general categories of needs: physiological needs, safety needs, social needs, esteem needs, and self-actualization needs. Lower level needs must be at least partially satisfied before higher level needs can motivate behavior. The theory suggests needs interact and overlap, with each higher level emerging as lower levels are met.
Maturity and moral dev. power point for uploadingideguzman
The document discusses seven dimensions of maturity: 1) extension of interests beyond family and peer groups, 2) relating warmly with others through intimacy, 3) emotional security and acceptance, 4) realistic perception of reality, 5) possession of skills and competence, 6) knowledge of self, and 7) establishing a unifying philosophy of life. Kohlberg's stages of moral development include pre-conventional, conventional, and post-conventional levels characterized by obedience, maintaining social order, and individual principles, respectively.
This document discusses organizational culture and conflict. It defines organizational culture as the shared assumptions that guide behavior in organizations. It identifies several key characteristics of organizational culture, including individual autonomy, structure, management support, and performance reward systems.
The document also defines conflict as a state of discord caused by opposing needs, values, or interests. It describes the five stages of the conflict process: potential opposition, cognition and personalization, intentions, behavior, and outcomes. It identifies several methods for resolving conflicts, including competing, collaborating, avoiding, accommodating, and compromising. These methods represent different levels of cooperativeness and assertiveness in satisfying one's own and others' concerns.
The document discusses Stephen Covey's book "The Seven Habits of Highly Effective People". It outlines the seven habits that effective people possess, which include being proactive, beginning with the end in mind, putting first things first, thinking win-win, seeking first to understand then to be understood, synergizing, and sharpening the saw. It contrasts these habits with those of ineffective people. The document also discusses principles that the seven habits are based on and frameworks like the Circle of Influence, Pyramid of Influence, and the four unique human endowments of self-awareness, conscience, imagination, and willpower.
This document discusses leadership styles and situational leadership. It begins by differentiating between leadership, which is influencing people, and management, which is using resources. It describes how building good leadership skills takes training and practice. Situational leadership is then introduced as adapting one's style to the environment and people's readiness. There are four leadership styles - telling, selling, participating, and delegating - which vary based on their task and relationship orientation. An effective leader adapts their style to best suit the situation and individuals.
Change and knowledge management ppt @ bec doms mbaBabasab Patil
Change is inevitable and necessary for organizations to adapt and survive. There are many causes of change, both internal and external to an organization, and many levels on which change occurs from the individual to the team to the wider system. Successfully implementing change requires leadership, establishing a sense of urgency, communicating a clear vision, and empowering employees. Individuals and organizations may resist change due to factors like habit, fear of the unknown, and threats to established power structures or resource allocations. Overcoming resistance involves education, participation, support, and other tactics. Personal change involves self-awareness, self-analysis, developing self-esteem and efficacy, and going through phases like discovery, clearing, and programming. Tools like the Myers
There are many methods used to motivate the teams. However, you may still hear some complaints. Are the right motivational tools being used? Let’s apply Maslow’s hierarchy of needs to lean deployment and see what can be done.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "What Is Personality?".
McClelland's Needs Theory identifies three important needs that motivate behavior: the need for power, the need for affiliation, and the need for achievement. The need for power involves influencing and controlling others, while the need for affiliation centers around developing social relationships and avoiding rejection. The need for achievement involves taking moderate or calculated risks to achieve goals and overcome obstacles. McClelland determined that these needs are learned over time based on life experiences rather than innate, and they influence the types of situations and roles that motivate different people.
This chapter discusses theories of motivation across cultures. It examines Maslow's hierarchy of needs theory and how research has found both universal aspects of motivation as well as cultural differences in what motivates employees. For example, Asian cultures may prioritize belonging and societal needs over self-actualization. The chapter also reviews Herzberg's two-factor theory and how different occupational groups prioritize factors like esteem, security and self-actualization needs differently based on their job level and culture. Understanding these motivation theories can help managers motivate diverse, global workforces.
This document discusses theories of personality and self-concept and how they affect consumption patterns. It covers Freudian theory which views personality as consisting of the id, ego, and super-ego. Trait theory measures specific psychological traits. Self-concept includes the actual self and ideal self. People seek products that reinforce their self-image or help achieve their ideal self. Lifestyle reflects one's self-concept and influences buying habits.
This document discusses factors that contribute to the development of leadership skills. It summarizes that leadership is complex and influenced by a variety of variables, including personal traits, drives for power, training, experience, intelligence, competence, power, circumstances, and the needs of followers. The document then examines specific leadership traits, leadership drives, the debate around whether leaders are born versus made, formative experiences that shape leaders, the importance of both experience and training, different sources of power for leaders, and factors that enable charismatic leadership.
- Maslow's hierarchy of needs proposes that humans have five categories of needs: physiological, safety, love and belonging, esteem, and self-actualization. Physiological needs are basic survival needs like food and water. Safety needs include security and stability. Love and belonging needs involve human relationships and connections. Esteem needs encompass respect, status, and self-respect. Self-actualization refers to achieving one's full potential.
- Murray identified primary needs based on biology and secondary psychological needs like nurturance and achievement. He categorized 24 specific needs including ambition, power, affection, and information seeking.
- McClelland identified three learned needs that motivate human behavior: need for achievement (wanting to succeed
Ms. Rejani Chandran, an HR consultant, provides suggestions to Mr. Suresh Kumar, VP of HR at a financial services company, on how to create an environment that increases job satisfaction. She recommends providing responsibility and autonomy to employees, showing them respect, rewarding and recognizing good work, developing their skills, and obtaining feedback to evaluate and measure job satisfaction. She also emphasizes the importance of employee engagement and developing a positive work environment.
The document discusses several theories of personality development across adulthood, including dispositional traits, personal concerns, and qualitative stages. It describes Jung's emphasis on balancing aspects of personality and introducing the concept of a midlife crisis. Erikson's stages of psychosocial development are outlined, moving from issues of trust and autonomy in early adulthood to intimacy, generativity, and integrity in late adulthood. Extensions of Erikson's theory by Logan and Slater expand on themes of generativity versus stagnation in midlife.
This document discusses self-esteem and its various components and characteristics. It defines self-esteem as having three meanings: global self-esteem referring to one's overall feelings of self-worth, self-evaluations of one's specific abilities, and momentary feelings of self-worth from experiences. High self-esteem is associated with having a clearly defined sense of self while low self-esteem can lead to self-concept confusion. Experiences of failure negatively impact low self-esteem more than high self-esteem. Self-esteem also influences self-handicapping tendencies and is shaped by both individual and sociological factors.
Bs 101 module 1 - big 5 factors - notesTamojit Das
The document discusses the Big Five personality factors model. It describes how the factors - Extraversion, Agreeableness, Conscientiousness, Neuroticism, and Openness - were determined based on the work of several researchers who analyzed trait taxonomies. Each factor is a continuum and is described in terms of related thoughts, feelings, and behaviors. The factors can predict behaviors and relate to different types of motivation based on where someone falls on each continuum.
SOFT SKILLS WORLD takes pleasure in introducing itself as an experienced and competent conglomeration with more than 300 Training & Development professionals. This team represents key functional domains across industries.
We sincerely look forward to joining hands with your esteemed organization in our endeavour to create a mutually satisfying win-win proposition per se Organization Development interventions.
May we request you to visit us at http://www.softskillsworld.com/to have a glimpse of the bouquet of our offers .We have partnered with the best & promise you an excellent organizational capability building.
We firmly believe Hard Skills alone are not sufficient enough to enhance business success. Aligned with high performance organizational culture and given the right direction, Soft Skills is the best recipe for business success.
It is about motivation and different theories. it highlights why extrinsic motivation will not work in the long run and the leaders have to find ways to inspire the team.
El documento presenta una introducción al resumen automático de documentos. Explica en 1-2 oraciones los pasos básicos para generar un resumen: 1) analizar el contenido y la estructura del documento original, 2) identificar las ideas y conceptos clave, 3) generar un nuevo texto con la información fundamental expresada en menos palabras.
The document discusses different types of grammatical errors: comma splices, run-on sentences, non-parallel structure, and sentence fragments. It provides examples of each error and explains how to correct them, such as using semicolons, coordinating conjunctions, or breaking sentences into separate clauses. Common corrections for run-on sentences and comma splices involve punctuation changes or breaking the sentences into two independent clauses. Non-parallel structure can be fixed by making all parts of a comparison use the same grammatical form. Sentence fragments lack an independent clause so cannot stand alone as a complete thought.
2012 election results Anderson high schoolJOhnmeis
Barack Obama won re-election in 2012 by earning 332 electoral votes and 62.6 million popular votes, compared to Mitt Romney's 206 electoral votes and 59.1 million popular votes. Voter turnout was low across the country, with Hawaii, West Virginia, New York, Oklahoma and Texas setting records. Republicans gained some governorships but Democrats still held the majority. Control of the House and Senate remained unchanged. Ohio, Iowa, Wisconsin, Nevada, New Hampshire and Virginia voted Democratic while Colorado, North Carolina and Florida voted Republican.
This document discusses divorce rates and causes. It reports that divorce rates are highest for those who marry youngest, at under 18 (59% divorce rate) and between 20-25 (60% divorce rate). Common causes of divorce mentioned are infidelity, lack of affection, poor communication, and financial problems. It also discusses the effects of parental divorce on children's future marriages, finding higher risks of divorce if they or their spouse experienced parental divorce. Statistics are presented on divorce rates in some Arab countries as well, with some having a divorce every 6 minutes and official rates ranging from 30-35% annually.
Maturity and moral dev. power point for uploadingideguzman
The document discusses seven dimensions of maturity: 1) extension of interests beyond family and peer groups, 2) relating warmly with others through intimacy, 3) emotional security and acceptance, 4) realistic perception of reality, 5) possession of skills and competence, 6) knowledge of self, and 7) establishing a unifying philosophy of life. Kohlberg's stages of moral development include pre-conventional, conventional, and post-conventional levels characterized by obedience, maintaining social order, and individual principles, respectively.
This document discusses organizational culture and conflict. It defines organizational culture as the shared assumptions that guide behavior in organizations. It identifies several key characteristics of organizational culture, including individual autonomy, structure, management support, and performance reward systems.
The document also defines conflict as a state of discord caused by opposing needs, values, or interests. It describes the five stages of the conflict process: potential opposition, cognition and personalization, intentions, behavior, and outcomes. It identifies several methods for resolving conflicts, including competing, collaborating, avoiding, accommodating, and compromising. These methods represent different levels of cooperativeness and assertiveness in satisfying one's own and others' concerns.
The document discusses Stephen Covey's book "The Seven Habits of Highly Effective People". It outlines the seven habits that effective people possess, which include being proactive, beginning with the end in mind, putting first things first, thinking win-win, seeking first to understand then to be understood, synergizing, and sharpening the saw. It contrasts these habits with those of ineffective people. The document also discusses principles that the seven habits are based on and frameworks like the Circle of Influence, Pyramid of Influence, and the four unique human endowments of self-awareness, conscience, imagination, and willpower.
This document discusses leadership styles and situational leadership. It begins by differentiating between leadership, which is influencing people, and management, which is using resources. It describes how building good leadership skills takes training and practice. Situational leadership is then introduced as adapting one's style to the environment and people's readiness. There are four leadership styles - telling, selling, participating, and delegating - which vary based on their task and relationship orientation. An effective leader adapts their style to best suit the situation and individuals.
Change and knowledge management ppt @ bec doms mbaBabasab Patil
Change is inevitable and necessary for organizations to adapt and survive. There are many causes of change, both internal and external to an organization, and many levels on which change occurs from the individual to the team to the wider system. Successfully implementing change requires leadership, establishing a sense of urgency, communicating a clear vision, and empowering employees. Individuals and organizations may resist change due to factors like habit, fear of the unknown, and threats to established power structures or resource allocations. Overcoming resistance involves education, participation, support, and other tactics. Personal change involves self-awareness, self-analysis, developing self-esteem and efficacy, and going through phases like discovery, clearing, and programming. Tools like the Myers
There are many methods used to motivate the teams. However, you may still hear some complaints. Are the right motivational tools being used? Let’s apply Maslow’s hierarchy of needs to lean deployment and see what can be done.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "What Is Personality?".
McClelland's Needs Theory identifies three important needs that motivate behavior: the need for power, the need for affiliation, and the need for achievement. The need for power involves influencing and controlling others, while the need for affiliation centers around developing social relationships and avoiding rejection. The need for achievement involves taking moderate or calculated risks to achieve goals and overcome obstacles. McClelland determined that these needs are learned over time based on life experiences rather than innate, and they influence the types of situations and roles that motivate different people.
This chapter discusses theories of motivation across cultures. It examines Maslow's hierarchy of needs theory and how research has found both universal aspects of motivation as well as cultural differences in what motivates employees. For example, Asian cultures may prioritize belonging and societal needs over self-actualization. The chapter also reviews Herzberg's two-factor theory and how different occupational groups prioritize factors like esteem, security and self-actualization needs differently based on their job level and culture. Understanding these motivation theories can help managers motivate diverse, global workforces.
This document discusses theories of personality and self-concept and how they affect consumption patterns. It covers Freudian theory which views personality as consisting of the id, ego, and super-ego. Trait theory measures specific psychological traits. Self-concept includes the actual self and ideal self. People seek products that reinforce their self-image or help achieve their ideal self. Lifestyle reflects one's self-concept and influences buying habits.
This document discusses factors that contribute to the development of leadership skills. It summarizes that leadership is complex and influenced by a variety of variables, including personal traits, drives for power, training, experience, intelligence, competence, power, circumstances, and the needs of followers. The document then examines specific leadership traits, leadership drives, the debate around whether leaders are born versus made, formative experiences that shape leaders, the importance of both experience and training, different sources of power for leaders, and factors that enable charismatic leadership.
- Maslow's hierarchy of needs proposes that humans have five categories of needs: physiological, safety, love and belonging, esteem, and self-actualization. Physiological needs are basic survival needs like food and water. Safety needs include security and stability. Love and belonging needs involve human relationships and connections. Esteem needs encompass respect, status, and self-respect. Self-actualization refers to achieving one's full potential.
- Murray identified primary needs based on biology and secondary psychological needs like nurturance and achievement. He categorized 24 specific needs including ambition, power, affection, and information seeking.
- McClelland identified three learned needs that motivate human behavior: need for achievement (wanting to succeed
Ms. Rejani Chandran, an HR consultant, provides suggestions to Mr. Suresh Kumar, VP of HR at a financial services company, on how to create an environment that increases job satisfaction. She recommends providing responsibility and autonomy to employees, showing them respect, rewarding and recognizing good work, developing their skills, and obtaining feedback to evaluate and measure job satisfaction. She also emphasizes the importance of employee engagement and developing a positive work environment.
The document discusses several theories of personality development across adulthood, including dispositional traits, personal concerns, and qualitative stages. It describes Jung's emphasis on balancing aspects of personality and introducing the concept of a midlife crisis. Erikson's stages of psychosocial development are outlined, moving from issues of trust and autonomy in early adulthood to intimacy, generativity, and integrity in late adulthood. Extensions of Erikson's theory by Logan and Slater expand on themes of generativity versus stagnation in midlife.
This document discusses self-esteem and its various components and characteristics. It defines self-esteem as having three meanings: global self-esteem referring to one's overall feelings of self-worth, self-evaluations of one's specific abilities, and momentary feelings of self-worth from experiences. High self-esteem is associated with having a clearly defined sense of self while low self-esteem can lead to self-concept confusion. Experiences of failure negatively impact low self-esteem more than high self-esteem. Self-esteem also influences self-handicapping tendencies and is shaped by both individual and sociological factors.
Bs 101 module 1 - big 5 factors - notesTamojit Das
The document discusses the Big Five personality factors model. It describes how the factors - Extraversion, Agreeableness, Conscientiousness, Neuroticism, and Openness - were determined based on the work of several researchers who analyzed trait taxonomies. Each factor is a continuum and is described in terms of related thoughts, feelings, and behaviors. The factors can predict behaviors and relate to different types of motivation based on where someone falls on each continuum.
SOFT SKILLS WORLD takes pleasure in introducing itself as an experienced and competent conglomeration with more than 300 Training & Development professionals. This team represents key functional domains across industries.
We sincerely look forward to joining hands with your esteemed organization in our endeavour to create a mutually satisfying win-win proposition per se Organization Development interventions.
May we request you to visit us at http://www.softskillsworld.com/to have a glimpse of the bouquet of our offers .We have partnered with the best & promise you an excellent organizational capability building.
We firmly believe Hard Skills alone are not sufficient enough to enhance business success. Aligned with high performance organizational culture and given the right direction, Soft Skills is the best recipe for business success.
It is about motivation and different theories. it highlights why extrinsic motivation will not work in the long run and the leaders have to find ways to inspire the team.
El documento presenta una introducción al resumen automático de documentos. Explica en 1-2 oraciones los pasos básicos para generar un resumen: 1) analizar el contenido y la estructura del documento original, 2) identificar las ideas y conceptos clave, 3) generar un nuevo texto con la información fundamental expresada en menos palabras.
The document discusses different types of grammatical errors: comma splices, run-on sentences, non-parallel structure, and sentence fragments. It provides examples of each error and explains how to correct them, such as using semicolons, coordinating conjunctions, or breaking sentences into separate clauses. Common corrections for run-on sentences and comma splices involve punctuation changes or breaking the sentences into two independent clauses. Non-parallel structure can be fixed by making all parts of a comparison use the same grammatical form. Sentence fragments lack an independent clause so cannot stand alone as a complete thought.
2012 election results Anderson high schoolJOhnmeis
Barack Obama won re-election in 2012 by earning 332 electoral votes and 62.6 million popular votes, compared to Mitt Romney's 206 electoral votes and 59.1 million popular votes. Voter turnout was low across the country, with Hawaii, West Virginia, New York, Oklahoma and Texas setting records. Republicans gained some governorships but Democrats still held the majority. Control of the House and Senate remained unchanged. Ohio, Iowa, Wisconsin, Nevada, New Hampshire and Virginia voted Democratic while Colorado, North Carolina and Florida voted Republican.
This document discusses divorce rates and causes. It reports that divorce rates are highest for those who marry youngest, at under 18 (59% divorce rate) and between 20-25 (60% divorce rate). Common causes of divorce mentioned are infidelity, lack of affection, poor communication, and financial problems. It also discusses the effects of parental divorce on children's future marriages, finding higher risks of divorce if they or their spouse experienced parental divorce. Statistics are presented on divorce rates in some Arab countries as well, with some having a divorce every 6 minutes and official rates ranging from 30-35% annually.
The document discusses various types of grammatical errors involving sentence structure - comma splices, sentence fragments, nonparallel structure, and run-on sentences. It provides examples of incorrect sentences for each type of error and explains how to fix each one, such as by replacing commas with semicolons, dividing sentences, adding subjects or verbs, balancing structure, and separating clauses.
The document provides information on various punctuation marks including periods, commas, question marks, exclamation marks, colons, semicolons, hyphens, dashes, parentheses, brackets, ellipses, apostrophes and quotation marks. It explains the main uses of each punctuation mark and provides examples of proper usage. Common mistakes involving certain punctuation marks are also highlighted.
This document provides examples and definitions of common English idioms, including "let the cat out of the bag", "get/have a frog in your throat", "play a cat and mouse game", "the apple of somebody's eye", "penny for your thoughts", "be barking up the wrong tree", and "curiosity killed the cat". It notes that idioms can help improve language skills and familiarity with culture, but should be used appropriately depending on the context. Learning idioms through dictionaries, videos, and practice can aid further study.
The document discusses several common types of sentence errors: comma splices, run-on sentences, non-parallel structure, and sentence fragments. It provides examples of each error type and the corrections. For instance, comma splices incorrectly join two independent clauses with a comma instead of using a period or conjunction. The corrections separate the clauses into two complete sentences.
The document provides guidelines for using various punctuation marks in writing, including:
- Question marks should be used at the end of direct questions but not indirect questions.
- Quotation marks should be used to set off quoted or spoken language as well as titles of short works.
- Exclamation points are used for emphatic declarations and commands, as well as with interjections and sounds.
- Ellipses indicate pauses or omitted text within quotes.
- Periods end statements and commands, as well as abbreviations.
- Colons introduce lists, explanations, quotations, and salutations in letters.
- Slashes indicate choices between words.
1) The document discusses four common types of sentential errors in writing: comma splices, run-on sentences, non-parallel sentences, and sentence fragments.
2) A comma splice incorrectly uses only a comma to join two independent clauses, while a run-on sentence incorrectly combines two or more sentences without proper punctuation or conjunctions.
3) Non-parallel sentences disrupt the balanced structure of items in a list, mixing forms like gerunds and verbs.
4) Sentence fragments are incomplete sentences that are missing elements like subjects and verbs. They can confuse readers and should be avoided.
The document discusses common types of sentence errors: comma splices, run-on sentences, and sentence fragments. It defines each type of error and provides examples. It then describes six ways to fix comma splices and run-on sentences, which involve using transitional expressions, conjunctions, semicolons, separating clauses into sentences, changing clauses, and transforming clauses. It also defines and provides examples of sentence fragments like dependent clause fragments and how to fix them.
This document discusses common types of sentence errors: sentence fragments, run-on sentences, comma splices, and non-parallel structure. It provides examples of each type of error and the corrections. For each error type, 10 examples are given showing the incorrect sentence and the corrected version. Guidelines for identifying and correcting the different sentence errors are also outlined.
This document discusses coordinating conjunctions, subordinating conjunctions, and transitions. It provides examples of how to use coordinating conjunctions like "and" and "but" to join two main clauses with equal emphasis. Subordinating conjunctions emphasize the main clause more and can join a main clause with a subordinate clause. Transition phrases make separate sentences and use punctuation like commas and full stops between sentences.
This summary outlines key information provided in a scholarship workshop document:
The workshop discusses considerations for studying abroad such as budgeting, program types and locations. It provides examples of budget comparisons for different locations and program types. Various types of scholarships are covered, including academic, need-based, location-based and diversity scholarships. Specific NDSU and major external scholarships are highlighted. The document concludes with tips for strong scholarship applications, such as starting early, requesting letters of recommendation, ordering transcripts, writing effective essays, and submitting applications before deadlines.
This document provides a detailed summary of the plot and main characters of Jane Austen's famous novel Pride and Prejudice. It describes the central romance between Elizabeth Bennet and Fitzwilliam Darcy, outlining how their initial pride and prejudice towards each other gives way to love. It also introduces the novel's themes of social class, morality, and upbringing. Numerous other characters are described, including Elizabeth's family members and friends as well as Darcy's acquaintances. Context is provided about the novel's publication history and style of narrative.
Client Management - Trust: Clients vs. AgenciesJason Devolta
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
The document discusses advocating for men ages 25-34 and how MTV2 can become their best friend. It notes that this age group aspires to authenticity and sees experience as the best source of advice. Research indicates that MTV2 is currently seen as just an acquaintance rather than a best friend, but it could become an advocate by addressing content areas of interest like careers, finance, and lifestyle as this age group matures. The goal is for MTV2 to both entertain fantasies and stimulate potential to better serve men ages 25-34.
Maslow's hierarchy of needs w.r.t project managementHamna Shahzad
1. Abraham Maslow was a Psychology Professor at Alliant International University, Brandeis University, Brooklyn College, New School for Social Research, and Columbia University.
2. He created Maslow's hierarchy of needs- Theory of psychological health that fulfill Human needs.
3. His main focus - Positive qualities in people.
4. What Hierarchy of Needs says? - People are motivated to fulfill basic needs before moving on to other, more advanced needs - This hierarchy looks like pyramid.
5. The project management team’s needs are focused on.
6. Project Management: The application of knowledge, skills, tools, and techniques to project activities to meet the project requirements.
6.1 Project Management Team: The members of the project team who are directly involved in project management activities.
6.2 Project Manager: The person assigned by the performing organization to lead the team that is responsible for achieving the project objectives.
7. Maslow wrote his theory for individual needs and the teams are consisting of many individuals working cooperatively. In order to motivate the team, project managers should know their needs. Project managers should know that "a satisfied need is not a motivator."
Thanks and Regards
Hamna Shahzad
The document discusses Maslow's hierarchy of needs, which organizes human needs into five categories from basic physiological needs to more advanced needs for esteem and self-actualization. It provides examples of each need category including physiological needs for food and water, safety needs for security and stability, social needs for love and acceptance, esteem needs for confidence and respect, and self-actualization needs for reaching one's full potential. The document also notes some criticisms of Maslow's theory including that the needs may not always be present or follow a definite hierarchy and that need priorities can differ across cultures.
Maslow's hierarchy of needs is a theory of motivation that proposes humans have five basic needs in a hierarchy: physiological needs, safety needs, love and belonging needs, esteem needs, and self-actualization needs. The theory states lower level needs must be satisfied before higher level needs can be pursued. Physiological needs include food, water, shelter, and sleep. Safety needs include security and stability. Love and belonging needs involve relationships, friendships, and intimacy. Esteem needs encompass respect, status, and achievement. Self-actualization refers to achieving one's full potential and creativity. The hierarchy suggests motivation is dependent on unsatisfied needs, and management can apply this by addressing different needs levels.
Maslow's hierarchy of needs is a motivational theory in psychology comprising a five-tier model of human needs, often depicted as hierarchical levels within a pyramid. ... From the bottom of the hierarchy upwards, the needs are: physiological, safety, love and belonging, esteem, and self-actualization.
The document summarizes Maslow's hierarchy of needs theory, which proposes that people are motivated to fulfill basic needs before moving on to other needs. It outlines the five levels of needs - physiological, safety, social, esteem, and self-actualization. It then asks questions about illustrating the hierarchy, its limitations and disadvantages, what ages it applies to, and how to achieve love and belongingness according to the theory.
This document provides an overview of Abraham Maslow's hierarchy of needs theory. It explains that Maslow proposed humans have five levels of needs: physiological, safety, social/emotional, esteem, and self-actualization. The lower level needs must be satisfied before moving up the hierarchy to higher level needs. The theory is used in psychology and management to understand human motivation and how to satisfy employee needs. However, it has limitations as individual needs may not always follow this strict hierarchy.
Human needs are considered in hierarchy and often described by Maslow's theory. Here, the concept has been modified and it is observed that additional needs are created once one reaches at higher level of needs, hence additional lower level needs becomes unsatisfied needs and are to be satisfied to satisfy higher order of higher level needs. Motivation depends upon the level and order of needs.
Maslow's hierarchy of needs is a theory proposing that human motivation is based on humans seeking fulfillment of basic needs in priority order. Physiological needs like food and shelter must be met before safety, love, esteem and self-actualization. Maslow studied exemplary people and proposed characteristics of self-actualized individuals able to fulfill their potential, like being problem-centered rather than self-centered. However, few fully achieve self-actualization.
This document discusses motivation and Maslow's hierarchy of needs. It defines motivation and explains its importance in achieving organizational goals and improving employee performance. It then provides an overview of Abraham Maslow and his hierarchy of needs theory, which proposes that people are motivated to fulfill basic needs first, and later move on to social, esteem, and self-actualization needs. The hierarchy includes physiological, safety, social, esteem, and self-actualization needs. The document also notes some criticisms of Maslow's theory.
principles and practices of management.pptxAshuRai33
This document summarizes Abraham Maslow's hierarchy of needs theory and Douglas McGregor's Theory X and Theory Y. Maslow's hierarchy suggests that people are motivated to fulfill basic physiological and safety needs before moving on to more advanced social, esteem, and self-actualization needs. McGregor's Theory X assumes employees dislike work while Theory Y assumes employees find purpose and meaning in their work. The document contrasts the authoritarian management style associated with Theory X and the participative style associated with Theory Y.
The document discusses two theories of motivation: Maslow's hierarchy of needs theory and McClelland's theory of need achievement. Maslow's theory proposes that people are motivated to fulfill basic physiological needs first, and then progress up a pyramid to fulfill safety, social, esteem, and self-actualization needs. McClelland identified three core motivators: need for achievement, affiliation, and power, with people having different characteristics depending on their dominant motivator. The document provides examples of how marketers appeal to different needs in their campaigns.
Maslow's hierarchy of human needs is a theory that proposes humans have five categories of needs that motivate behavior. The needs range from basic physiological needs like food and shelter to more advanced needs like esteem and self-actualization. The theory suggests lower level needs must be satisfied before higher level needs can motivate behavior. The hierarchy is often depicted as a pyramid with physiological needs at the base and self-actualization at the top. Maslow's theory is still relevant for understanding human motivation but has limitations as needs may not always follow a strict hierarchy and vary between individuals.
Abraham Maslow was an American psychologist who developed Maslow's hierarchy of needs, which identifies physiological needs, safety needs, love and belonging, esteem, and self-actualization as important human motivations. Maslow was born in 1908 in Brooklyn, New York and studied law and psychology. His hierarchy of needs theory proposes that people are motivated to fulfill basic needs before moving on to other needs. The levels start with physiological needs like food and shelter, then safety, love and belonging, esteem, and ultimately self-actualization. Maslow's theory remains influential in psychology and management theories today.
Leadership requires understanding human behavior and motivating people. [1] Human needs are important for motivation and include basic needs like food, water, shelter as well as psychological needs.[2] Maslow's hierarchy of needs organizes human needs from basic physiological needs to safety, love, esteem, and self-actualization needs.[3] Herzberg identified motivators like recognition and growth that satisfy employees' higher-level needs as well as hygiene factors like working conditions and pay that prevent dissatisfaction.
The document discusses various theories of motivation. It begins by defining motivation and exploring its key elements. It then examines several prominent content theories of motivation, including Maslow's hierarchy of needs, Herzberg's two-factor theory, McGregor's Theory X and Theory Y, and McClelland's learned needs theory. Process theories such as Alderfer's ERG theory are also summarized. The document analyzes each theory, provides examples and implications, and notes some common criticisms of the theories. Overall, the document provides an overview of important motivation theories from a content and process perspective.
The document discusses various theories of motivation including Maslow's hierarchy of needs, McGregor's Theory X and Theory Y, and Herzberg's two-factor theory. Maslow's hierarchy proposes that people are motivated to fulfill basic physiological needs, safety needs, social needs, esteem needs, and self-actualization needs. McGregor's Theory Y suggests that people can find work rewarding and enjoy responsibility under the right conditions. Herzberg's theory distinguishes between motivators like achievement that drive satisfaction and hygiene factors like salary that prevent dissatisfaction.
1. Maslow's theory of motivation proposes that people are motivated to fulfill basic needs like physiological and safety needs, before seeking higher level needs for love, esteem and self-actualization.
2. Herzberg's two-factor theory distinguishes between job factors that cause satisfaction like achievement and recognition, versus factors like company policies that prevent dissatisfaction if present.
3. Both theories aim to explain human motivation and what fulfills different levels of individual needs, though they have limitations like not accounting for individual or situational differences.
The document discusses several theories of motivation in the workplace. It begins by outlining Maslow's hierarchy of needs which proposes that people are motivated to fulfill physiological, safety, social, esteem, and self-actualization needs in that order. It also summarizes Herzberg's two-factor theory that distinguishes between hygiene factors like pay and working conditions that prevent dissatisfaction and motivators like achievement and recognition that encourage motivation. Later, it discusses process theories like Vroom's expectancy theory that motivation depends on expectations of rewards for performance. The document provides an overview of many theories of what drives human motivation and behavior at work.
Physiological needs like food, water, oxygen, temperature regulation, rest, and elimination are the most basic human requirements for survival. Maslow's hierarchy of needs proposes that higher-level needs like belonging, esteem, and self-actualization are only pursued once more basic needs are met. The document outlines Maslow's five-tier model and defines the nine basic human needs of security, adventure, freedom, exchange, power, expansion, acceptance, community, and expression.
The humanistic learning theory focuses on the uniqueness of each individual and their desire to grow positively. It emphasizes spontaneity, feelings, emotions, and individual choice. Motivation comes from personal needs and a desire for growth. Learning is facilitated by curiosity, positive self-concept, and freedom. Key proponents were Abraham Maslow and his hierarchy of needs (physiological, safety, love, esteem, self-actualization), and Carl Rogers's view of unconditional positive self-regard and the teacher as a facilitator. The goal is to foster curiosity, enthusiasm, initiative, and responsibility.
1. BMP #2
Psychology, Development & Motivation:
Maslow's Hierarchy
No part of this document may be reproduced or transmitted in any form or by any means, or stored in any retrieval system of any nature
without the prior written permission of Life’s Too Good, except for permitted fair dealing under the Copyright, Designs and Patents Act
1988. Application for permission for other use of this material should be made to Life’s Too Good (viahttp://lifestoogood.net/contact-us/).
2. Executive Summary
This page shows a snapshot of what this model is for and how it rates in terms
of Efficiency (is it quick and easy to implement?), Effectiveness (does it get the
desired results?) and Difficulty (how easy the model is to understand?)
Subject Area: Psychology, Development & Motivation
Efficiency:
Effectiveness:
Difficulty:
Abstract: A simple and elegant model for
understanding many aspects of human
motivation, applicable to many areas of
life, and certainly to business. This
model should be used conceptually
rather than being seen as a practical
tool (as there are exceptions).
Life’s Too Good, 2012. All rights reserved. –2– 12/04/12
3. Contents
This slide pack contains a high level overview of Tuckman’s Stages of Group
Development Model along with brief notes on application and observations
1 Introduction
2 Maslow's Hierarchy
3 'Meta-Motivation' & 'Being-Needs'
4 The 5 Levels of Needs
5 Application of the Model
6 Questions & Actions
Life’s Too Good, 2012. All rights reserved. –3– 12/04/12
4. Introduction
•
First proposed by Abraham Maslow in 1943
•
Fully expressed in his book “Motivation and Personality” in 1954
•
The Hierarchy of Needs concerns levels of human growth we move through
•
The most fundamental and basic 4 layers Maslow called "deficiency needs"
or "d-needs": esteem, friendship and love, security, and physical needs.
•
Apart from physiological (level 1) needs, if "deficiency needs" are not met,
the body gives no physical indication but the individual feels anxious and
tense.
•
Maslow's theory suggests that the most basic level of needs must be met
before the individual will strongly desire (or focus motivation upon) the
secondary or higher level needs.
Life’s Too Good, 2012. All rights reserved. –4– 12/04/12
6. 'Meta-Motivation' & 'Being-Needs'
•
Metamotivated people are driven by B-needs (Being Needs, level 5), instead
of deficiency needs (D-Needs, levels 1-4).
•
The human mind and brain are complex and have parallel processes running
at the same time, so many different motivations from different levels of
Maslow's pyramid usually occur at the same time.
•
Maslow was clear about speaking of these levels and their satisfaction in
terms such as "relative" and "general" and "primarily", and says that the
human organism is "dominated" by a certain need, rather than saying that
the individual is "only" focused on a certain need at any given time.
•
Maslow acknowledges that many different levels of motivation are likely to be
going on in a human all at once.
•
The hierarchy is intended to identify the basic types of motivations, and the
order that they generally progress as lower needs are reasonably well met.
Life’s Too Good, 2012. All rights reserved. –6– 12/04/12
7. The 5 Levels: Level 1 - Physiological
•
These at the most basic level are requirements for human survival.
•
If these requirements are not met, the human body simply cannot continue
to function.
•
Air, water, and food are metabolic requirements for survival in all animals,
including humans.
•
Clothing and shelter provide necessary protection from the elements.
Life’s Too Good, 2012. All rights reserved. –7– 12/04/12
8. The 5 Levels: Level 2 – Safety
•
With their physical needs relatively satisfied, the individual's safety needs
take precedence and dominate behavior.
•
In the absence of physical safety – due to war, natural disaster, violence,
abuse, etc. – people experience stress.
•
In the absence of economic safety – due to economic crisis and lack of work
opportunities – people look for job security, grievance procedures, savings
accounts, insurance policies...
•
Safety and Security needs include: Personal security, Financial security,
Health and well-being, Safety net against accidents/illness
Life’s Too Good, 2012. All rights reserved. –8– 12/04/12
9. The 5 Levels: Level 3 – Love/Belonging
•
After physiological and safety needs are fulfilled, the third layer of human
needs are interpersonal and involve feelings of belongingness.
•
The need is especially strong in childhood and can over-ride the need for
safety as witnessed in children who cling to abusive parents.
•
Deficiencies can impact individual's ability to form and maintain emotionally
significant relationships in general.
•
Humans need to feel a sense of belonging and acceptance, whether it
comes from a large social group or small social connections.
•
They need to love and be loved (sexually and non-sexually) by others.
•
In the absence of these elements, many people become susceptible to
loneliness, social anxiety, and clinical depression.
•
This need can overcome the physiological and security needs, depending on
the circumstances; an anorexic, for example, may ignore the need to eat and
the security of health for a feeling of control and belonging.
Life’s Too Good, 2012. All rights reserved. –9– 12/04/12
10. The 5 Levels: Level 4 - Esteem
•
Esteem presents the normal human desire to be accepted and valued by
others.
•
People need to gain recognition and have an activity that provides a sense of
contribution, to feel self-valued, be it in a profession or hobby.
•
Imbalances can result in low self-esteem or an inferiority complex.
•
People with low self-esteem need respect from others.
•
They may seek fame or glory, which again depends on others.
•
Note: many people with low self-esteem will not be able to improve their
view of themselves simply by receiving fame, respect, and glory externally,
but must first accept themselves internally.
•
Psychological imbalances such as depression can also prevent one from
obtaining self-esteem on both levels.
•
Most people have a need for a stable self-respect and self-esteem.
Life’s Too Good, 2012. All rights reserved. – 10 – 12/04/12
11. The 5 Levels: Level 4 – Esteem (continued)
•
Maslow noted two versions of esteem needs, a lower one and a higher one.
●
The lower one is the need for the respect of others, the need for status,
recognition, fame, prestige, and attention.
●
The higher one is the need for self-respect, the need for strength,
competence, mastery, self-confidence, independence and freedom.
•
The latter one ranks higher because it rests more on inner competence won
through experience. Deprivation of these needs can lead to an inferiority
complex, weakness and helplessness.
•
Maslow also states that even though these are examples of how the quest
for knowledge is separate from basic needs he warns that these “two
hierarchies are interrelated rather than sharply separated”.
•
This means that this level of need, as well as the next and highest level, are
not strict, separate levels but closely related to others.
Life’s Too Good, 2012. All rights reserved. – 11 – 12/04/12
12. The 5 Levels: Level 5 - Self-Actualization
•
This level of need pertains to what a person's full potential is and realizing
that potential.
•
Maslow describes this desire as the desire to become more and more what
one is, to become everything that one is capable of becoming.
•
This is a broad definition of the need for self-actualization, but when applied
to individuals the need is specific.
•
For example one individual may have the strong desire to become an ideal
parent, in another it may be expressed athletically, and in another it may be
expressed in painting, pictures, or inventions.
Life’s Too Good, 2012. All rights reserved. – 12 – 12/04/12
13. Application of The Model
More
Complex
Progress Needs
More
Basic
Needs
Life’s Too Good, 2012. All rights reserved. – 13 – 12/04/12
14. Application of the Model – Further Practical Tips
•
Case Studies:
●
The Apple Store
●
Facebook / Social Media
●
The Media
●
Marketing Experts
•
Some Practical Examples:
●
You can't expect someone to want to take a new challenge outside their
comfort zone (level 5) if they don't feel good about themselves (level 4).
●
You can't motivate someone to achieve their sales target (level 4) when
they're having problems with their marriage (level 3).
●
You can't expect someone to work as a team member (level 3) when
they're having their house re-possessed (level 2).
●
You can't expect someone to turn up for work (level 2) if they've got no
clothes (level 1).
Life’s Too Good, 2012. All rights reserved. – 14 – 12/04/12
15. Questions & Actions
•
Are there situations you've been in where your basic needs (levels 1-3) have
gotten in the way of your more complex needs (levels 4-5)?
•
Are there situations where you have had a particular problem which via this
model you can actually see was rooted in a more fundamental problem (e.g.
finding it difficult to concentrate at work because you were moving house,
feeling de-motivated about something when actually you were really hungry...)
•
Do you agree with the model?
•
How can this knowledge (or this discussion) be of benefit to you?
Life’s Too Good, 2012. All rights reserved. – 15 – 12/04/12
16. Life's Too Good Business Model Series
Equipping you with essential business tools, model by model
For more information, visit http://lifestoogood.net/BMP
No part of this document may be reproduced or transmitted in any form or by any means, or stored in any retrieval system of any nature
without the prior written permission of Life’s Too Good, except for permitted fair dealing under the Copyright, Designs and Patents Act
1988. Application for permission for other use of this material should be made to Life’s Too Good (viahttp://lifestoogood.net/contact-us/).