Unlock the secrets to how increasing employee motivation can be your organization’s secret weapon to better performance and decreased HR issues.
Try Greatify: www.greatify.co/signup
Unlock the secrets to how increasing employee motivation can be your organization’s secret weapon to better performance and decreased HR issues.
Try Greatify: www.greatify.co/signup
To understand the drivers of engagement and retention and how to develop and implement a retention strategy
• Aligning retention with an integrated TM framework
• Understanding motivation, engagement, commitment and retention
• customising retention drivers and initiatives
• Diagnostics to test actual drivers and impact of current and future initiatives – interviews, focus groups, surveys, best practice research
• Talent segmentation
• Prioritising initiatives and building a road-map for retention
• Successes and Lessons learnt
What Is Motivation?
Define motivation.
Explain motivation as a need-satisfying process.
Early Theories of Motivation
Describe the five levels in Maslow’s hierarchy and how Maslow’s hierarchy can be used in motivational efforts.
Discuss how Theory X and Theory Y managers approach motivation.
Describe Herzberg’s motivation-hygiene theory.
Explain Herzberg’s views of satisfaction and dissatisfaction.
Employee retention is one of the ‘Global headaches’ of many Organisation as well as Recruiters. Hiring without any expansion is showing the in effectiveness of talent acquisition. There are many internal/external factors which would be adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of employees were leaving the Organisation on a rapid way. Finally I came to know that, we can reduce the attrition on a handsome margin if we looking in to the following very sincerely.
Full recording: http://bit.ly/1mcEgQD
This slideshare shows why our employees are often be distracted and how to get them back on track. By looking at what drives employee engagement, your teams will learn how to "be in the zone" more often.
Motivation involves the biological, emotional, social, and cognitive forces that activate behavior.
A motive is what prompts the person to act in a certain way, or at least develop an inclination for specific behavior
Internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal
To understand the drivers of engagement and retention and how to develop and implement a retention strategy
• Aligning retention with an integrated TM framework
• Understanding motivation, engagement, commitment and retention
• customising retention drivers and initiatives
• Diagnostics to test actual drivers and impact of current and future initiatives – interviews, focus groups, surveys, best practice research
• Talent segmentation
• Prioritising initiatives and building a road-map for retention
• Successes and Lessons learnt
What Is Motivation?
Define motivation.
Explain motivation as a need-satisfying process.
Early Theories of Motivation
Describe the five levels in Maslow’s hierarchy and how Maslow’s hierarchy can be used in motivational efforts.
Discuss how Theory X and Theory Y managers approach motivation.
Describe Herzberg’s motivation-hygiene theory.
Explain Herzberg’s views of satisfaction and dissatisfaction.
Employee retention is one of the ‘Global headaches’ of many Organisation as well as Recruiters. Hiring without any expansion is showing the in effectiveness of talent acquisition. There are many internal/external factors which would be adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of employees were leaving the Organisation on a rapid way. Finally I came to know that, we can reduce the attrition on a handsome margin if we looking in to the following very sincerely.
Full recording: http://bit.ly/1mcEgQD
This slideshare shows why our employees are often be distracted and how to get them back on track. By looking at what drives employee engagement, your teams will learn how to "be in the zone" more often.
Motivation involves the biological, emotional, social, and cognitive forces that activate behavior.
A motive is what prompts the person to act in a certain way, or at least develop an inclination for specific behavior
Internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal
Two important factor of HUMAN RESOURCE MANAGEMENT are Training & Development and Employee Motivation. This PPT focus on Training & Development and Employee Motivation. Best bit activities in Training & Development and Motivation
Motivating the employees is one of the responsibilities of managers and performance of any organization depends on motivation level of employees.This ppt is all about motivating your employees
Source: Introduction to Work and Organizational Psychology: A European Perspective; Nik Chmiel (Editor)
This presentation focuses on "the two main theories of work motivation: content theories and process theories".
Effects of Organizational Climate on Employee Motivation and Organizational C...Sameen Salman
Study on the effects of organizational climate on motivation and commitment of employees. this thesis study uses both primary research and secondary data to conclude the relationship between the variables.
Justification of the study
This study examined the concept of employee motivation as a mean for delivering superior service quality in the hospitality industry as well as other similar industries. This paper provides a framework for managers to use to enhance their understanding of employee motivation and its sources. A successful quest for service quality can be the difference between success and failure for many service organizations. In today’s competitive environment, customers are always looking for better service, more knowledgeable support, faster response time, and lower prices. Service organization that allow their employee productivity standards to deteriorate by not encouraging improvement in the volume and quality of output, will see their customer base dissolve.
Motivated employees will work better in their jobs and do much more to further the bottom-line goals of a company than unmotivated employees. As a manager, experts a position to increase the inspiration of your employees. This fundamental managerial skill training in determination will enable you to become a more efficient manager for yourself, and for your business. You will learn how to handle motivational issues, which will help you gain 100% usefulness of your employees.
Implication of motivational concepts in workplace: A study on selected privat...Masum Hussain
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. We will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
The Three Theories I chose are10.1.3 Acquired Needs TheoryD.docxssusera34210
The Three Theories I chose are:
10.1.3 Acquired Needs Theory
David McClelland offers another motivation theory based on individual needs.
▲ Need for achievement is the desire to do something better or more efficiently,
to solve problems, or to master complex tasks.
▲ Need for power is the desire to control other people, to influence their
behavior, or to be responsible for them.
▲ Need for affiliation is the desire to establish and maintain friendly and
warm relations with other people.
According to McClelland, people acquire or develop these needs over time as a
result of individual life experiences. In addition, each need carries a distinct set
of work preferences. Managers are encouraged to recognize the strength of each
need in themselves and in other people. Attempts can then be made to create
work environments responsive to them.
People high in the need for achievement, for example, like to put their competencies
to work, they take moderate risks in competitive situations, and they
are willing to work alone. As a result, the work preferences of high-need achievers
include individual responsibility for results, achievable but challenging goals,
and feedback on performance.
10.2.2 Expectancy Theory
Victor Vroom’s expectancy theory of motivation asks a central question: What
determines the willingness of an individual to work hard at tasks important to
the organization?
Expectancy theory suggests that “people will do what they can do when they
want to do it.” More specifically, Vroom suggests that the motivation to work
depends on the relationships among the following three factors:
▲ Expectancy: A person’s belief that working hard will result in a desired
level of task performance being achieved.
▲ Instrumentality: A person’s belief that successful performance will be
followed by rewards and other potential outcomes.
▲ Valence: The value a person assigns to the possible rewards and other
work-related outcomes.
Expectancy theory suggests that motivation (M), expectancy (E), instrumentality
(I), and valence (V) are related to one another in a multiplication-based equation:
M _ E _ I _ V
In other words, motivation is determined by expectancy times instrumentality
times valence. The multiplier effect has important managerial implications. Mathematically
speaking, a zero at any location on the right side of the equation (for
E, I, or V) results in zero motivation.
For example, a typical assumption is that people will be motivated to work
hard to earn a promotion. But is this necessarily true? If expectancy is low, motivation
will suffer. The person may feel that he or she cannot achieve the performance
level necessary to get promoted. So why try? If instrumentality is low,
motivation will suffer. The person may lack confidence that a high level of task
performance will result in being promoted. So why try? If valence is low, motivation
will suffer. The person may place little value on receiving a promotion. It
simply isn’t much of a reward ...
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NCV 4 Management Practice Hands-On Support Slide Show - Module 6Future Managers
This slide show complements NCV 4 Management Practice Hands-On Training by Bert Eksteen & Anthony Hill, published by Future Managers Pty Ltd. For more information visit our website www.futuremanagers.net
“Motivation is the desire to achieve beyond expectations, being driven by internal rather than external factors, and to be involved in a continuous striving for improvement”. (Torringtonet al., 2008).
Motivation, in the context of work, is a psychological process that results from the interaction between an employee and the work environment and it is characterized by a certain level of willingness. The employees are willing to increase their work effort in order to obtain a specific need or desire that they hold (Beardwell et al., 2003).
According to Arnold et al., (2001), motivation consists of three components:
• direction – what a person is trying to do
• effort – how hard a person is trying
• persistence – how long a person keeps on trying Motivation theory tries to explain why people at work behave the way they do in terms of their efforts and strive for achievement.
Managers can motivate employees through methods such as pay, promotion and praise. Employees can also motivate themselves by seeking work where individual goals, needs and wants will be achieved. These two types of motivation are called intrinsic and ex- trinsic motivation and are more closely described as follows: (Armstrong 1988, p. 109).
Intrinsic motivation refers to the motivation that comes from inside an individual. The motivation is generated trough satisfaction or pleasure that one gets in completing or even working on a task. Factors that influence on intrinsic motivation include responsi- bility, freedom to act, scope to use and develop skills and abilities, interesting work and opportunities for advancement. These motivators, which are concerned with the quality of work life, tend to have a long-term effect since they are inherent in individuals and not imposed from outside. (Armstrong, 2009).
Extrinsic motivation is something that is done to or for people to motivate them. It aris- es from factors outside an individual, such as money, grades, criticism or punishments. These rewards provide satisfaction and pleasure that the task itself might not provide. An extrinsically motivated person might work on a task even when they have little interest in it. This type of motivation usually has an immediate and powerful effect, however it does not tend to last for long. (Armstrong, 2009).
proyecto de business sobre la motivación al empleado, metodologías, anexos, conclusión, introducción, recursos, agradecimiento especial, referencias, propósitos, preguntas, objetivos, hallazgos, portada, ideas centrales, explicación del proyecto
15 interesting dissertation topics on employee motivationChormvirak Moulsem
This bachelor thesis is focused on the relationship between intrinsic and extrinsic motivation and
employee performance. The thesis is a literature research and thus a review by the work of others.
In earlier research on this topic conducted by Vroom (1964) was concluded that a positive
correlation between motivation and performance did not exist. However, later research proved
that it is indeed possible to motivate employees intrinsically and extrinsically to perform well. It
appears that when the organisation provides certain job characteristics, employees can be
motivated to perform well in the organisation. And it also appeared that intrinsic factors have
more effect on the relationship than extrinsic factors.
Is Understanding Employee Psychology the Secret to Boosting Engagement?Kashish Trivedi
Employee psychology is focused on why an employee behaves the way they do while performing their role.
This practice categorizes employee behaviors into predictable patterns. By studying those patterns, managers can effectively deal with both individual employees and entire teams.
Understanding employee psychology is incredibly beneficial to companies as it provides insight into an organization’s greatest asset (their employees). This empowers managers to effectively deal with different employee personality types.
Employee behaviors have been classified and put into predictable patterns understood as employee psychology. In better understanding employee psychology, managers can identify the most effective way to deal with both individual employees and teams of workers.
We provide turnkey packages and create high-quality apps for you at an affordable price and provide you with the complete mobile solution necessary to take your business to the next level. Your app will be fully customized to match your brand, with features that will make your app relevant, engaging, and valuable so your customers will come back to your app again and again.
We provide affordable turnkey packages for small and medium size businesses to jump-start into the mobile wagon. We create high-quality apps for you at an affordable price and provide you with the complete mobile solution necessary to take your business to the next level.
Your app will be fully customized to match your brand, with features that will make your app relevant, engaging, and valuable so your customers will come back to your app again and again.
A Code of Ethics is an attempt to define basic rules, or principles for determining what constitutes "good" or "right" behaviour for the professional designer.
This lesson is based on the book Business Model Generation: A handbook for Visionaries, Game Changers, and Challengers by Author: Alexander Osterwalder and Yves Pigneur
Business Plan Template (Design Thinking Structure) Timothy Chan
This business plan template is structured based on the Multi-Dimensional Thinking (MDT) process. The MDT is a design thinking process conceived by Mark Phooi, CEO of First Media Design School.
Corporate Social Responsibility (CS) is not about charity nor about social business. CSR is strategic business decisions and is about making good business decisions. This lesson explore what is CSR, reason why companies should practice CSR and the 6 core areas of CSR in practice.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
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It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
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What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
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[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
1. Design Management - Business Proposal
Employees Motivation
Prepared by Timothy Chan
Updated 08 May 2013
Version 3.0
2. Reminder
• You have 5 more weeks
• Assessor’s softcopy on 12th June
• Assessments on 17th June
3. 1. Definition of motivation
2. The 3 components of motivation
3. Motivation theories
4. Motivation in practice
Learning Objectives
4. What motivates you to……
Class Activities 1
…. study design?
• List out 3 reasons why you study design
• Share your reasons with the class
• What did you learn from this exercise?
5. What drives you ……
Class Activities 2
…. at work?
• List out 1 most like and 1 most dislike
• about your company or workplace or work
• What did you learn from this exercise?
6. Different people have different
reasons for doing the same thing
What have we learned?
7. Class Activities 3
What motivates these people
to do what they did?
• Watch these videos carefully
• Share your thoughts with the class
• What did you learn from this exercise?
12. • Motivation is defined as the process
that initiates, guides and maintains
goal-oriented behaviours.
Motivation is what causes us to act,
whether it is getting a glass of water to
reduce thirst or reading a book to gain
knowledge.
• It involves the biological, emotional,
social and cognitive forces that
activate behaviour.
In everyday usage, the term motivation
is frequently used to describe why a
person does something.
What is Motivation
13.
14. There are three major
components to motivation:
1. Activation
2. Persistence
3. Intensity
Activation
PersistenceIntensity
The 3 Components
15. The 3 Components
Activation involves the decision to initiate a behaviour,
such as enrolling in computer class.
Persistence is the continued effort toward a goal even
though obstacles may exist, such as taking more computer
courses in order to get a promotion in company although it
requires a significant investment of time, energy and
resources.
Intensity can be seen in the concentration and vigor that
goes into pursuing a goal. For example, one student might
coast by without much effort, while another student will
study regularly, participate in discussions and take
advantage of research opportunities outside of class.
An example….
19. Implications of Maslow’s Theory
(1) Not all employees are driven by the
same needs and
(2) the needs that motivate individuals can
change over time.
Managers should consider which needs
different employees are trying to satisfy and
should structure rewards and other forms of
recognition accordingly.
Question: What implications does Maslow’s
theory have for business managers?
Brainstorming.…
20. Brainstorming.…
Question: Are the needs of gen X,Y,Z the same?
Gen X
born in 60s to 70s
Gen Y
born in 80s to 90s
Gen Z
born after 2000
24. Implications of Herzberg's Theory
Hygiene factors (Not happy factors) Are salaries
reasonable? What about working conditions? Does each
employee have his or her own workspace, or are they
crammed into tiny workrooms? Are they being properly
supervised or are they left on their own to sink or swim?
Motivation factors (Happy factors) Is the work itself
challenging and stimulating? Do employees receive
recognition for jobs well done? Will the work that the
employee does help him or her to advance in the firm?
Question: What implications does Herzberg’s
theory have for business managers?
Brainstorming.…
27. 1. The employee would have to believe that his or her efforts
would result in (that, in other words, there’s a positive link
between effort and performance).
2. The employee would have to be confident that if he or she sold
more than 5 customers in a given month, there would indeed be
a bonus (a positive link between performance and reward).
3. The commission of $500 per customer would have to be of
value to the employee.
You are the manager or boss and let’s say you pay a basic salary of
$1500 a month, plus a $500 commission for each new customers
but must be above 5 new customers a month.
Question: Under what conditions would your sales staff be
motivated to sell more than 5 customers a month?
Brainstorming.…
28. According to expectancy theory, motivation will suffer if the sale
staff believed that he/she is less confident that their efforts will
lead to satisfactory performance.
Question: What if you increase the selling prices, thus making it
harder to sell. How will the sales staff’s motivation be affected?
Brainstorming.…
Question: What if you increase minimum target from 5 new
customers to 20 new customers? How will the sales staff’s
motivation be affected?
According to expectancy theory, motivation will suffer if the sale
staff believed that the new minimum target is too high, that they
are not confident to achieve the new minimum target.
29. Now employees may be less confident that they’ll get commissions
even if they do sell more than 20 new customers.
Motivation will decrease because the link between performance and
reward has been weakened.
Question: What if you introduces a policy that employees get
commissions only if customers don’t cancel services within ninety
days? How will this policy affect motivation?
Brainstorming.…
30. Obviously, the reward would be of less value to the employee and,
again, motivation will suffer.
Question: What will happen if you cut commissions from $500 to
just $100 but the minimum target of 20 remains the same?
Brainstorming.…
Question: What do you learn from the expectancy theory?
Managers should offer rewards that employees value, set
performance levels that they can reach, and ensure a strong link
between performance and reward.
34. Motivation in Practice
1.) The different needs of different individuals
2.) Happy (feel good) and Not Happy (not feel good) factors
3.) How the individual view the value of the rewards
4.) Are goals perceived to be achievable and realistic
5.) The link between performance and rewards
35. Motivation in Practice
How
can I do it?
(Methods)
What
must I do?
(Objectives)
Why
I want to do?
(Purpose)
The most effective method
