Motivation is important for success at work. There are indirect and direct ways to self-motivate. Indirect methods include ensuring good sleep, exercise, and avoiding distractions. Direct methods involve setting SMART goals, creating a sense of accomplishment by crossing off to-do lists, and triggering interests by learning about new products. Having a positive mindset by viewing challenges positively can also boost self-motivation. Celebrating accomplishments is important for motivation when external recognition is lacking. For sustained motivation, set daily, weekly and monthly goals and celebrate completing each step.
This chapter discusses methods for motivating oneself, both directly and indirectly. It outlines learning objectives around developing skills for self-motivation during training courses and daily work. Specific techniques are presented, including setting SMART goals, rewarding accomplishments, triggering interests, and maintaining a positive mindset. The chapter emphasizes that individuals are responsible for their own motivation and should celebrate successes to feel appreciated and remain driven. Proper time management is also important for motivation.
Motivation describes the pursuit of goals based on emotional and neuronal activities, triggering readiness to act as a driving force for behavior. Motivation is important for work, but only 13% of employees are fully engaged and motivated, while 67% work according to rules and 20% have quit internally. Self-motivation techniques include setting SMART goals, self-reward, and maintaining a positive mindset by focusing on challenges rather than problems. Proper time management and balancing work obligations are also important for sustaining motivation.
Here are two mindsets ___________________________________________________
to consider for the story:
Accountability Mindset: Round Two Story: Now retell the story from an Accountability
- Own your part in the situation Mindset perspective:
- Seek to understand all sides ___________________________________________________
- Look for solutions ___________________________________________________
- Take responsibility ___________________________________________________
Victim Mindset: Round Three Story: Now retell the story from a Victim Mindset
- Blame others perspective:
- Feel hard done by
- Feel powerless ___________________________________________________
- See only obstacles ___________________________________________________
___________________________________________________
Discuss
The document discusses motivation at work. Motivation describes the pursuit of goals based on emotional and neuronal activities and triggers readiness to act. Motivation is important for employees and employers. While only 13% of employees are fully engaged and motivated, self-motivation techniques like setting SMART goals, self-reward, and maintaining a positive mindset can help increase motivation levels. Regularly accomplishing tasks, even in small steps, and time management are also discussed as important for sustaining work motivation.
This document provides an overview and summary of Stephen Covey's book "The Seven Habits of Highly Successful People". It discusses each of the 7 habits in turn. Habit 1 is being proactive - making choices about how to respond rather than reacting based on conditioning. Habit 2 is beginning with the end in mind, such as developing a personal mission statement. Habit 3 is putting first things first, prioritizing important but not urgent tasks. Habits 4-6 focus on interpersonal relationships, including thinking "win-win" to achieve mutual benefit. Habit 7 involves continuous self-improvement. The document encourages readers to reflect on how these habits could help them personally and professionally.
The document provides an overview of leadership qualities and Stephen Covey's Seven Habits of Highly Effective People. It discusses that effective leadership requires understanding the big picture, empowering and developing teams, and adapting to different situations. It also outlines the seven habits which include being proactive, beginning with the end in mind, putting first things first, thinking win-win, seeking first to understand, synergizing, and sharpening the saw.
This document discusses personal transformation and inner leadership. It introduces several models and tools for self-awareness, including the Johari Window model. The Johari Window involves mapping what a person knows about themselves, what others know, and unknown areas. An example is provided of using the Johari Window which involves gathering feedback from others to identify "blind spots" and revising one's self-perception. The document emphasizes that personal transformation requires continual self-reflection and applying new insights about oneself in various aspects of life and work.
This chapter discusses methods for motivating oneself, both directly and indirectly. It outlines learning objectives around developing skills for self-motivation during training courses and daily work. Specific techniques are presented, including setting SMART goals, rewarding accomplishments, triggering interests, and maintaining a positive mindset. The chapter emphasizes that individuals are responsible for their own motivation and should celebrate successes to feel appreciated and remain driven. Proper time management is also important for motivation.
Motivation describes the pursuit of goals based on emotional and neuronal activities, triggering readiness to act as a driving force for behavior. Motivation is important for work, but only 13% of employees are fully engaged and motivated, while 67% work according to rules and 20% have quit internally. Self-motivation techniques include setting SMART goals, self-reward, and maintaining a positive mindset by focusing on challenges rather than problems. Proper time management and balancing work obligations are also important for sustaining motivation.
Here are two mindsets ___________________________________________________
to consider for the story:
Accountability Mindset: Round Two Story: Now retell the story from an Accountability
- Own your part in the situation Mindset perspective:
- Seek to understand all sides ___________________________________________________
- Look for solutions ___________________________________________________
- Take responsibility ___________________________________________________
Victim Mindset: Round Three Story: Now retell the story from a Victim Mindset
- Blame others perspective:
- Feel hard done by
- Feel powerless ___________________________________________________
- See only obstacles ___________________________________________________
___________________________________________________
Discuss
The document discusses motivation at work. Motivation describes the pursuit of goals based on emotional and neuronal activities and triggers readiness to act. Motivation is important for employees and employers. While only 13% of employees are fully engaged and motivated, self-motivation techniques like setting SMART goals, self-reward, and maintaining a positive mindset can help increase motivation levels. Regularly accomplishing tasks, even in small steps, and time management are also discussed as important for sustaining work motivation.
This document provides an overview and summary of Stephen Covey's book "The Seven Habits of Highly Successful People". It discusses each of the 7 habits in turn. Habit 1 is being proactive - making choices about how to respond rather than reacting based on conditioning. Habit 2 is beginning with the end in mind, such as developing a personal mission statement. Habit 3 is putting first things first, prioritizing important but not urgent tasks. Habits 4-6 focus on interpersonal relationships, including thinking "win-win" to achieve mutual benefit. Habit 7 involves continuous self-improvement. The document encourages readers to reflect on how these habits could help them personally and professionally.
The document provides an overview of leadership qualities and Stephen Covey's Seven Habits of Highly Effective People. It discusses that effective leadership requires understanding the big picture, empowering and developing teams, and adapting to different situations. It also outlines the seven habits which include being proactive, beginning with the end in mind, putting first things first, thinking win-win, seeking first to understand, synergizing, and sharpening the saw.
This document discusses personal transformation and inner leadership. It introduces several models and tools for self-awareness, including the Johari Window model. The Johari Window involves mapping what a person knows about themselves, what others know, and unknown areas. An example is provided of using the Johari Window which involves gathering feedback from others to identify "blind spots" and revising one's self-perception. The document emphasizes that personal transformation requires continual self-reflection and applying new insights about oneself in various aspects of life and work.
This document provides 20 tips for strengthening personal resilience at work. The tips include writing down thoughts, imagining positive outcomes, talking positively to oneself, taking a long-term view, reinforcing new habits, having a clear vision for one's life and career, identifying core values, building human capital, establishing a personal brand, engaging others attentively, building commitment, accepting uncertainty, focusing on strengths, practicing self-care, seeking help from others, learning from experiences, celebrating small wins, maintaining perspective, and adapting to change. The overall message is that resilience involves developing a positive attitude and using various strategies to build confidence and inner strength to cope with challenges.
This document provides tools and techniques for mindful and agile leadership. It discusses conducting inner weather check-ins at team meetings to be collectively aware of moods. It recommends practicing mindfulness through daily routines, mindful listening, and stakeholder interviews. The document also covers reflective action and SMART goal setting, effective communication techniques like active listening and generative conversations, and tools for managing conflicts and coaching others. The overall aim is to train leaders to approach their work and interactions from a place of higher consciousness and intention.
First session (two overall) conducted in 2019 to train new leaders in basic leadership skills based on on mindful self awareness and emotional intelligence.
Mind Management & Mind Management Tools and Techniques Rajlaxmi Bhosale
Mind management is about watching over one’s thoughts and keeping the wrong thoughts away.
Thoughts become your words, words become your actions,
actions become your habits, habits become your character, your character becomes your destiny... You think, therefore you are... your destiny.
Mind Management techniques
6 Point Eintel Coaching Tool Scope(28.01.08)Pretraining2010
The document discusses setting goals that are aligned with one's values. It emphasizes setting specific, measurable goals and prioritizing them. Goals should motivate and inspire action. The document also discusses exploring one's internal and external resources to achieve goals and reviewing goals regularly.
MI Skills for Problem Gambling Treatment – Asian Practitionersactsconz
This document provides an overview of Motivational Interviewing (MI) skills for problem gambling treatment. It discusses the MI approach, principles, strategies and microskills. MI is a person-centered, goal-oriented style of counseling that aims to facilitate change by exploring and resolving ambivalence. Unlike confrontational styles, MI maintains a non-judgmental, collaborative approach through open-ended questions, affirmations, reflective listening and summarizing to elicit the client's own motivations for change.
Coaching is summarized as follows:
1. Coaching involves facilitating self-discovery and performance through questioning rather than advice-giving. It helps uncover strengths, weaknesses, and goals.
2. Some key applications of coaching include executive coaching, business coaching, career coaching, health coaching, and life coaching. Coaching can be used to help individuals, businesses, social workers, patients, and more.
3. Coaching is effective because it allows individuals to gain insight into their own thought processes and beliefs in order to realign their perspectives and achieve desired outcomes tailored to their specific needs and situations. The coach acts as a facilitator rather than teacher.
Every person want to fulfill something in his or her life. But success is coming to those people who are moving forward to implement some action instead of just thinking. Success is coming to those who think properly with proper and dedicated planning.
Every person has infinite potential within him/her. These 18 principles are useful as how a person use his infinite potential to succeed in life.
I prepared this power point presentation and i hope many people will benefited with this presentation to succeed in their Goals and Life. All the best to the readers those who study and implement these principles.
This document discusses motivation and how to increase it. It defines motivation as having three components: energy, willpower, and purpose. It recommends setting goals in three categories: life goals to give overall inspiration, long-term goals to work towards your life goal, and foundation goals to build ability. Changing habits can profoundly impact development by doing one new thing consistently. Overcoming procrastination involves recognizing fear of failure, while low self-esteem stems from beliefs about worth. Building self-confidence requires taking responsibility, examining beliefs, developing strengths, and eliminating negatives.
SnowSugar Video Business Management Philosophy SnowSugar Video
Our philosophy focuses on keeping our community smiling, supporting quality of life, and putting fans first. We aim to align everyone's efforts towards shared higher goals through a common understanding. The document discusses having an "untrapped mind" that considers multiple perspectives objectively. It emphasizes finding joy in work, maintaining a positive outlook, and using thought power to shape one's reality and achieve goals.
Maslow's theory of motivation proposes that human motivation is based on seeking fulfillment through personal growth. He described self-actualized people as those who use their full potential. For Maslow, people are always developing and changing, and self-actualization involves finding meaning in life. The document then discusses five ways to wellbeing according to research: connect with others, be active, take notice of your surroundings, keep learning new things, and help others. It provides examples for each of these areas.
The 7 Habits of Highly Effective People outlines 7 habits that can help people become more effective. The first 3 habits focus on private victory and move a person from dependence to independence. Habit 1 is to be proactive by taking responsibility for your choices rather than reacting. Habit 2 is to begin with the end in mind by envisioning what you want to achieve and what your purpose is. Habit 3 is to put first things first by prioritizing important tasks and spending time on activities that matter most.
The document outlines an action plan for Amity School of Business. It discusses the construction, monitoring, and review of the plan of action. It defines the key elements of an action plan such as specific tasks, timelines, and resource allocation. It provides steps for building an action plan including knowing your strengths and goals, identifying options, developing the plan, and implementing it. It also discusses monitoring the execution of the plan and regularly reviewing it.
This document provides ideas and resources for motivating dyslexic learners. It discusses the concepts of activation, persistence and intensity in learning motivation. Intrinsic and extrinsic motivation are compared, with intrinsic motivation seen as best. Reasons for de-motivation in dyslexic learners are explored. The importance of self-efficacy, goal-setting, praise and supportive relationships are covered. Specific strategies are suggested for motivating reading, writing, and using technology to support learning. Games and interactive resources are presented as fun ways to engage and challenge dyslexic students.
This document introduces the growth and fixed mindset model. It explains that a growth mindset believes intelligence can grow through effort, while a fixed mindset believes intelligence is innate and fixed. The presentation recommends encouraging a growth mindset in others by praising effort rather than ability and believing abilities can be developed. It also cautions that mindsets exist on a continuum and can be domain specific. Research shows adopting a growth mindset can positively impact goal achievement.
This document contains terms and conditions for a motivational guide. It outlines that while the publisher has tried to be accurate, the contents may not be fully accurate due to the changing nature of information. It is not intended to be taken as legal, business, or financial advice. Readers should consult professionals for advice regarding their individual circumstances. The document also includes a table of contents that lists 10 chapters on topics related to motivation, such as understanding yourself, keeping a positive mindset, associating with positive people, and learning dedication. It encourages readers to get support from others if necessary.
The document summarizes key points about the subconscious mind from Napoleon Hill's book "Think and Grow Rich". It discusses how the subconscious mind connects one's finite conscious mind to infinite intelligence. It can transform desires into reality through accessing this infinite intelligence. The subconscious acts based on dominant desires mixed with emotion, especially the seven major positive emotions of desire, faith, love, sex, enthusiasm, romance, and hope.
Mindfulness at Work: Navigating Multitasking With Focus & EaseShalini Bahl
This is a webinar I did for AllOne Health’s clients on mindfulness at work and how it enhances the ability to focus and well being. If you would like to see the full webinar please visit the website:
http://mindfuluniverse.com/video/mindfulness-at-work-new-approaches-to-maximize-focus If you would like the slides please let me know and I will be happy to email you a copy
Within this presentation will tell you the basic Principle of how to make a presentation effectively and the best practice in order to keep your audience pay attention on your Presentation as well.
This document provides information on neurologic assessment. It begins by outlining the learning objectives which focus on describing the structure and function of the central and peripheral nervous systems, differentiating between pathologic changes that affect motor and sensory function, and comparing the sympathetic and parasympathetic nervous systems. It then provides detailed descriptions of the assessment of mental status, cranial nerves, motor function, sensation, and diagnostic tests for neurologic disorders. The assessments are aimed at identifying neurologic dysfunction.
Muscles contract through a coordinated process involving calcium ions, ATP, and the sliding of actin and myosin filaments. Nerve signals trigger calcium release from the sarcoplasmic reticulum, allowing myosin heads to bind actin and pull the filaments, shortening the sarcomere and contracting the muscle fiber. Contraction ends when calcium is pumped back into storage. Muscle contraction provides locomotion through the interaction of skeletal muscle, tendons, and bones, powered by ATP generated through cellular respiration.
This document provides 20 tips for strengthening personal resilience at work. The tips include writing down thoughts, imagining positive outcomes, talking positively to oneself, taking a long-term view, reinforcing new habits, having a clear vision for one's life and career, identifying core values, building human capital, establishing a personal brand, engaging others attentively, building commitment, accepting uncertainty, focusing on strengths, practicing self-care, seeking help from others, learning from experiences, celebrating small wins, maintaining perspective, and adapting to change. The overall message is that resilience involves developing a positive attitude and using various strategies to build confidence and inner strength to cope with challenges.
This document provides tools and techniques for mindful and agile leadership. It discusses conducting inner weather check-ins at team meetings to be collectively aware of moods. It recommends practicing mindfulness through daily routines, mindful listening, and stakeholder interviews. The document also covers reflective action and SMART goal setting, effective communication techniques like active listening and generative conversations, and tools for managing conflicts and coaching others. The overall aim is to train leaders to approach their work and interactions from a place of higher consciousness and intention.
First session (two overall) conducted in 2019 to train new leaders in basic leadership skills based on on mindful self awareness and emotional intelligence.
Mind Management & Mind Management Tools and Techniques Rajlaxmi Bhosale
Mind management is about watching over one’s thoughts and keeping the wrong thoughts away.
Thoughts become your words, words become your actions,
actions become your habits, habits become your character, your character becomes your destiny... You think, therefore you are... your destiny.
Mind Management techniques
6 Point Eintel Coaching Tool Scope(28.01.08)Pretraining2010
The document discusses setting goals that are aligned with one's values. It emphasizes setting specific, measurable goals and prioritizing them. Goals should motivate and inspire action. The document also discusses exploring one's internal and external resources to achieve goals and reviewing goals regularly.
MI Skills for Problem Gambling Treatment – Asian Practitionersactsconz
This document provides an overview of Motivational Interviewing (MI) skills for problem gambling treatment. It discusses the MI approach, principles, strategies and microskills. MI is a person-centered, goal-oriented style of counseling that aims to facilitate change by exploring and resolving ambivalence. Unlike confrontational styles, MI maintains a non-judgmental, collaborative approach through open-ended questions, affirmations, reflective listening and summarizing to elicit the client's own motivations for change.
Coaching is summarized as follows:
1. Coaching involves facilitating self-discovery and performance through questioning rather than advice-giving. It helps uncover strengths, weaknesses, and goals.
2. Some key applications of coaching include executive coaching, business coaching, career coaching, health coaching, and life coaching. Coaching can be used to help individuals, businesses, social workers, patients, and more.
3. Coaching is effective because it allows individuals to gain insight into their own thought processes and beliefs in order to realign their perspectives and achieve desired outcomes tailored to their specific needs and situations. The coach acts as a facilitator rather than teacher.
Every person want to fulfill something in his or her life. But success is coming to those people who are moving forward to implement some action instead of just thinking. Success is coming to those who think properly with proper and dedicated planning.
Every person has infinite potential within him/her. These 18 principles are useful as how a person use his infinite potential to succeed in life.
I prepared this power point presentation and i hope many people will benefited with this presentation to succeed in their Goals and Life. All the best to the readers those who study and implement these principles.
This document discusses motivation and how to increase it. It defines motivation as having three components: energy, willpower, and purpose. It recommends setting goals in three categories: life goals to give overall inspiration, long-term goals to work towards your life goal, and foundation goals to build ability. Changing habits can profoundly impact development by doing one new thing consistently. Overcoming procrastination involves recognizing fear of failure, while low self-esteem stems from beliefs about worth. Building self-confidence requires taking responsibility, examining beliefs, developing strengths, and eliminating negatives.
SnowSugar Video Business Management Philosophy SnowSugar Video
Our philosophy focuses on keeping our community smiling, supporting quality of life, and putting fans first. We aim to align everyone's efforts towards shared higher goals through a common understanding. The document discusses having an "untrapped mind" that considers multiple perspectives objectively. It emphasizes finding joy in work, maintaining a positive outlook, and using thought power to shape one's reality and achieve goals.
Maslow's theory of motivation proposes that human motivation is based on seeking fulfillment through personal growth. He described self-actualized people as those who use their full potential. For Maslow, people are always developing and changing, and self-actualization involves finding meaning in life. The document then discusses five ways to wellbeing according to research: connect with others, be active, take notice of your surroundings, keep learning new things, and help others. It provides examples for each of these areas.
The 7 Habits of Highly Effective People outlines 7 habits that can help people become more effective. The first 3 habits focus on private victory and move a person from dependence to independence. Habit 1 is to be proactive by taking responsibility for your choices rather than reacting. Habit 2 is to begin with the end in mind by envisioning what you want to achieve and what your purpose is. Habit 3 is to put first things first by prioritizing important tasks and spending time on activities that matter most.
The document outlines an action plan for Amity School of Business. It discusses the construction, monitoring, and review of the plan of action. It defines the key elements of an action plan such as specific tasks, timelines, and resource allocation. It provides steps for building an action plan including knowing your strengths and goals, identifying options, developing the plan, and implementing it. It also discusses monitoring the execution of the plan and regularly reviewing it.
This document provides ideas and resources for motivating dyslexic learners. It discusses the concepts of activation, persistence and intensity in learning motivation. Intrinsic and extrinsic motivation are compared, with intrinsic motivation seen as best. Reasons for de-motivation in dyslexic learners are explored. The importance of self-efficacy, goal-setting, praise and supportive relationships are covered. Specific strategies are suggested for motivating reading, writing, and using technology to support learning. Games and interactive resources are presented as fun ways to engage and challenge dyslexic students.
This document introduces the growth and fixed mindset model. It explains that a growth mindset believes intelligence can grow through effort, while a fixed mindset believes intelligence is innate and fixed. The presentation recommends encouraging a growth mindset in others by praising effort rather than ability and believing abilities can be developed. It also cautions that mindsets exist on a continuum and can be domain specific. Research shows adopting a growth mindset can positively impact goal achievement.
This document contains terms and conditions for a motivational guide. It outlines that while the publisher has tried to be accurate, the contents may not be fully accurate due to the changing nature of information. It is not intended to be taken as legal, business, or financial advice. Readers should consult professionals for advice regarding their individual circumstances. The document also includes a table of contents that lists 10 chapters on topics related to motivation, such as understanding yourself, keeping a positive mindset, associating with positive people, and learning dedication. It encourages readers to get support from others if necessary.
The document summarizes key points about the subconscious mind from Napoleon Hill's book "Think and Grow Rich". It discusses how the subconscious mind connects one's finite conscious mind to infinite intelligence. It can transform desires into reality through accessing this infinite intelligence. The subconscious acts based on dominant desires mixed with emotion, especially the seven major positive emotions of desire, faith, love, sex, enthusiasm, romance, and hope.
Mindfulness at Work: Navigating Multitasking With Focus & EaseShalini Bahl
This is a webinar I did for AllOne Health’s clients on mindfulness at work and how it enhances the ability to focus and well being. If you would like to see the full webinar please visit the website:
http://mindfuluniverse.com/video/mindfulness-at-work-new-approaches-to-maximize-focus If you would like the slides please let me know and I will be happy to email you a copy
Within this presentation will tell you the basic Principle of how to make a presentation effectively and the best practice in order to keep your audience pay attention on your Presentation as well.
This document provides information on neurologic assessment. It begins by outlining the learning objectives which focus on describing the structure and function of the central and peripheral nervous systems, differentiating between pathologic changes that affect motor and sensory function, and comparing the sympathetic and parasympathetic nervous systems. It then provides detailed descriptions of the assessment of mental status, cranial nerves, motor function, sensation, and diagnostic tests for neurologic disorders. The assessments are aimed at identifying neurologic dysfunction.
Muscles contract through a coordinated process involving calcium ions, ATP, and the sliding of actin and myosin filaments. Nerve signals trigger calcium release from the sarcoplasmic reticulum, allowing myosin heads to bind actin and pull the filaments, shortening the sarcomere and contracting the muscle fiber. Contraction ends when calcium is pumped back into storage. Muscle contraction provides locomotion through the interaction of skeletal muscle, tendons, and bones, powered by ATP generated through cellular respiration.
- More than 50% of the human body is made up of three main types of muscle: skeletal, cardiac, and smooth.
- Skeletal muscle is voluntary, striated muscle attached to bones that facilitates movement. Cardiac muscle is involuntary, branched muscle found only in the heart. Smooth muscle is involuntary, non-striated muscle that lines internal organs.
- Each muscle type has a distinct structure that relates to its function. Skeletal muscle contains long, multi-nucleated fibers. Cardiac muscle contains short, branched fibers connected by intercalated discs. Smooth muscle contains spindle-shaped, single-nucleated cells.
The nervous system has three main functions - sensory, integrative, and motor. It is composed of the central nervous system (brain and spinal cord) and peripheral nervous system. The CNS integrates sensory input and directs motor responses. Neurons communicate via electrical or chemical synapses to transmit signals. Muscles contract when calcium is released following an action potential, causing the binding of actin and myosin. There are three main types of muscle - skeletal, smooth, and cardiac. Blood functions include transport, defense, and hemostasis. It contains plasma, red blood cells, white blood cells, and platelets.
The document provides an overview of the skeletal and muscular systems. It discusses that the skeletal system includes bones, cartilage, joints, ligaments and tendons. It notes there are 206 bones in the adult human body and more in infants. The document outlines the two parts of the skeletal system, named the axial and appendicular skeletons, and describes the three types of joints. It also summarizes the components and functions of the muscular system, including the three types of muscle tissue.
This document discusses the structure and function of skeletal muscle. It begins with an introduction to skeletal muscle and then covers topics like muscle fiber structure, development of muscle cells, muscle proteins, the sarcomere, sarcoplasmic reticulum, and excitation-contraction coupling. Diagrams are provided to illustrate muscle fiber anatomy, the arrangement of actin and myosin filaments in the sarcomere, and the relationship between the sarcoplasmic reticulum and t-tubules. The document provides definitions of key muscle terms and describes the roles of various muscle proteins.
This document provides an overview of the muscular system, including the structure and function of muscles. It discusses the three main types of muscles - skeletal, smooth, and cardiac - and their characteristics. Skeletal muscles, also called voluntary muscles, are under conscious control and allow for movement. The major skeletal muscles and their actions are identified. The document also examines how muscles contract through isotonic, eccentric, and isometric contractions, and how muscle fibers and their fast-twitch and slow-twitch types relate to muscle performance and endurance.
The document provides information about the muscular system, including that there are approximately 640 muscles in the human body, which make up around 40% of body mass. It discusses the three main types of muscles - skeletal, smooth, and cardiac muscle - and their functions. Key facts about muscle structure, types, locations, actions and names are presented.
Self motivation is the ability to drive oneself to take initiative and action to pursue goals and complete tasks. It’s an inner drive to take action — to create and to achieve. It’s what pushes you to keep going on tasks, especially those you’re pursuing because you want to, not because someone told you to.
This chapter discusses the self in interpersonal communication, including sources of self-concept such as others' images and social comparisons. It describes ways to increase self-awareness and self-esteem through activities like asking yourself questions and seeking feedback from others. The chapter also examines perception and impression formation, outlining the stages of perception and the processes involved in forming impressions of other people.
This chapter discusses the self in interpersonal communication, including sources of self-concept such as others' images and social comparisons. It describes ways to increase self-awareness and self-esteem through activities like asking yourself questions and seeking feedback from others. The chapter also examines perception and impression formation, outlining the stages of perception and the processes involved in forming impressions of other people.
This chapter discusses the self in interpersonal communication, including sources of self-concept such as others' images and social comparisons. It also covers self-awareness and increasing self-esteem through attacking self-destructive beliefs and seeking nourishing people. The chapter examines perception, impression formation through various processes, and impression management goals and strategies.
The document discusses theories of motivation and job satisfaction, focusing on Herzberg's motivation-hygiene theory which proposes that certain factors lead to job satisfaction while other separate factors cause dissatisfaction if not present. It also examines Maslow's hierarchy of needs and how intrinsic and extrinsic motivators affect employees differently. The key is for organizations to understand what truly motivates employees in order to stimulate high performance and increase job satisfaction.
The document discusses theories of motivation and job satisfaction, focusing on Herzberg's motivation-hygiene theory which proposes that factors leading to job satisfaction (motivators) are different than those leading to dissatisfaction (hygienes). It also examines Maslow's hierarchy of needs and how addressing intrinsic rather than just extrinsic motivations can increase motivation and satisfaction. The key is finding ways to satisfy employees' higher-level needs for achievement, recognition, responsibility and growth.
Self motivation is important for achieving goals independently without relying on others. Some key reasons for developing self motivation include dealing with difficulties alone, achieving ambitions, and having courage despite setbacks. The document provides tips for cultivating self motivation such as setting goals, committing to goals, taking action, and regularly measuring performance. It also discusses the importance of purpose, passion, and persistence in driving self motivation. Developing ideas is presented as a way to stay self motivated by following steps like setting a goal, generating ideas, planning actions, and facing challenges. Additional tips include not worrying over mistakes and getting outside one's comfort zone.
You cannot always rely on others to encourage you.You must rely on your own motivation to get you through. Lack of self motivation at that time could lead to depression and failure.
This document discusses holistic and mindfulness practices that can be integrated into career advising. It provides an overview of mindfulness and its benefits such as reducing stress and strengthening brain regions. Various techniques are presented, such as keeping a gratitude journal, setting intentions, developing affirmations, visualization exercises, and a bulls-eye decision making tool. Sample scenarios demonstrate applying these approaches to help with job searching, interviews, and career decisions. Students are encouraged to incorporate mindfulness practices like deep breathing to reduce stress.
The document discusses various theories and techniques related to motivation. It defines motivation and explains motivation processes and theories including reinforcement theory, need-fulfillment theory, and process theory. It discusses sources of motivation, both internal and external. Techniques for self-motivation are presented such as setting goals, visualizing success, and using positive self-talk. Ways to motivate others through understanding needs, building competence and relationships are also covered. The importance of self-motivation and positive thinking for achieving success and helping others is emphasized.
Self-awareness, the foundation of emotional intelligence.Hussein Ismail
This document discusses self-awareness and how to develop it. It defines self-awareness as focusing attention on oneself to evaluate current behaviors, traits, and feelings. There are two main types of self-awareness: internal self-awareness of one's values and passions, and external self-awareness of how others see you. Developing self-awareness provides benefits like improving skills, raising happiness, and strengthening relationships. The document recommends spending time in self-reflection, practicing mindfulness, listening to others for feedback, and avoiding barriers like distractions to cultivate greater self-awareness.
This document provides guidance on building self-esteem and self-motivation. It includes exercises and tips for participants, such as sharing something personal to create connections, focusing on gratitude, and transforming negative thoughts. Maintaining self-motivation is important for pursuing goals, dealing with challenges, and improving one's quality of life. Lacking self-motivation can lead to issues like stress, depression, and blaming others rather than taking responsibility.
The Word doc is baased on motivation, its theories and relevant topics. The PPT of this data is also uploaded by me so pls do have a look. I hope it helps.
The document discusses different types of motivation including internal motivation from character traits, values, beliefs, and basic needs. It also discusses motivation from external factors like relationships and achieving goals. Motivation comes from needs like physiological needs, safety, love, esteem, and self-actualization. Finding motivation involves setting realistic goals, keeping a journal, exercising, visualizing goals, starting tasks, using timers, getting social accountability, positive self-talk, to-do lists, and considering consequences.
This workshop aims to teach participants how to become self-motivated by taking control of their thoughts and actions. It explains that being self-motivated allows people to feel in control of their success instead of relying on others for motivation. The workshop teaches that everyone can learn to be motivated by focusing on the desired outcomes of tasks rather than seeing them as unpleasant. It encourages participants to replace excuses with positive thinking and to view their brain like a computer that will run whatever programs they input through their words. The workshop provides strategies for setting goals and making commitments to develop new habits over three weeks in order to gain self-motivation.
Are you leading people or are you leading people with EQ? In this short but empowering leadership training, AndyTheCoach from AsiaTrainers.com will teach you the 5 ways to emotional intelligence and how you can lead people easily and happily
This document provides tips to improve and maintain motivation. It discusses three major reasons people lack motivation: lack of confidence, lack of focus, and lack of direction. It then provides 101 tips to improve motivation, including setting goals, determining steps to reach goals, devoting a plan, improving skills, being persistent, writing goals down, specifying rewards and completion dates, avoiding negativity, keeping motivators visible, tracking progress, helping others, and taking breaks. The overall document aims to educate readers on how to stay motivated by providing strategies and specific actions they can take.
This document contains information about the topic of social identity presented by several students. It discusses key concepts related to social identity including self-concept, self-esteem, self-efficacy, self-monitoring, and self-focusing. For each topic, it provides definitions and explanations of the concepts. It also acknowledges the guidance provided by the teacher in preparing the presentation.
The document discusses motivation and what really motivates people. It argues that motivating people through external rewards does not work and undermines well-being. True motivation comes from satisfying three innate psychological needs: autonomy, relatedness, and competence. When these needs are met, people experience optimal motivation and thrive in their work. Conversely, when these needs are not met, people experience suboptimal motivation. The document also discusses the importance of self-regulation through mindfulness, values, and purpose to help satisfy psychological needs and facilitate optimal motivation.
This document provides guidance on improving time management skills. It discusses analyzing current time usage, identifying time thieves, planning time using methods like ABCD and ALPEN, scheduling breaks, and creating a weekly time schedule. The document emphasizes gaining awareness of how time is spent, prioritizing important tasks, minimizing distractions, and planning time for work, breaks and personal activities.
This document discusses procrastination and provides strategies to avoid it. It defines procrastination as postponing tasks instead of completing them immediately. The three main reasons for procrastination are stress, excessive overload, and inactivity. It then offers several strategies to combat procrastination, including breaking large tasks into smaller steps, starting with easier tasks, committing to work for 30 minutes to overcome initial hesitation, using to-do lists, rewarding yourself for completing tasks, and speaking excuses out loud to become aware of them. The goal is for readers to learn how to recognize and avoid common procrastination habits.
The document discusses various learning strategies to help process new information, including cognitive, metacognitive, and resource-oriented strategies. Cognitive strategies involve structuring, summarizing, repetition, and practicing information. It is recommended to repeat new knowledge every other day to solidify it, and to practice learned material through examples. Metacognitive strategies involve planning, monitoring, and evaluating one's learning process.
The document discusses dealing with distractions at the workplace. It identifies internal distractions like hunger, thirst, tiredness and lack of exercise. External distractions include an unorganized desk, noises, lighting issues, and interruptions from meetings or phone calls. The document provides tips for reducing distractions, such as keeping your desk organized, improving lighting and noise conditions, taking breaks to move around, and being able to politely pause conversations to focus. Eliminating distractions can improve productivity and performance.
This document discusses procrastination and provides strategies to avoid it. It defines procrastination as postponing tasks instead of completing them immediately. The three main reasons for procrastination are stress, excessive overload, and inactivity. Strategies recommended to overcome procrastination include arranging tasks into subtasks, starting with easier tasks, working on tasks for 30 minutes to overcome initial hesitation, using to-do lists, and rewarding yourself for completing tasks.
This document discusses how to set goals using the SMART method. It explains that goals should be specific, measurable, ambitious, realistic, and have a termination date. Goals help provide direction, focus, and motivation. Both long, medium, and short term goals should be set based on temporal horizons. Examples of each horizon are provided. The document emphasizes writing goals in a SMART format and provides a worksheet for the reader to write down their own career goals using this method.
This document discusses methods for improving time management. It outlines 4 steps: 1) analyze current time management, 2) detect and combat "time thieves", 3) plan time using methods like ABCD prioritization and the Alpen method, and 4) gain time using the Pareto principle. The document provides examples and exercises to help the reader reflect on their time usage and improve their weekly planning through effective prioritization and scheduling techniques.
- Video recording of this lecture in English language: https://youtu.be/Pt1nA32sdHQ
- Video recording of this lecture in Arabic language: https://youtu.be/uFdc9F0rlP0
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6. Learning Objectives
Know the positive consequences of motivation
Know the differences between intrinsic and extrinsic
motivation
Learn about self-motivation: How can I best motivate myself?
8. What Does Motivation Mean?
Motivation describes the
pursuit of goals or
desirable objects for the
human being and it is
based on emotional and
neuronal activities.
Motivation triggers the
readiness to act and is
therefore a „driving
force“ for behavior
9. What Does Motivation Mean?
Do not worry, in
the following I
will explain
„motivation“
closer!
10. Motivation
…scientific studies show that…
Motivation and self-motivation are important key qualifications in
the job world
Motivation is the core aspect of a profitable workforce, for the
employee as well as for the employer
Motivated employees are more successful in most cases
Motivation at work is the driving force for the employees; leaving
the house every morning and getting to the work place
Fully motivated and engaged employees are rare
11. Motivation
According to research only 13% of all employees are engaged
and motivated at work
67% work according to instructions and rules
20% already quit their job internally and simply waste time in
the office (lack of motivation)
That does not have to be the case. Our tips for increased
motivation at work should help you to restart the system and
accelerate again!
12. Types of Motivation
Motivation can be created internally (interests, ambition,
pleasure in learning and working) = intrinsic motivation
Motivation can also be created externally (pressure, praise,
reward, money) = extrinsic motivation
13. Types of Motivation
Intrinsic Motivation
Internal stimulus
Interest based actions
Incentive lies in the resulting action object (e.g. a self-
made christmas present)
⇒Intrinsic based motivational actions are the prototype of
self-determining actions
14. Types of Motivation
Extrinsic Motivation
External stimulus
Behavior that is conducted through instrumental intention
Does not appear spontaneously, rather is triggered through a request
This behavior results in consequences
Activity ends as soon as the purpose is fulfilled
15. Motivation – Use Your Imagination
Our imagination is the perfect weapon
against loss of motivation and lack of
drive!
If you imagine your accelerating success
every day it will have a spill-over effect
on your motivation. Just try it for one
weeks by imagining yourself succeeding
every morning for about 5 minutes. Try
to use all your thoughts and imagination
to make it as real and lively as possible.
Your motivation during work will
increase tremendously within only a
view days!
17. Self-Motivation
Indirect Methods Good framework conditions:
Direct Methods
Enough sleep
Physical exercise
No disturbances (What do
you mean?)
18. Self-Motivation
Indirect Methods
As a reminder: SMART-criteria
Direct Methods
S - Specific
Setting Goals
M - Measurable
A - Ambitious
R - Realistic
T - Terminated
19. Self-Motivation
Indirect Methods After difficult and exhausting
tasks: Self-Reward
Direct Methods
Setting intermediate goals
Setting Goals
Cross out tasks from your TO – DO
Creating a Sense of lists
Accomplishments
Learn inspirations from others
21. Self-Motivation
Indirect Methods Compare previous knowledge
with new products/new product
Direct Methods lines
Setting Goals
Creating a Sense of
Accomplishments
Triggering Your Own Interests
22. Self-Motivation
Indirect Methods Compare previous knowledge
with new products/new product
Direct Methods lines
Setting Goals Engagement with the product:
Collect previous information
Creating a Sense of Be clear on the purpose/usage of
Accomplishments the product
Highlight competitive advantages
Triggering Your Own Interests Look for applications
Research continuous information
23. Self-Motivation
Indirect Methods Compare previous knowledge
with new products/new product
Direct Methods lines
Setting Goals Engagement with the product:
Collect previous information
Creating a Sense of Be clear on the purpose/usage of
Accomplishments the product
Highlight competitive advantages
Triggering Your Own Interests Look for applications
Research continuous information
The more you know about
something the more you will
realize that certain things are
interesting about a product!
24. Self-Motivation
Indirect Methods
Direct Methods
Setting Goals
Creating a Sense of
Accomplishments
Triggering Your Own Interests
Having a Positive Mindset
25. Self-Motivation
Indirect Methods Challenges instead of problems,
obligations, or threats
Direct Methods
Setting Goals
Creating a Sense of
Accomplishments
Triggering Your Own Interests
Having a Positive Mindset
26. Self-Motivation
Indirect Methods Challenges instead of problems,
obligations, or threats
Direct Methods
No prejudice
Setting Goals
Creating a Sense of
Accomplishments
Triggering Your Own Interests
Having a Positive Mindset
27. Self-Motivation
Indirect Methods Challenges instead of problems,
obligations, or threats
Direct Methods
No prejudice
Setting Goals
Take advantage of your experience
Creating a Sense of
Accomplishments
Triggering Your Own Interests
Having a Positive Mindset
28. Self-Motivation
Indirect Methods Challenges instead of problems,
obligations, or threats
Direct Methods
No prejudice
Setting Goals
Take advantage of your experience
Creating a Sense of
Accomplishments Upright posture and facial
expressions
Triggering Your Own Interests
Having a Positive Mindset
29. Self-Motivation
Indirect Methods
Direct Methods
Setting Goals
Creating a Sense of Accomplishments
Triggering Your Own Interests
Having a Positive Mindset
30. Self-Motivation
Indirect Methods You can determine your
motivation yourself! You are
Direct Methods in charge of your destiny!
Setting Goals
Creating a Sense of Accomplishments
Triggering Your Own Interests
Having a Positive Mindset
31. Self-Motivation
Indirect Methods You can determine your
motivation yourself! You are in
Direct Methods charge of your own destiny!
Setting Goals
Creating a Sense of Accomplishments
Triggering Your Own Interests You are responsible of how
you want to be!
Having a Positive Mindset
32. Celebrate Yourself!!!
Many times we feel a lack of motivation when we don‘t
receive a lot of recognition and appreciation. You cannot
expect that people will applaud you whenever you accomplish
a certain task or challenge. In order to remain motivated you
have to acknowledge and value your own successes. Celebrate
yourself every now and then after accomplishing a big
obstacle. Self-praise is the answer! Let your partner know as
well. Enjoy the beauty of being „done“ with something. When
you finish certain tasks with that attitude in your mind you
will for sure have more fun next time you face a challenge of
this degree. Then, you will relate it to something positive and
good.
33. Bottom Line
For the pupose of self-motivation set daily, weekly, and monthly
events that trigger fun and pleasure within yourself
Attach guiding principles and values to each and every day
Exaggerating perfectionism can create too high expectations and
can lead to demotivation
Take small steps towards the large goal of task-completion, go step
by step and celebrate each of them when accomplished
Be excited about what you accomplished each and every day at
work
Only schedule the amount of meetings that you can go to and be
prepared for. Time-management is a big part of motivation. Don‘t
hesitate to say NO when too much is demanded...
Editor's Notes
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Maybe put some graphs in here??? Citation??? 4. Juli 2012 | |
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Bsp.: Lernen, um eine gute Note in der Klausur zu bekommen Arbeiten, um am Ende des Monats Geld zu bekommen Etwas bestimmtes Tun, um einer Strafe zu entgehen (z.B. Sozialstunden ableisten, um nicht ins Gefängnis zu müssen) 4. Juli 2012 | |