motivation
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This document discusses different types and theories of motivation. It outlines internal motivation, which comes from within an individual and their own values and goals, and external motivation, which comes from external sources. Some examples of motivation discussed are positive motivation using promotion for achieving targets, and negative motivation using demotion for not achieving targets. Theories covered include McGregor's Theory X and Y, and Maslow's hierarchy of needs theory. Incentives that can be used to motivate performance are also mentioned, including both monetary and non-monetary incentives.
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Motivation
Motivation is defined as an internal process that directs behavior and maintains a willingness to exert effort towards organizational goals. Motivation is derived from the Latin word "movere", meaning to move or energize. There are intrinsic and extrinsic motivations, and motivating tools should focus on what employees deem important to find flexibility and better morale while addressing emotions, support and capability. Motivation is key to success both personally and professionally.
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This presentation discusses principles of motivation in management. It introduces motivation concepts and several theories of motivation, including Maslow's hierarchy of needs, intrinsic and extrinsic motivation. It outlines different motivational strategies managers can use, such as rewarding desired behaviors, focusing on employee revitalization, and getting employees to take responsibility for their own motivation. The presentation concludes that motivating employees is challenging for managers and recommends applying motivation principles and rewarding employees to boost intrinsic motivation and performance. It was presented by eight students to their management lecturer.
Motivation
This document discusses motivation in the workplace. It states that motivating employees can increase productivity and allow organizations to achieve higher output. Motivated employees will work more efficiently and produce higher quality work. While salary is enough to retain employees, it is not always enough to push them to fulfill their potential. The document discusses theories of motivation, including Maslow's hierarchy of needs and Herzberg's two-factor theory. It also covers internal and external motivation, and defines key terms related to motivation.
how do managers tasks into jobs that are motivating and satisfying employee
This document discusses different theories and strategies for motivating employees. It examines Herzberg's two-factor theory of motivation, which identifies achievement as a key motivator. Alderfer's existence-relatedness-growth theory also emphasizes the importance of meeting employees' basic needs as well as allowing for growth. The document stresses that managers must understand each employee's motivations and provide tasks, rewards, and work conditions that energize and satisfy staff. Motivation comes from building self-confidence, recognizing achievements, and addressing needs for security, social interaction and career advancement. A one-size-fits-all approach will not work, as different employees prioritize factors like pay, quality work or relationships differently.
motivation
The document discusses motivation, defining it as the driving force behind an action or the process of intensity, direction, and persistence toward a goal. It describes the two types of motivation - intrinsic from within an individual, and extrinsic from outside rewards. Best ways to motivate employees include recognition, communication, praise, a positive work environment, clear direction, involvement, rewards based on performance, development opportunities, feedback, and celebration. Motivation is a challenge and commitment to meet objectives and goals, and can come from both internal personality and external learning and influence from others.
Motivation.ppt100
The document discusses various aspects of motivation in the workplace. It defines motivation and different types of motivation, including intrinsic and extrinsic motivation. The importance of motivation for employee productivity, need satisfaction, and reducing turnover is explained. Different theories of motivation are outlined, including Maslow's hierarchy of needs, VIE theory, and McGregor's Theory X and Y. Finally, various methods for motivating employees are mentioned, such as financial incentives, non-financial incentives, job enrichment, and positive reinforcement.
Motivating self and others
This document summarizes several theories of motivation. It begins by defining motivation and discussing Maslow's hierarchy of needs. It then outlines ERG theory, Herzberg's two-factor theory, McClelland's needs theory, and expectancy theory. Contemporary theories discussed include cognitive evaluation theory, goal-setting theory, self-efficacy theory, reinforcement theory, equity theory, and organizational justice. It concludes by stating that employee motivation is individual and companies should find ways to give employees what they want.
Motivation
Motivation refers to the process by which a person's efforts are energized, directed, and sustained towards attaining a goal. There are three key elements: energy, direction, and persistence. Motivation theories include Maslow's hierarchy of needs theory, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's three-needs theory. These theories provide different perspectives on understanding human motivation and what drives employee performance.
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Motivation
Motivation is defined as an internal process that directs behavior and maintains a willingness to exert effort towards organizational goals. Motivation is derived from the Latin word "movere", meaning to move or energize. There are intrinsic and extrinsic motivations, and motivating tools should focus on what employees deem important to find flexibility and better morale while addressing emotions, support and capability. Motivation is key to success both personally and professionally.
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This document discusses motivation in the workplace. It states that motivating employees can increase productivity and allow organizations to achieve higher output. Motivated employees will work more efficiently and produce higher quality work. While salary is enough to retain employees, it is not always enough to push them to fulfill their potential. The document discusses theories of motivation, including Maslow's hierarchy of needs and Herzberg's two-factor theory. It also covers internal and external motivation, and defines key terms related to motivation.
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motivation
The document discusses motivation, defining it as the driving force behind an action or the process of intensity, direction, and persistence toward a goal. It describes the two types of motivation - intrinsic from within an individual, and extrinsic from outside rewards. Best ways to motivate employees include recognition, communication, praise, a positive work environment, clear direction, involvement, rewards based on performance, development opportunities, feedback, and celebration. Motivation is a challenge and commitment to meet objectives and goals, and can come from both internal personality and external learning and influence from others.
Motivation.ppt100
The document discusses various aspects of motivation in the workplace. It defines motivation and different types of motivation, including intrinsic and extrinsic motivation. The importance of motivation for employee productivity, need satisfaction, and reducing turnover is explained. Different theories of motivation are outlined, including Maslow's hierarchy of needs, VIE theory, and McGregor's Theory X and Y. Finally, various methods for motivating employees are mentioned, such as financial incentives, non-financial incentives, job enrichment, and positive reinforcement.
Motivating self and others
This document summarizes several theories of motivation. It begins by defining motivation and discussing Maslow's hierarchy of needs. It then outlines ERG theory, Herzberg's two-factor theory, McClelland's needs theory, and expectancy theory. Contemporary theories discussed include cognitive evaluation theory, goal-setting theory, self-efficacy theory, reinforcement theory, equity theory, and organizational justice. It concludes by stating that employee motivation is individual and companies should find ways to give employees what they want.
Motivation
Motivation refers to the process by which a person's efforts are energized, directed, and sustained towards attaining a goal. There are three key elements: energy, direction, and persistence. Motivation theories include Maslow's hierarchy of needs theory, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's three-needs theory. These theories provide different perspectives on understanding human motivation and what drives employee performance.
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This document discusses the importance of motivation and identifies four key factors that motivate employees: the reward system, leadership style, organizational climate, and the nature of the work. It explains that employees are motivated by incentives and rewards that allow them to acquire things. Leadership style and organizational climate also impact motivation by influencing how employees feel about the company and their bonds with coworkers. Matching job roles to employees' interests can make work more motivating.
Ob ppt on motivation
This document discusses motivation and its importance for both individuals and businesses. Motivation is defined as the drive that pushes one to work hard and achieve goals even when facing difficulties. For individuals, motivation helps achieve personal goals and increases job satisfaction. For businesses, a motivated workforce improves teamwork, productivity, and ability to adapt to changes. The document then examines various theories of motivation, including Maslow's hierarchy of needs and Herzberg's two-factor theory, and discusses how rewards, leadership, empowerment, and trust can boost employee motivation.
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This document is a presentation on motivation that was prepared by Radadiya mital N. for submission to their professor MS. Sweta medam. The presentation defines motivation as the inner drive and willingness to take action to achieve goals or complete tasks. It discusses that motivation is key to success and better results. It also explains that there are different ways to motivate different people and lists four main types of motivation: achievement motivation, competence motivation, attitude motivation, and incentive motivation. The presentation concludes with discussing some non-financial motivation programs for employees, such as recognition, involvement, participation, and delegation.
MOTIVATION
Motivation is derived from the Latin word 'movere', meaning to move or energize. It refers to the process of creating a desire or willingness to work among employees. Motivation means creating willingness to work more efficiently or exert high levels of effort towards organizational goals. There are several theories that describe motivation, including Maslow's hierarchy of needs theory, which arranges human needs in a pyramid structure from physiological to self-actualization needs. Herzberg's two-factor theory also distinguishes between motivator and hygiene factors in the workplace.
Motivation
The document discusses motivational theories that are applied in today's organizations. It covers early theories like Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's achievement theory. It then discusses newer theories that are more relevant today, including economic rewards, promotions, opportunities for growth, autonomy, and goal-setting. Various innovative ways companies motivate employees through charity initiatives, fun activities, and recognition programs are also outlined. In conclusion, the document states that organizations should take a multifaceted approach and apply different theories as employees' needs vary, and the type of business impacts which theories are most effective.
Ppt motivational speaking
A motivational speaker gives speeches to inspire and boost morale in audiences like employees of big businesses. They help create a positive work environment and fun workplace through pep talks intended to make people feel more courageous or enthusiastic. Effective motivational speeches combine real life experiences, are practical and memorable, leave an impact, and follow steps like grabbing attention, stating the need for change, satisfying that need, visualizing benefits, and calling the audience to action. The goal is to motivate people to improve themselves and be successful both personally and professionally.
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This document provides an overview of topics related to leading and motivation. It discusses leadership styles like behavioural and situational leadership. It also outlines key leadership skills such as communication, motivation, and delegation. Additionally, it defines the differences between a mentor and coach. The document then examines theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McGregor's Theory X and Theory Y. It describes the relationship between motivation, performance, and engagement.
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This PowerPoint presentation discusses strategies for motivating employees in the long and short term. It addresses Maslow's hierarchy of needs and how different types of employees have different needs that must be met to motivate them. These include physiological needs like pay, safety needs like job security, belongingness through team building, and esteem through recognition. The presentation stresses understanding individual employees and using techniques like meetings, responsibility delegation, and goal setting to engage employees and keep them motivated. Motivation requires addressing both long term career goals and short term needs for each shift.
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Research paper tackling the issue of motivation of low skilled employees at the Fantasia factory, a food processing company. The research paper focuses on the application of contemporary and traditional motivation theories mainly Herzberg’s 2 factor theory, Maslow’s hierarchy of needs, and Equity theory and highlights the difference between practice and theory.
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The document discusses motivation in the workplace. It defines motivation as an internal energy that drives people to achieve goals and meet expectations. Motivation comes from the Latin word "movere" meaning to move or energize. The document outlines factors that motivate employees like work environment, pay, benefits and appreciation. It also discusses theories of motivation from Maslow's hierarchy of needs to Herzberg's two-factor theory. The document notes that while motivation can increase productivity and performance, motivating individuals is challenging and excessive motivation can be harmful. Lastly, it states that the most lasting motivation comes from self-motivation.
the motivation is here
Motivation is defined as the internal or external forces that drive individuals to initiate and persist in certain behaviors. There are various theories that attempt to explain what goals typically motivate humans, such as Maslow's hierarchy of needs and ERG theory. Motivation can be intrinsic, from inherently enjoyable activities, or extrinsic, from external rewards separate from the activity itself. Motivational states can be conscious or unconscious, and motivation is closely tied to rational agency and acting in line with one's beliefs about what should be done. Research on motivation has applications in fields like business for employee motivation and education for student learning.
Motivation
This video will explain us about Motivation, Characteristics of a motivated person as well as Maslow's Theory.
What is Motivation?
Motivation is derived from the Latin word 'movere', meaning 'to move', 'to energize', or 'to activate'. Motivation is defined as the process of arousing action, sustaining activity, and regulating patterns of behavior. It also refers to the internal conditions that stir up activity and sustain an individual's activity. Intrinsic motivation involves performing an activity for inherent satisfaction, while extrinsic motivation refers to behavior driven by external rewards like money, fame, or praise.
Motivation theories
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Importance of motivation
1. Motivation is important for organizations and individuals as it leads to improved performance and productivity.
2. Motivated employees and empowered teams are more likely to help businesses succeed and achieve goals.
3. Motivation fosters job satisfaction, self-development, and a positive work environment.
motivation and rewards
Motivation refers to the willingness to exert effort to achieve organizational goals in a way that satisfies individual needs. The motivation process involves an unsatisfied need creating tension that stimulates drives to find goals that will satisfy the need. Several theories address motivation, including Maslow's hierarchy of needs and Herzberg's motivation-hygiene theory. Money can be a motivator through pay for performance programs like bonuses and stock options, but non-financial rewards like recognition, training, work-life balance policies, and empowerment can also motivate employees.
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The sparks foundation ppt
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Herzberg's two factor theory
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Ob ppt on motivation
This document discusses motivation and its importance for both individuals and businesses. Motivation is defined as the drive that pushes one to work hard and achieve goals even when facing difficulties. For individuals, motivation helps achieve personal goals and increases job satisfaction. For businesses, a motivated workforce improves teamwork, productivity, and ability to adapt to changes. The document then examines various theories of motivation, including Maslow's hierarchy of needs and Herzberg's two-factor theory, and discusses how rewards, leadership, empowerment, and trust can boost employee motivation.
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This document is a presentation on motivation that was prepared by Radadiya mital N. for submission to their professor MS. Sweta medam. The presentation defines motivation as the inner drive and willingness to take action to achieve goals or complete tasks. It discusses that motivation is key to success and better results. It also explains that there are different ways to motivate different people and lists four main types of motivation: achievement motivation, competence motivation, attitude motivation, and incentive motivation. The presentation concludes with discussing some non-financial motivation programs for employees, such as recognition, involvement, participation, and delegation.
MOTIVATION
Motivation is derived from the Latin word 'movere', meaning to move or energize. It refers to the process of creating a desire or willingness to work among employees. Motivation means creating willingness to work more efficiently or exert high levels of effort towards organizational goals. There are several theories that describe motivation, including Maslow's hierarchy of needs theory, which arranges human needs in a pyramid structure from physiological to self-actualization needs. Herzberg's two-factor theory also distinguishes between motivator and hygiene factors in the workplace.
Motivation
The document discusses motivational theories that are applied in today's organizations. It covers early theories like Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's achievement theory. It then discusses newer theories that are more relevant today, including economic rewards, promotions, opportunities for growth, autonomy, and goal-setting. Various innovative ways companies motivate employees through charity initiatives, fun activities, and recognition programs are also outlined. In conclusion, the document states that organizations should take a multifaceted approach and apply different theories as employees' needs vary, and the type of business impacts which theories are most effective.
Ppt motivational speaking
A motivational speaker gives speeches to inspire and boost morale in audiences like employees of big businesses. They help create a positive work environment and fun workplace through pep talks intended to make people feel more courageous or enthusiastic. Effective motivational speeches combine real life experiences, are practical and memorable, leave an impact, and follow steps like grabbing attention, stating the need for change, satisfying that need, visualizing benefits, and calling the audience to action. The goal is to motivate people to improve themselves and be successful both personally and professionally.
Leading and motivation
This document provides an overview of topics related to leading and motivation. It discusses leadership styles like behavioural and situational leadership. It also outlines key leadership skills such as communication, motivation, and delegation. Additionally, it defines the differences between a mentor and coach. The document then examines theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McGregor's Theory X and Theory Y. It describes the relationship between motivation, performance, and engagement.
Inspire
Inspiration awakens new opportunities and brings ideas to fruition. Research shows the state of inspiration has three main characteristics - evocation, approach, motivation, and transcendence. Being an inspired person has advantages such as being open to new experiences, having stronger absorption and drive to master tasks, and higher levels of self-esteem, optimism, and creativity. There are a few ways to get inspired such as connecting to meaningful work, spending time in nature, and surrounding yourself with inspiring people.
Employee Motivation In Restaurants
This PowerPoint presentation discusses strategies for motivating employees in the long and short term. It addresses Maslow's hierarchy of needs and how different types of employees have different needs that must be met to motivate them. These include physiological needs like pay, safety needs like job security, belongingness through team building, and esteem through recognition. The presentation stresses understanding individual employees and using techniques like meetings, responsibility delegation, and goal setting to engage employees and keep them motivated. Motivation requires addressing both long term career goals and short term needs for each shift.
Motivation at the Workplace: The Inside working of the Fantasia Factory
Research paper tackling the issue of motivation of low skilled employees at the Fantasia factory, a food processing company. The research paper focuses on the application of contemporary and traditional motivation theories mainly Herzberg’s 2 factor theory, Maslow’s hierarchy of needs, and Equity theory and highlights the difference between practice and theory.
Motivation
The document discusses motivation in the workplace. It defines motivation as an internal energy that drives people to achieve goals and meet expectations. Motivation comes from the Latin word "movere" meaning to move or energize. The document outlines factors that motivate employees like work environment, pay, benefits and appreciation. It also discusses theories of motivation from Maslow's hierarchy of needs to Herzberg's two-factor theory. The document notes that while motivation can increase productivity and performance, motivating individuals is challenging and excessive motivation can be harmful. Lastly, it states that the most lasting motivation comes from self-motivation.
the motivation is here
Motivation is defined as the internal or external forces that drive individuals to initiate and persist in certain behaviors. There are various theories that attempt to explain what goals typically motivate humans, such as Maslow's hierarchy of needs and ERG theory. Motivation can be intrinsic, from inherently enjoyable activities, or extrinsic, from external rewards separate from the activity itself. Motivational states can be conscious or unconscious, and motivation is closely tied to rational agency and acting in line with one's beliefs about what should be done. Research on motivation has applications in fields like business for employee motivation and education for student learning.
Motivation
This video will explain us about Motivation, Characteristics of a motivated person as well as Maslow's Theory.
What is Motivation?
Motivation is derived from the Latin word 'movere', meaning 'to move', 'to energize', or 'to activate'. Motivation is defined as the process of arousing action, sustaining activity, and regulating patterns of behavior. It also refers to the internal conditions that stir up activity and sustain an individual's activity. Intrinsic motivation involves performing an activity for inherent satisfaction, while extrinsic motivation refers to behavior driven by external rewards like money, fame, or praise.
Motivation theories
This document discusses several theories of motivation. It begins by defining motivation and providing examples. It then outlines five major motivation theories: Maslow's hierarchy of needs, Herzberg's two-factor theory, McGregor's Theory X and Y, Alderfer's ERG theory, and expectancy theory. For each theory, it briefly explains the key aspects and how managers can apply them to motivate workers. The document concludes by stating it referenced information from the web, textbooks, and discussions with friends to compile the content.
Importance of motivation
1. Motivation is important for organizations and individuals as it leads to improved performance and productivity.
2. Motivated employees and empowered teams are more likely to help businesses succeed and achieve goals.
3. Motivation fosters job satisfaction, self-development, and a positive work environment.
motivation and rewards
Motivation refers to the willingness to exert effort to achieve organizational goals in a way that satisfies individual needs. The motivation process involves an unsatisfied need creating tension that stimulates drives to find goals that will satisfy the need. Several theories address motivation, including Maslow's hierarchy of needs and Herzberg's motivation-hygiene theory. Money can be a motivator through pay for performance programs like bonuses and stock options, but non-financial rewards like recognition, training, work-life balance policies, and empowerment can also motivate employees.
"Motivation and its Theories"
This document summarizes several theories of motivation. It discusses Maslow's hierarchy of needs which arranges human needs in a pyramid from basic physiological needs at the bottom to self-actualization at the top. Herzberg's two-factor theory is also summarized, distinguishing between motivators like achievement and hygiene factors like salary. The document provides examples of how these theories can be applied in a business context and notes some limitations, such as evidence challenging Maslow's strict hierarchy of needs.
Motivation and human behavior
This document discusses motivation and human behavior in organizations. It defines motivation as a driving force that pushes people to take action and pursue goals. Managers motivate employees to be productive and achieve desired goals. Motivation theories discussed include Maslow's hierarchy of needs and reinforcement theory. Job enrichment aims to make jobs more meaningful by adding tasks without enhancing responsibility. Effective motivation in organizations considers individual needs and perceptions, and allows freedom within limits to pursue goals. Motivation results from attitudes in response to specific situations and is the strength of drive toward an action.
The sparks foundation ppt
Todd M. Thrash and Andrew J. Elliot note three core aspects of inspiration: evocation without intention, transcendence of self-serving concerns, and approach motivation to actualize a new vision. Inspiration involves being inspired by something and acting on it. The document also discusses various sources of inspiration such as Elon Musk and how focusing on inspiring goals can help achieve dreams. It notes common problems people face and advises that challenges should not stop one from fulfilling their potential, as success comes from mindset, inspiration, motivation and focus.
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Herzberg’s two factor theory
The document outlines Herzberg's two-factor theory of motivation, which distinguishes between motivational factors and hygiene factors. Motivational factors like achievement, recognition, responsibility, and advancement can increase job satisfaction, while hygiene factors like company policies, supervision, and salary must be adequate to prevent dissatisfaction. The theory implies managers should focus on both guaranteeing strong hygiene factors and stimulating employees through motivational factors in the work itself.
Two Factor Theory
Two Factor Theory states that factors causing job satisfaction (motivators) are separate from factors causing job dissatisfaction (hygienes). Herzberg interviewed 203 accountants and engineers who described times they felt exceptionally good or bad about work. He found that motivators like achievement, recognition, and responsibility increased satisfaction but did not decrease dissatisfaction. Meanwhile, hygiene factors like salary, job security, and company policies prevented dissatisfaction but did not strongly influence long-term satisfaction. The theory distinguishes between intrinsic motivators arising from the job itself and extrinsic hygiene factors relating to workplace context.
Herzberg’s Two-Factor Theory
Herzberg's two-factor theory proposes that hygiene factors like work conditions and pay contribute to employee dissatisfaction if absent but do not motivate, while motivation factors like achievement and recognition satisfy the need for growth and do motivate employees to perform better. The theory distinguishes between factors causing dissatisfaction versus those causing satisfaction.
Herzberg two factor theory
Frederick Herzberg proposed a two-factor theory of motivation in 1959, finding that certain job factors lead to satisfaction while separate factors prevent dissatisfaction. The theory is based on interviews with engineers and accountants about periods when they were happy or unhappy at work. Herzberg determined that motivational factors like achievement, recognition, and responsibility contribute to job satisfaction, while hygiene factors like company policies and pay only prevent dissatisfaction if absent. The two-factor theory suggests that satisfying higher-order needs through motivational job elements is important for motivation.
Herzberg’s two factor theory
Herzberg's two-factor theory proposes that there are two sets of factors that influence employee motivation and satisfaction: motivators and hygiene factors. Motivators such as achievement, recognition, the work itself, responsibility and advancement can increase job satisfaction, while hygiene factors such as company policies, supervision, salary and working conditions mainly prevent dissatisfaction if adequately present but do not strongly motivate. The theory is based on interviews with engineers and accountants about factors influencing their attitudes. It distinguishes between satisfiers that enhance motivation and dissatisfiers that must be maintained to avoid dissatisfaction.
Herzberg’s TWO FACTOR THEORY
Herzberg's two-factor theory proposes that there are two sets of factors that influence job satisfaction and dissatisfaction: motivators and hygiene factors. Motivators such as achievement, recognition, responsibility, and advancement can increase job satisfaction, while hygiene factors like company policies, supervision, salary, and job security prevent dissatisfaction if adequately managed but do not strongly motivate. Herzberg conducted interviews with engineers and accountants to develop this theory. The theory suggests addressing both hygiene factors and motivators to improve satisfaction and productivity in an organization.
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This document summarizes Douglas McGregor's Theory X and Theory Y, which describe two contrasting models of workforce motivation. Theory X assumes employees dislike work and need close supervision, while Theory Y assumes employees are self-motivated and seek responsibility. The document compares the two theories on aspects like motivation, management style, work organization, and rewards. It also discusses how Theory X may be more applicable to large production operations while Theory Y fits knowledge work and professional services better.
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Hackman and Oldham job characteristics model.
motivationalapproach-170315094926.pdf
This document discusses different types of motivation, including intrinsic motivation which comes from within and extrinsic motivation which comes from outside rewards. It outlines theories of motivation like Hertzberg's two-factor theory and Maslow's hierarchy of needs. Specific types of motivation covered are incentive, fear, achievement, growth, power, and social motivation. The importance of motivation is that understanding what drives individuals enables managers to apply the most effective motivation strategies.
motivationalapproach-170315094926.pdf
This document discusses different types of motivation, including intrinsic motivation which comes from within and extrinsic motivation which comes from outside rewards. It outlines theories of motivation like Hertzberg's two-factor theory and Maslow's hierarchy of needs. Specific types of motivation discussed include incentive motivation using rewards, fear motivation using punishment, achievement motivation to prove competency, growth motivation for self-improvement, power motivation to control others, and social motivation to belong. The importance of motivation is that understanding what drives individuals enables more effective motivation to inspire desired behaviors.
Motivational approach
This document discusses different types of motivation, including intrinsic motivation which comes from within and extrinsic motivation which comes from outside rewards. It outlines theories of motivation like Hertzberg's two-factor theory and Maslow's hierarchy of needs. Specific types of motivation covered are incentive, fear, achievement, growth, power, and social motivation. The importance of motivation is that understanding what drives individuals enables managers to apply the most effective motivation strategies.
Motivational concepts and its application - Organizational Behaviour
The document discusses various motivational theories and concepts in organizational behavior. It covers early theories like Maslow's hierarchy of needs and Herzberg's two-factor theory. Contemporary theories discussed include self-determination theory, goal setting theory, reinforcement theory, and equity theory. The document also explores concepts like job characteristics, employee involvement, and rewarding employees. It aims to acquaint readers with key motivational concepts and their application in organizations.
Motivation theories and relevant topics
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.
Motivation
This document discusses theories of motivation and how to motivate employees. It describes Maslow's hierarchy of needs theory which states that needs are satisfied in a predetermined order from physiological to self-actualization. It also outlines McGregor's Theory X and Theory Y about assumptions of human behavior at work. Additionally, it summarizes Herzberg's two-factor theory that identifies hygiene factors like pay that prevent dissatisfaction and motivator factors like achievement that promote satisfaction and growth.
Motivational theory
This document discusses motivational theories and includes sections on definitions of motivation, the nature and characteristics of motivation, importance and benefits of motivation, types of motivation, theories of motivation including Maslow's hierarchy of needs theory, Herzberg's two-factor theory, Vroom's expectancy theory, and McClelland's achievement motivation theory. It also covers methods of motivating people and factors that determine employees' responses to motivation.
Motivation Theory ppt by Gurdeep Singh JKLU, Jaipur
The document discusses various theories of motivation including:
1. Maslow's hierarchy of needs which identifies physiological, safety, social, esteem, and self-actualization needs.
2. Herzberg's two-factor theory which separates motivators like achievement and responsibility from hygiene factors like salary and job security.
3. Cognitive evaluation theory which explains how extrinsic rewards can reduce intrinsic motivation by decreasing a person's sense of control and changing their perception of a task.
7. motivation, theories of motivation
Motivation - Meaning, Intrinsic and extrinsic motivation, Theories of Motivation, Need Theories, Process Theories, A. Maslow Need Hierarchy, F. Herzberg Dual Factor, Mc Gregor Theory X and Theory Y, Ways of Motivating through Carrot and Stick in Organizations
Motivation!!
The document discusses different methods and theories of motivation. It defines motivation and outlines several factors that motivate employees both monetarily and non-monetarily. Some of the theories discussed include Maslow's hierarchy of needs theory and carrot and stick approach. The document also lists some indications of motivated employees and concludes that motivation is an important tool for managers but must be used competently.
Employee Motivation Theories
The document discusses various theories and approaches to motivating employees. It outlines that motivation can come from internal factors like achievement, responsibility, recognition, feedback and learning or external factors such as salary, benefits and work environment. Popular motivation theories discussed include:
- Maslow's hierarchy of needs which proposes fulfilling lower level needs before higher ones.
- Herzberg's two-factor theory distinguishing between motivators like achievement and hygiene factors like salary.
- ERG theory grouping needs into existence, relatedness and growth.
- McClelland's needs for achievement, affiliation and power.
The document advocates recognizing achievements, providing responsibility, feedback, training, competitive pay and a supportive work environment to motivate
motivation-
Motivation is important for employees to accomplish organizational goals. It helps satisfy employee needs and improves performance. Motivation theories include Maslow's hierarchy of needs, Herzberg's two-factor theory, and McGregor's Theory X and Y. Motivation can be achieved through monetary incentives like wages as well as non-monetary incentives like recognition. Effective communication is also important for motivation and includes formal downward, upward, and horizontal communication as well as informal grapevine networks.
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快速办理(napier毕业证书)英国龙比亚大学毕业证在读证明一模一样
学校原件一模一样【微信：741003700 】《(napier毕业证书)英国龙比亚大学毕业证》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
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二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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AadiShakti Projects ( Asp Cranes ) Raipur
Welcome to ASP Cranes, your trusted partner for crane solutions in Raipur, Chhattisgarh! With years of experience and a commitment to excellence, we offer a comprehensive range of crane services tailored to meet your lifting and material handling needs.
At ASP Cranes, we understand the importance of reliable and efficient crane operations in various industries, from construction and manufacturing to logistics and infrastructure development. That's why we strive to deliver top-notch solutions that enhance productivity, safety, and cost-effectiveness for our clients.
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原版制作(澳洲WSU毕业证书)西悉尼大学毕业证文凭证书一模一样
学校原件一模一样【微信：741003700 】《(澳洲WSU毕业证书)西悉尼大学毕业证文凭证书》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
一比一原版(Columbia文凭证书)哥伦比亚大学毕业证如何办理
一模一样【微信：176555708】【(Columbia文凭证书)哥伦比亚大学毕业证成绩单Offer】【微信：176555708】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：176555708】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：176555708】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
原版制作(Exeter毕业证书)埃克塞特大学毕业证完成信一模一样
学校原件一模一样【微信：741003700 】《(Exeter毕业证书)埃克塞特大学毕业证》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
一比一原版(WashU文凭证书)圣路易斯华盛顿大学毕业证如何办理
一模一样【微信：176555708】【(WashU文凭证书)圣路易斯华盛顿大学毕业证成绩单Offer】【微信：176555708】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：176555708】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：176555708】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
EV Charging at MFH Properties by Whitaker Jamieson
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Catalytic Converter theft prevention - NYC.pptx
Understanding Catalytic Converter Theft:
What is a Catalytic Converter?: Learn about the function of catalytic converters in vehicles and why they are targeted by thieves.
Why are They Stolen?: Discover the valuable metals inside catalytic converters (such as platinum, palladium, and rhodium) that make them attractive to criminals.
Steps to Prevent Catalytic Converter Theft:
Parking Strategies: Tips on where and how to park your vehicle to reduce the risk of theft, such as parking in well-lit areas or secure garages.
Protective Devices: Overview of various anti-theft devices available, including catalytic converter locks, shields, and alarms.
Etching and Marking: The benefits of etching your vehicle’s VIN on the catalytic converter or using a catalytic converter marking kit to make it traceable and less appealing to thieves.
Surveillance and Monitoring: Recommendations for using security cameras and motion-sensor lights to deter thieves.
Statistics and Insights:
Theft Rates by Borough: Analysis of data to determine which borough in NYC experiences the highest rate of catalytic converter thefts.
Recent Trends: Current trends and patterns in catalytic converter thefts to help you stay aware of emerging hotspots and tactics used by thieves.
Benefits of This Presentation:
Awareness: Increase your awareness about catalytic converter theft and its impact on vehicle owners.
Practical Tips: Gain actionable insights and tips to effectively prevent catalytic converter theft.
Local Insights: Understand the specific risks in different NYC boroughs, helping you take targeted preventive measures.
This presentation aims to equip you with the knowledge and tools needed to protect your vehicle from catalytic converter theft, ensuring you are prepared and proactive in safeguarding your property.
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Implementing ELDs or Electronic Logging Devices is slowly but surely becoming the norm in fleet management. Why? Well, integrating ELDs and associated connected vehicle solutions like fleet tracking devices lets businesses and their in-house fleet managers reap several benefits. Check out the post below to learn more.
Charging Fueling & Infrastructure (CFI) Program by Kevin Miller
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motivation
- 2. OUTLINE MOTIVATION TYPES OF MOTIVATION THEORIES OF MOTIVATION INTERNAL AND EXTERNAL MOTIVATION
- 3. MOTIVATION? Motivation means the classes of operations use to produce and measure changes in performance and changes in energy output
- 6. EXAMPLE OF POSITIVE MOTIVATION when a Boss tells his subordinate , "if you achieve the target on the time I will give you promotion
- 7. EXAMPLE OF NEGATIVE MOTIVATION When a Boss tells his subordinate , "if you do not achieve the target on the time I will give you demotion
- 8. INCENTIVES Incentives refers to all those measures which are used to motivate people for improving their performance.
- 9. Incentives can be Increase in Productivity Change in behavior Enhance in work commitment
- 10. Monetary incentives- Those incentives which satisfy the subordinates by providing them rewards in terms of rupees.
- 12. Non-monetary incentives- Besides the monetary incentives, there are certain non-financial incentives which can satisfy the ego, self esteem and self- actualization needs of employees.
- 13. McGregor Theory - X Every normal human being dislikes work by nature. People work because of some pressure.
- 14. Pressure can be: Salary Advancement Respect Some other force
- 15. McGregor Theory -Y People inherently like to work. • Employees can perceive their job as relaxing and normal.
- 16. Maslow’s Theory of Motivation Abraham Maslow is well renowned for proposing the Hierarchy of Needs Theory in 1943. Maslow was of the view that needs have priority, i.e., needs are satisfied in an order.
- 17. Maslow’s Hierarchy Of Needs
- 18. Internal motivation "Internal motivation" means that your motivation to accomplish your goal comes from within you. Your motivation is from you. It is determined by your own values and goals.
- 19. Importance of self motivation A self-motivation is extremely important when it comes to accepting challenges and opportunities in life. On the strength of self motivation helps in planning your life and ease the difficulties. A self-motivation provides a new sense of purpose and direction in your life. A self-motivation is important to provide enthusiasm in life.
- 26. SHARE YOUR GOAL
- 29. External motivation "External motivation" means that your motivation to attain your goal comes from a source outside yourself.
- 32. (may Allah bless you rewards for listening)