Motivation
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This document outlines 10 steps to improve motivation and achieve goals: 1) Identify your goal, 2) Determine why you want to achieve it, 3) Use visualization, 4) Write your goal down, 5) Break it into smaller steps, 6) Create an action plan, 7) Review your plan daily, 8) Create an encouraging environment, 9) Take responsibility, and 10) Stay in control of your schedule and find support resources. The steps encourage setting specific, measurable goals; visualizing success; writing goals down; breaking large goals into smaller, achievable steps; creating daily plans; acknowledging progress; and surrounding yourself with support.
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Motivational behavior
This document summarizes two influential motivational theories: Abraham Maslow's hierarchy of needs theory and John Keller's ARCS model of motivational design. Maslow's hierarchy proposes that lower-level deficit needs must be satisfied, such as physiological and safety needs, before higher-level growth needs like self-actualization can be pursued. Keller's ARCS model outlines four conditions necessary for motivation: gaining and sustaining attention, promoting relevance, developing confidence, and providing satisfaction. The document argues that applying these theories can help teachers design more engaging lessons to optimize student learning and achievement.
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The document discusses intrinsic and extrinsic motivation. Intrinsic motivation comes from within and refers to motivation from enjoying a task itself, while extrinsic motivation comes from outside rewards like money or grades. Several motivational strategies are then analyzed in terms of whether they are more extrinsic or external types of motivation, noting their advantages and disadvantages. Most extrinsic motivators are effective in the short term but can reduce internal motivation, shift the focus from learning to rewards, and create dependency on external approval.
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The document discusses several theories of motivation:
- Cognitive dissonance theory proposes that people are motivated to resolve inconsistencies between their beliefs and behaviors.
- Instinct theory suggests that motivation comes from innate instincts and behaviors that are species-specific.
- Drive reduction theory views motivation as stemming from drives to reduce physiological or learned needs.
- Opponent-process theory describes how emotional reactions trigger opposite subsequent emotions.
- Maslow's hierarchy of needs proposes that people are motivated to fulfill basic needs before pursuing higher-level needs like esteem and self-actualization.
- Cognitive theories view motivation as influenced by expectations, self-efficacy, and the desire for cognitive consistency.
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Motivation refers to the driving forces within individuals that compel them to action. Motivation arises from an unfulfilled need that creates tension and leads consumers to consciously or unconsciously attempt to reduce that tension. There are two main types of motivation - latent motives that consumers are unaware of, and manifest motives that consumers are aware of and willing to express. Motivation also influences marketing strategies as marketers must identify consumer needs and goals to segment markets, position products, and develop promotional strategies that satisfy motivations.
Motivation.pptx
This document discusses motivation in education. It defines motivation and differentiates between needs, drives, and motives. Motivation is described as a process involving energy, direction, and persistence towards a goal. Theories of motivation discussed include content theories like Maslow's hierarchy of needs and process theories like Vroom's expectancy theory. Intrinsic and extrinsic motivation are also defined. Educational implications of effectance motivation theory and epistemic curiosity theory are provided. In conclusion, motivation activates and directs behavior towards a goal and in education affects learning by increasing effort and energy. Motivation theories can help understand human motivation and enhance learning.
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The document discusses different types of incentives that can be used to motivate employees. It describes monetary incentives like wages and bonuses that satisfy financial needs, as well as non-monetary incentives like job security, recognition, and promotion opportunities that satisfy psychological needs. The document argues that a combination of both monetary and non-monetary incentives is most effective at stimulating better performance and commitment from employees.
Motivation
This document discusses motivation in an educational context. It defines motivation as the desire within an individual that stimulates them to act. There are four types of motivation: extrinsic, intrinsic, identified, and introjected. Need-based theories of motivation are also discussed, including Maslow's hierarchy of needs which posits that individuals are motivated to fulfill physiological, safety, belongingness, esteem, and self-actualization needs. The document emphasizes that motivation is important for educational institutions as it helps students and teachers achieve learning objectives and pursue goal-directed efforts.
Motivation
1. The document discusses several theories of motivation including Maslow's hierarchy of needs theory, Herzberg's two-factor theory, and McGregor's Theory X and Theory Y.
2. Maslow's theory proposes that people are motivated by a hierarchy of five needs: physiological, safety, love, esteem, and self-actualization.
3. Herzberg's two-factor theory distinguishes between motivators like achievement and recognition that improve job satisfaction, and hygiene factors like salary and working conditions that prevent dissatisfaction if adequate but do not motivate.
4. McGregor's Theory X assumes employees dislike work and must be closely controlled, while Theory Y assumes employees can exercise self
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Motivational behavior
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The document discusses intrinsic and extrinsic motivation. Intrinsic motivation comes from within and refers to motivation from enjoying a task itself, while extrinsic motivation comes from outside rewards like money or grades. Several motivational strategies are then analyzed in terms of whether they are more extrinsic or external types of motivation, noting their advantages and disadvantages. Most extrinsic motivators are effective in the short term but can reduce internal motivation, shift the focus from learning to rewards, and create dependency on external approval.
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The document discusses several theories of motivation:
- Cognitive dissonance theory proposes that people are motivated to resolve inconsistencies between their beliefs and behaviors.
- Instinct theory suggests that motivation comes from innate instincts and behaviors that are species-specific.
- Drive reduction theory views motivation as stemming from drives to reduce physiological or learned needs.
- Opponent-process theory describes how emotional reactions trigger opposite subsequent emotions.
- Maslow's hierarchy of needs proposes that people are motivated to fulfill basic needs before pursuing higher-level needs like esteem and self-actualization.
- Cognitive theories view motivation as influenced by expectations, self-efficacy, and the desire for cognitive consistency.
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Motivation refers to the driving forces within individuals that compel them to action. Motivation arises from an unfulfilled need that creates tension and leads consumers to consciously or unconsciously attempt to reduce that tension. There are two main types of motivation - latent motives that consumers are unaware of, and manifest motives that consumers are aware of and willing to express. Motivation also influences marketing strategies as marketers must identify consumer needs and goals to segment markets, position products, and develop promotional strategies that satisfy motivations.
Motivation.pptx
This document discusses motivation in education. It defines motivation and differentiates between needs, drives, and motives. Motivation is described as a process involving energy, direction, and persistence towards a goal. Theories of motivation discussed include content theories like Maslow's hierarchy of needs and process theories like Vroom's expectancy theory. Intrinsic and extrinsic motivation are also defined. Educational implications of effectance motivation theory and epistemic curiosity theory are provided. In conclusion, motivation activates and directs behavior towards a goal and in education affects learning by increasing effort and energy. Motivation theories can help understand human motivation and enhance learning.
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The document discusses different types of incentives that can be used to motivate employees. It describes monetary incentives like wages and bonuses that satisfy financial needs, as well as non-monetary incentives like job security, recognition, and promotion opportunities that satisfy psychological needs. The document argues that a combination of both monetary and non-monetary incentives is most effective at stimulating better performance and commitment from employees.
Motivation
This document discusses motivation in an educational context. It defines motivation as the desire within an individual that stimulates them to act. There are four types of motivation: extrinsic, intrinsic, identified, and introjected. Need-based theories of motivation are also discussed, including Maslow's hierarchy of needs which posits that individuals are motivated to fulfill physiological, safety, belongingness, esteem, and self-actualization needs. The document emphasizes that motivation is important for educational institutions as it helps students and teachers achieve learning objectives and pursue goal-directed efforts.
Motivation
1. The document discusses several theories of motivation including Maslow's hierarchy of needs theory, Herzberg's two-factor theory, and McGregor's Theory X and Theory Y.
2. Maslow's theory proposes that people are motivated by a hierarchy of five needs: physiological, safety, love, esteem, and self-actualization.
3. Herzberg's two-factor theory distinguishes between motivators like achievement and recognition that improve job satisfaction, and hygiene factors like salary and working conditions that prevent dissatisfaction if adequate but do not motivate.
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Motivation is the driving force that impels individuals to action and is important for managers to promote productivity in employees. There are two types of needs that motivate individuals: innate needs which are physiological requirements for survival like food and water, and acquired needs which are learned from one's culture or environment. A model of motivation shows that unfulfilled needs, wants, or desires create tension that drives behavior aimed at a goal, with the goal's fulfillment then reducing the tension.
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Motivation
1) Maslow's hierarchy of needs describes 5 categories of human needs that motivate behavior: physiological needs, safety needs, love and belonging needs, esteem needs, and self-actualization needs.
2) Motivation comes from fulfilling basic needs on the bottom of the pyramid before addressing higher needs. It is also influenced by competence, relatedness, and autonomy according to self-determination theory.
3) Intrinsic motivation comes from internal rewards like enjoyment, while extrinsic motivation involves external rewards like money or praise.
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The document discusses different theories of motivation including:
- Internal motivation comes from task completion while external motivation involves anticipated rewards.
- Maslow's hierarchy of needs proposes physiological, safety, belongingness, esteem, and self-actualization needs.
- Herzberg's two-factor theory separates job satisfaction (motivational factors) from dissatisfaction (maintenance factors).
- McGregor's Theory X sees people as inherently lazy while Theory Y sees work as natural and people willing to accept responsibility.
The document also mentions self-fulfilling prophecies and strategies to empower employees through job rotation, enlargement, enrichment, training and removing authority barriers.
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This document discusses motivation and provides definitions and theories of motivation. It defines motivation as the willingness to exert effort toward organizational goals in order to satisfy individual needs. Several motivation theories are summarized, including Maslow's hierarchy of needs theory, Alderfer's ERG theory, and McGregor's Theory X and Y. Motivation is described as an internal drive that influences behavior and direction toward goals in order to satisfy needs.
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The document discusses several theories of motivation including:
1. Maslow's hierarchy of needs which proposes that people are motivated to fulfill physiological, safety, social, esteem, and self-actualization needs in that order.
2. Herzberg's two-factor theory which distinguishes between motivational factors like achievement that increase job satisfaction and hygiene factors like salary that prevent dissatisfaction.
3. Vroom's expectancy theory which proposes that motivation depends on expectations of effort leading to performance and rewards, known as expectancy, instrumentality, and valence.
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The document discusses motivation in teaching and learning. It defines motivation as the factor that leads a person to act, and provides needs or desires to create intentions and goals. Motivation is important for teachers as it leads to student participation, higher achievement, and a positive outlook. The document also discusses different types of motivation like power motivation and achievement motivation. Intrinsic motivation comes from enjoyment of an activity itself, while extrinsic motivation involves external rewards. Sources of motivation include affective, cognitive, and conative needs. The conclusion states motivation is extremely important for teachers and students.
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This document discusses motivation in the workplace. It defines motivation as the strength of a person's desire to achieve goals, and as what drives human behavior. Motivation can be intrinsic, coming from internal rewards, or extrinsic, coming from external rewards. Several motivation theories are discussed, including goal theory, Maslow's hierarchy of needs, and ERG theory. Properly motivating employees can improve productivity, quality, efficiency and employee retention. Some ways to motivate employees include communication, respect, feedback, benefits, empowerment and incentives. Unmotivated employees may lack interest and cooperation. Overall, motivation is essential for individuals and industries to improve performance.
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Motivation refers to stimulating people to action to accomplish desired goals. It is important as it helps satisfy employee needs, improves attitudes and efficiency, and introduces changes. The motivation process involves unsatisfied needs creating tension that drives behavior to reduce tension through goal achievement. There are positive and negative types of motivation as well as monetary and non-monetary types. Traditional motivation theories focused on fear, punishment and rewards while modern theories examine needs, job factors, and employee assumptions. Motivation can be driven through factors addressing physiological, safety, social, esteem and self-actualization needs as well as motivators and hygiene factors in the workplace.
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The document discusses different aspects of motivation including its definition, nature, importance, and types. It defines motivation as the reasons that determine behavior and level of effort. Motivation is an ongoing process that can be positive or negative, intrinsic or extrinsic, and financial or non-financial. Motivation is important because it leads to high performance, employee retention, goal achievement, and good employee relations. The document also discusses different motivation theories and strategies for motivating different employee groups.
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The document discusses several theories of motivation. It begins by defining motivation as the intensity, direction, and persistence of effort toward attaining a goal. It then summarizes key theories:
1) Maslow's hierarchy of needs theorizes that lower-level needs like physical needs must be met before higher-level needs can motivate.
2) McGregor's Theory X and Theory Y propose two approaches to managing people - Theory X assumes people dislike work while Theory Y assumes people can exercise self-direction.
3) Herzberg's motivation-hygiene theory distinguishes between motivators like achievement that boost satisfaction and hygiene factors like policy that prevent dissatisfaction.
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This document discusses various theories of employee motivation. It describes Maslow's hierarchy of needs which argues that people are motivated to fulfill physiological, safety, belongingness, esteem, and self-actualization needs. It also discusses Alderfer's ERG theory and Hertzberg's two-factor theory of motivation and hygiene factors. The importance of motivation for employee performance is discussed.
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Motivation is the driving force that impels individuals to action and is important for managers to promote productivity in employees. There are two types of needs that motivate individuals: innate needs which are physiological requirements for survival like food and water, and acquired needs which are learned from one's culture or environment. A model of motivation shows that unfulfilled needs, wants, or desires create tension that drives behavior aimed at a goal, with the goal's fulfillment then reducing the tension.
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This document discusses motivation and provides definitions, types, theories, advantages, and importance of motivation. It defines motivation as internal or external factors that encourage someone to achieve goals. The two main types are intrinsic motivation, which comes from internal desires, and extrinsic motivation, which involves external rewards. Two theories discussed are Maslow's hierarchy of needs and Herzberg's two-factor theory. Motivation is said to increase confidence, support personality development, and help people face problems. It gives people strength and a positive attitude.
Motivation
1) Maslow's hierarchy of needs describes 5 categories of human needs that motivate behavior: physiological needs, safety needs, love and belonging needs, esteem needs, and self-actualization needs.
2) Motivation comes from fulfilling basic needs on the bottom of the pyramid before addressing higher needs. It is also influenced by competence, relatedness, and autonomy according to self-determination theory.
3) Intrinsic motivation comes from internal rewards like enjoyment, while extrinsic motivation involves external rewards like money or praise.
Motivating yourself and others
The document discusses different theories of motivation including:
- Internal motivation comes from task completion while external motivation involves anticipated rewards.
- Maslow's hierarchy of needs proposes physiological, safety, belongingness, esteem, and self-actualization needs.
- Herzberg's two-factor theory separates job satisfaction (motivational factors) from dissatisfaction (maintenance factors).
- McGregor's Theory X sees people as inherently lazy while Theory Y sees work as natural and people willing to accept responsibility.
The document also mentions self-fulfilling prophecies and strategies to empower employees through job rotation, enlargement, enrichment, training and removing authority barriers.
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This document discusses motivation and provides definitions and theories of motivation. It defines motivation as the willingness to exert effort toward organizational goals in order to satisfy individual needs. Several motivation theories are summarized, including Maslow's hierarchy of needs theory, Alderfer's ERG theory, and McGregor's Theory X and Y. Motivation is described as an internal drive that influences behavior and direction toward goals in order to satisfy needs.
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Motivation is the reason for people's actions, willingness and goals. Motivation is derived from the word motive which is defined as a need that requires satisfaction.
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The document discusses motivation and the motivation cycle. It defines motivation as internal and external factors that stimulate interest and commitment to goals. The motivation cycle has four phases - need, drive, incentive, and reward. A need is a physical or psychological lack that creates internal tension (drive) to be fulfilled by an incentive, leading to a rewarding feeling of satisfaction upon achieving the goal. The motivation cycle repeats as new needs arise after previous needs are met. Examples of the cycle in action are a student studying for an exam or employee working hard to achieve work goals.
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This document discusses motivation and its major components. It defines motivation as internal and external factors that stimulate interest and commitment to a task. There are three phases of motivation: activation to start a behavior, persistence to continue despite obstacles, and intensity of effort. Motivation can be intrinsic, arising from the individual, or extrinsic from external rewards. The document also discusses models of motivation including its importance for learning, and phases of pre-decision intention formation and post-decision implementation of actions.
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This document discusses motivation in the context of an MBA course on human resource management. It defines motivation and differentiates between intrinsic and extrinsic motivation. It presents models of motivation including needs theories, expectancy theory, and reinforcement theories. It also summarizes several prominent motivation theories, including Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's achievement theory, Vroom's expectancy theory, and Skinner's behavior modification theory.
Motivation
The document discusses several theories of motivation including:
1. Maslow's hierarchy of needs which proposes that people are motivated to fulfill physiological, safety, social, esteem, and self-actualization needs in that order.
2. Herzberg's two-factor theory which distinguishes between motivational factors like achievement that increase job satisfaction and hygiene factors like salary that prevent dissatisfaction.
3. Vroom's expectancy theory which proposes that motivation depends on expectations of effort leading to performance and rewards, known as expectancy, instrumentality, and valence.
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The document discusses motivation in teaching and learning. It defines motivation as the factor that leads a person to act, and provides needs or desires to create intentions and goals. Motivation is important for teachers as it leads to student participation, higher achievement, and a positive outlook. The document also discusses different types of motivation like power motivation and achievement motivation. Intrinsic motivation comes from enjoyment of an activity itself, while extrinsic motivation involves external rewards. Sources of motivation include affective, cognitive, and conative needs. The conclusion states motivation is extremely important for teachers and students.
INDUSTRIAL MOTIVATION
This document discusses motivation in the workplace. It defines motivation as the strength of a person's desire to achieve goals, and as what drives human behavior. Motivation can be intrinsic, coming from internal rewards, or extrinsic, coming from external rewards. Several motivation theories are discussed, including goal theory, Maslow's hierarchy of needs, and ERG theory. Properly motivating employees can improve productivity, quality, efficiency and employee retention. Some ways to motivate employees include communication, respect, feedback, benefits, empowerment and incentives. Unmotivated employees may lack interest and cooperation. Overall, motivation is essential for individuals and industries to improve performance.
Unit 6 motivation
Motivation refers to stimulating people to action to accomplish desired goals. It is important as it helps satisfy employee needs, improves attitudes and efficiency, and introduces changes. The motivation process involves unsatisfied needs creating tension that drives behavior to reduce tension through goal achievement. There are positive and negative types of motivation as well as monetary and non-monetary types. Traditional motivation theories focused on fear, punishment and rewards while modern theories examine needs, job factors, and employee assumptions. Motivation can be driven through factors addressing physiological, safety, social, esteem and self-actualization needs as well as motivators and hygiene factors in the workplace.
Motivation
Motivation refers to understanding why humans behave as they do and is concerned with identifying and directing goals. Motives influence behavior by helping people choose stimuli and act with greater energy toward attaining goals. Abraham Maslow expressed human needs and motives in a hierarchical order moving from physiological needs to esteem needs, love and belongingness, safety needs, and ultimately self-actualization. There are physiological drives like hunger present at birth and psychological/social drives related to parenting, peers, and competence that develop over time through punishment, reward, and reinforcement. Motivating others can be done through force, enticement, or identification.
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The document discusses different aspects of motivation including its definition, nature, importance, and types. It defines motivation as the reasons that determine behavior and level of effort. Motivation is an ongoing process that can be positive or negative, intrinsic or extrinsic, and financial or non-financial. Motivation is important because it leads to high performance, employee retention, goal achievement, and good employee relations. The document also discusses different motivation theories and strategies for motivating different employee groups.
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The document provides an overview of a presentation on career motivation tests. It discusses PsychTests and their career, personality, and other tests. It outlines the workshop plan which will cover the purposes of assessments, motivational theories like Maslow and Herzberg, validation of the Career Motivation Test, and a question period. Key motivational theories discussed in more depth include Maslow's hierarchy of needs, Herzberg's two-factor theory, Adams' equity theory, and Vroom's expectancy theory.
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The document discusses several theories of motivation. It begins by defining motivation as the intensity, direction, and persistence of effort toward attaining a goal. It then summarizes key theories:
1) Maslow's hierarchy of needs theorizes that lower-level needs like physical needs must be met before higher-level needs can motivate.
2) McGregor's Theory X and Theory Y propose two approaches to managing people - Theory X assumes people dislike work while Theory Y assumes people can exercise self-direction.
3) Herzberg's motivation-hygiene theory distinguishes between motivators like achievement that boost satisfaction and hygiene factors like policy that prevent dissatisfaction.
It discusses several other theories
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The document discusses theories of motivation in organizational behavior. It provides overviews of several key theories including: Maslow's hierarchy of needs, which proposes that people are motivated to fulfill basic physiological and safety needs before pursuing higher level needs; Herzberg's two-factor theory, which distinguishes between motivators and hygiene factors; and goal-setting theory, which suggests that specific, difficult goals lead to higher performance when combined with feedback. The document also summarizes contemporary theories including self-efficacy theory, equity theory, and expectancy theory.
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Goal setting is so important.
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In this month's successful living I talk about the need for goal setting and how you can start setting goals and the 5 areas you should be setting goals in.
As always I recommend you join me on instagram @richardmotivates - send me a dm and say hi, and on my site
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S=Specific, M=Measurable, A=Attainable, R=Realistic, T=Time-specific. It emphasizes setting goals that are concrete, quantifiable, achievable given one's abilities and constraints, reasonable, and include target dates. Short-term goals should be weekly or monthly and help achieve long-term goals, which should not exceed 3 months. Goals should be evaluated regularly and modified as needed based on progress.
Follow your Dreams
Learn how to boost your will, and encourage your strength to shine forth. Believe in yourself, hold fast to your dreams, and promise yourself to never quit. Even if you stumble and fall, rise up again, stand to your feet and keep moving forward. Remember to always track and Celebrate your Progress. You are more than worth it.
Research shows that frequent small successes can build a sense of momentum that can in turn drive long-term successes. One way to boost your enthusiasm is to create some tangible motivation.
Follow your Dreams
Learn how to boost your will, and encourage your strength to shine forth. Believe in yourself, hold fast to your dreams, and promise yourself to never quit. Even if you stumble and fall, rise up again, stand to your feet and keep moving forward. Remember to always track and Celebrate your Progress. You are more than worth it.
Research shows that frequent small successes can build a sense of momentum that can in turn drive long-term successes. One way to boost your enthusiasm is to create some tangible motivation.
Tips For Self Improvement
How to boost your motivation by creating tangible goals.
Make working towards your goal a habit. Habits are automatic behaviors that allow us to do a lot more than if we had to think about everything we do. When you make working towards your goal a habit it becomes an automatic response or a routine. You no longer have to rely so much on feeling motivated. How do you turn your behavior into a habit?
Keep Moving Forward
Learn how to boost your will, and encourage your strength to shine forth. Believe in yourself, hold fast to your dreams, and promise yourself to never quit. Even if you stumble and fall, rise up again, stand to your feet and keep moving forward. Remember to always track and Celebrate your Progress. You are more than worth it.
Research shows that frequent small successes can build a sense of momentum that can in turn drive long-term successes. One way to boost your enthusiasm is to create some tangible motivation.
Follow your Dreams
Learn how to boost your will, and encourage your strength to shine forth. Believe in yourself, hold fast to your dreams, and promise yourself to never quit. Even if you stumble and fall, rise up again, stand to your feet and keep moving forward. Remember to always track and Celebrate your Progress. You are more than worth it.
Research shows that frequent small successes can build a sense of momentum that can in turn drive long-term successes. One way to boost your enthusiasm is to create some tangible motivation.
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Motivation
- 1. Motivation
- 2. Definitions of motivation Motivation : A motive is what prompts the person to act in a certain way, or at least develop an inclination for specific behavior For example: when someone eats food to satisfy their hunger, or when a student does his/her work in school because he/she wants a good grade.
- 3. to improve your motivation to achieve great success follow these steps :
- 4. 1-Identify your goal For example : you want to lose weight to fit into a favorite outfit, feel healthy, or look great
- 5. 2-Determine why you want to achieve this goal When you are fit, will you enjoy increased stamina and strength or feel satisfaction from onlookers' admiration
- 6. 3-Use visualization as a goal-setting technique How do you imagine yourself feeling? Confident? Excited? Accomplished? Close your eyes and really see and feel what it is like to be at your destination. Feel it throughout your body. Repeat this exercise as often as necessary, at least twice a day.
- 7. 4-Write your goal and vision down Writing down goals tends to lead to more successful results than simply thinking them. When you commit your goals to paper and you are able to look at them daily, you'll remain focused on the desired outcome, particularly if it's a goal that will take time to achieve. Writing down your goal and keeping it in sight will keep you moving toward accomplishment.
- 8. 5-Break down your goal into baby steps Make your entire project realistic by being systematic. Brainstorm and jot down all of the little things you can think of that will propel you forward. Fore example: If losing 20 pounds is your ultimate goal, you will experience smaller successes along the way. Note these as well as the activities you enjoy in your new fitness and diet program. If you want to earn an extra $10,000 for a dream vacation, think about how much you can realistically earn per week toward that end.
- 9. 6-Create an action plan Look at the goals and activities you have written down. Next, figure out what must be accomplished each day to work toward your goal. For example What type of work out will you do? Strength training? Cardiovascular workout?
- 10. 7-Look at your plan daily, acknowledge your accomplishments, and adjust as needed
- 11. 8-Create an encouraging atmosphere. Every challenging journey has its setbacks. Surround yourself with supportive people and environments. Stay positive and intent on your goal.
- 12. 9-Take responsibility for achieving your goal. Recognize and accept that you are the only one who can get you where you want to be. Remember: You can do it, and as you take your goals seriously, so will those around you.
- 13. 10-Stay in control of your schedule and find the resources and determination that will help you. Join support groups in your community or online. Find peers. Some websites offering support groups are listed in "Tips" below. Ask for family support. Learn to say “no” when someone asks your time and it conflicts with working toward your goal
- 15. Done by : Dana Aldrees Nouf Alhashem Basma Alghamdi Ghalia Alshathri