Motivation - Aakash Dharod, Universal Business School
•
0 likes•316 views
This presentation is focused on the topic Motivation. Including different aspects & theories related to it. - What is Motivation? - Theories of Motivation - Maslow's Hierarchy Theory
Report
Share
Report
Share
Download to read offline
Recommended
Motivation organization Behavior (OB)
David Myers defines motivation as a need or desire that energizes behavior and directs it towards a goal. Motivation prompts a person to act in specific ways or develop inclinations for certain behaviors. There are two types of motivation: intrinsic motivation that comes from within and extrinsic motivation that comes from outside rewards or threats. The document also lists several theories of motivation including push and pull theory, incentive theory, McGregor's Theory X and Y, McClelland's needs theory, Maslow's hierarchy of needs, and Herzberg's two-factor theory.
Motivational theories
This document discusses different theories of motivation. It begins by defining motivation as the desire to do things that initiates and guides goal-oriented behaviors. It then outlines four major motivational theories: Abraham Maslow's hierarchy of needs which arranges human needs in a series of steps; Douglas McGregor's Theory X and Theory Y which suggest two views of employee behavior; David McClelland's motivational needs theory; and Frederick Herzberg's two-factor theory which separates factors that cause job satisfaction from those that cause dissatisfaction. For each theory, a brief overview is provided.
Motivational learning theories final
The document summarizes several motivational learning theories: the ARCS model of motivational design by John Keller, Maslow's hierarchy of needs, goal setting theory by Edwin Locke, and incentive theory. It was submitted by a group consisting of Christine du Toit, Maria Crowley, Mike Aling, and James Arnold.
Motivation
This document discusses motivation in the workplace. It defines motivation as the intensity, direction, and persistence of effort toward achieving a goal. Motivation is needed to improve job performance, reduce disinterest, increase employee retention and job satisfaction. Motivation can be intrinsic, coming from within, or extrinsic, coming from outside rewards. Common motivation theories discussed are Maslow's hierarchy of needs, ERG theory, motivation-hygiene theory, McClelland's need theory, and expectancy, equity, goal setting, and reinforcement theories. The document also lists some skills managers need to motivate employees and common methods to motivate them, such as job enrichment and rotation, flexible time, pay programs, and employee involvement. Barriers to motivation mentioned include
Motivation
This document discusses motivation in the workplace. It defines motivation as a process that begins with a need or deficiency that triggers goal-oriented behavior, according to two definitions. The motivation process involves arousal of new needs, evaluating alternatives, and satisfying performance goals. Types of motivation discussed include intrinsic, extrinsic, and various competence and achievement motivations. Models covered are the MARS model linking motivation, abilities, roles and situations, and a four drives model addressing individual and organizational motivation. The document provides tips for creating a motivating work environment and overviews three motivational theories: Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's acquired needs theory.
Organisation Behaviour - Early and Contemporary theories of motivation
The document discusses various motivational theories including:
1. Maslow's hierarchy of needs which categorizes human needs into physiological, safety, social, esteem, and self-actualization needs that must be satisfied in order.
2. Herzberg's two-factor theory which distinguishes between hygiene factors like pay and working conditions that prevent dissatisfaction and motivational factors like achievement and recognition that encourage satisfaction.
3. McGregor's Theory X and Theory Y which propose two views of employee motivation - Theory X assumes employees dislike work and need close supervision while Theory Y assumes employees can exercise self-direction and commitment to objectives.
Theories of Motivation
Theories of Motivation, Maslow's Hierarchy of Needs, ERG Theory, Theory X and Y, Need Theory, Hygiene and Motivator Factor
Motivation Theory
This document provides an overview of several motivation theories including Maslow's hierarchy of needs, McGregor's Theory X and Theory Y, and Vroom's expectancy theory. Maslow's hierarchy proposes that people are motivated to fulfill basic needs like physical needs and safety before seeking higher level needs like esteem and self-actualization. Theory X and Theory Y describe differing assumptions about employee motivation, with Theory X assuming employees dislike work and Theory Y assuming employees can find work motivating. Expectancy theory suggests motivation is highest when employees expect high effort will lead to good performance and rewards. The theories can help explain what motivates public administrators by understanding how fulfilling different needs and expectations can increase employee productivity.
Recommended
Motivation organization Behavior (OB)
David Myers defines motivation as a need or desire that energizes behavior and directs it towards a goal. Motivation prompts a person to act in specific ways or develop inclinations for certain behaviors. There are two types of motivation: intrinsic motivation that comes from within and extrinsic motivation that comes from outside rewards or threats. The document also lists several theories of motivation including push and pull theory, incentive theory, McGregor's Theory X and Y, McClelland's needs theory, Maslow's hierarchy of needs, and Herzberg's two-factor theory.
Motivational theories
This document discusses different theories of motivation. It begins by defining motivation as the desire to do things that initiates and guides goal-oriented behaviors. It then outlines four major motivational theories: Abraham Maslow's hierarchy of needs which arranges human needs in a series of steps; Douglas McGregor's Theory X and Theory Y which suggest two views of employee behavior; David McClelland's motivational needs theory; and Frederick Herzberg's two-factor theory which separates factors that cause job satisfaction from those that cause dissatisfaction. For each theory, a brief overview is provided.
Motivational learning theories final
The document summarizes several motivational learning theories: the ARCS model of motivational design by John Keller, Maslow's hierarchy of needs, goal setting theory by Edwin Locke, and incentive theory. It was submitted by a group consisting of Christine du Toit, Maria Crowley, Mike Aling, and James Arnold.
Motivation
This document discusses motivation in the workplace. It defines motivation as the intensity, direction, and persistence of effort toward achieving a goal. Motivation is needed to improve job performance, reduce disinterest, increase employee retention and job satisfaction. Motivation can be intrinsic, coming from within, or extrinsic, coming from outside rewards. Common motivation theories discussed are Maslow's hierarchy of needs, ERG theory, motivation-hygiene theory, McClelland's need theory, and expectancy, equity, goal setting, and reinforcement theories. The document also lists some skills managers need to motivate employees and common methods to motivate them, such as job enrichment and rotation, flexible time, pay programs, and employee involvement. Barriers to motivation mentioned include
Motivation
This document discusses motivation in the workplace. It defines motivation as a process that begins with a need or deficiency that triggers goal-oriented behavior, according to two definitions. The motivation process involves arousal of new needs, evaluating alternatives, and satisfying performance goals. Types of motivation discussed include intrinsic, extrinsic, and various competence and achievement motivations. Models covered are the MARS model linking motivation, abilities, roles and situations, and a four drives model addressing individual and organizational motivation. The document provides tips for creating a motivating work environment and overviews three motivational theories: Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's acquired needs theory.
Organisation Behaviour - Early and Contemporary theories of motivation
The document discusses various motivational theories including:
1. Maslow's hierarchy of needs which categorizes human needs into physiological, safety, social, esteem, and self-actualization needs that must be satisfied in order.
2. Herzberg's two-factor theory which distinguishes between hygiene factors like pay and working conditions that prevent dissatisfaction and motivational factors like achievement and recognition that encourage satisfaction.
3. McGregor's Theory X and Theory Y which propose two views of employee motivation - Theory X assumes employees dislike work and need close supervision while Theory Y assumes employees can exercise self-direction and commitment to objectives.
Theories of Motivation
Theories of Motivation, Maslow's Hierarchy of Needs, ERG Theory, Theory X and Y, Need Theory, Hygiene and Motivator Factor
Motivation Theory
This document provides an overview of several motivation theories including Maslow's hierarchy of needs, McGregor's Theory X and Theory Y, and Vroom's expectancy theory. Maslow's hierarchy proposes that people are motivated to fulfill basic needs like physical needs and safety before seeking higher level needs like esteem and self-actualization. Theory X and Theory Y describe differing assumptions about employee motivation, with Theory X assuming employees dislike work and Theory Y assuming employees can find work motivating. Expectancy theory suggests motivation is highest when employees expect high effort will lead to good performance and rewards. The theories can help explain what motivates public administrators by understanding how fulfilling different needs and expectations can increase employee productivity.
MacGregor’s XY Theory and Ouchi’s Theory Z
MacGregor’s XY Theory and Ouchi’s Theory Z: https://agile-mercurial.com/2019/06/28/macgregors-xy-theory-and-ouchis-theory-z/
Blog: https://agile-mercurial.com
YouTube: https://www.youtube.com/channel/UCPM82of2YuqIR1SgLGHa1eg
motivation theories
This document summarizes two motivation theories: Abraham Maslow's Hierarchy of Needs theory and William James and Carl Lange's Theory of Emotion. Maslow's theory proposes that human motivations are arranged in a pyramid with basic physiological and safety needs at the bottom and self-actualization at the top. James and Lange's theory suggests that emotions arise from physiological responses to external stimuli rather than the other way around. The document identifies Maslow and James/Lange as the originators of these theories and analyzes the major themes and evaluates the effectiveness of applying each theory to different behaviors.
Behavioral management theory
The behavioral management theory addresses human behavior and motivation in the workplace. Theorists like Hugo Munsterberg, Douglas McGregor, and Abraham Maslow contributed ideas around applying psychology to industries. McGregor proposed "Theory X" and "Theory Y" assumptions about human nature and motivation. Maslow developed a hierarchy of needs that classified human needs from physiological to self-actualization and how satisfying lower needs impacts motivation.
Leadership & motivation
Leadership is "organizing a group of people to achieve a common goal." The leader may or may not have any formal authority. Students of leadership have produced theories involving traits, situational interaction, function, behavior, power, vision and values, charisma, and intelligence among others.
Workplace Motivation
This document discusses theories of motivation and ways to redesign jobs and work arrangements. It defines motivation as the process that accounts for an individual's effort toward achieving goals. It outlines early motivation theories like Maslow's hierarchy of needs and McGregor's Theory X and Y. Contemporary motivation theories discussed include self-determination theory, goal setting theory, and expectancy theory. The document also discusses ways to redesign jobs, like job rotation, and alternative work arrangements such as flextime, job sharing, and telecommuting.
Situational leadership
Situational leadership theory suggests that effective leadership requires adapting one's style to fit the specific context and needs of followers. The theory was developed in the 1960s-1970s and proposes four leadership styles ranging from directing to delegating based on followers' competence and commitment levels. While popular, situational leadership has also received some criticism for perceived inconsistencies and ambiguity. The theory emphasizes that there is no single best leadership approach and leaders must assess situations and individuals to determine the optimal style.
Motivation in Learning
The presentation defines motivational learning theories that help students learn in the most effective way.
Motivation theories in teaching profession
This document discusses the need for motivation in teaching. It defines motivation as a state of mind filled with energy and enthusiasm that drives people to work towards goals. Motivation can come from external rewards like salary or internal rewards like achievement. The document outlines several motivation theories including Maslow's hierarchy of needs, McGregor's Theory X and Y, and McClelland's achievement motivation theory. It provides tips for how teachers can inspire students through passion, respect, fun activities, and believing in their success.
Motivational Theories
Motivation theories aim to explain human behavior and what drives individuals. Major theories discussed include Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's needs theory, reinforcement theory, expectancy theory, and equity theory. These theories analyze factors like physiological and psychological needs, intrinsic and extrinsic motivators, environmental influences, expectations of outcomes, and perceptions of fairness that influence human motivation and persistence. Contemporary theories also examine self-determination, goal-setting, self-efficacy, and organizational justice.
Part 12 (What Drives Us)
This document discusses different theories of human motivation from a psychological perspective. It describes Abraham Maslow's hierarchy of needs theory, which proposes that people are motivated to fulfill basic needs for physiological survival and security before pursuing higher-level needs for love/belonging, esteem, and self-actualization. The document outlines Maslow's hierarchy, which forms a pyramid from lowest to highest level of needs as: 1) hunger, 2) sex, 3) need to belong, and 4) motivation at work. It also briefly summarizes other theories of motivation including instinct, drive-reduction, and arousal theories.
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. chpt 14
This document discusses various theories of motivation in management. It covers both content and process theories, including Maslow's hierarchy of needs, Herzberg's two-factor theory, expectancy theory, equity theory, and reinforcement theory. The key aspects of each theory are defined and differences between theories are explained. The aim is to understand the basic human factors that affect managing and what motivates individuals in an organizational context.
Behavioral management theories
Behavioral management theory emerged in response to classical theory ignoring employee behavior and motivation. It focuses on carefully handling important areas like expectations, conflicts, motivations, productivity, and group behavior to make organizations effective. Hugo Munsterberg is considered the "father of industrial psychology" and argued psychologists could help industry by identifying best jobs for individuals, optimum efficiency conditions, and influencing behavior to meet management objectives. Abraham Maslow developed a hierarchy of human needs ranging from basic physiological needs to higher-level needs like esteem and self-actualization, with behavior aimed at satisfying the highest unsatisfied needs. Douglas McGregory described the dichotomy between Theory X managers assuming workers are lazy and need coercion, and Theory Y managers assuming workers have
Theoriesofmotivation 161011095754
This document discusses various theories of motivation. It begins by providing definitions of motivation from different authors. It then categorizes theories of motivation into content theories and process theories. Under content theories, it describes Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's need theory, and Alderfer's ERG theory. Under process theories, it discusses Vroom's expectancy theory, Adam's equity theory, goal setting theory, and reinforcement theory. For each theory, it provides an overview and explanation of the key concepts and principles of that particular motivation theory.
Motivation akash
The document discusses different theories of motivation. It defines motivation as the inner drive that energizes and causes goal-directed behavior. Motivation elicits, controls, and sustains efforts over time. The document then outlines McGregor's Theory X and Theory Y, which propose different views of employee motivation, as well as Herzberg's two-factor theory distinguishing motivational and hygiene factors. It also summarizes Maslow's hierarchy of needs theory that human needs are arranged in a hierarchy and lower needs must be satisfied before higher needs.
Theory x-and-theory-y
Douglas McGregor proposed two contrasting theories of human motivation and management in the 1960s: Theory X and Theory Y. Theory X assumes employees are unmotivated and dislike work, encouraging an authoritarian management style. Theory Y assumes employees are self-motivated and happy to work, promoting a participative and decentralized style of management that involves employees in decision making. While Theory X may be more applicable to large-scale production environments, Theory Y is considered superior and more widely adopted, especially for knowledge work and professional services.
Motivation and theories of motivation
This document provides an overview of different theories of motivation, including:
- Maslow's hierarchy of needs from humanistic theories, which proposes humans satisfy basic needs before higher needs.
- Instinct theories which view motivation as arising from innate biological instincts.
- Incentive theories which propose external rewards and punishments motivate behavior.
- Drive reduction theories view motivation as arising from a drive to reduce physiological and psychological needs.
- Arousal theories link motivation to an optimal level of psychological arousal.
- Expectancy theories propose motivation depends on expecting increased effort will lead to better performance and rewards.
Theories of Motivation
Topic: Theories of Motivation
Student Name: Nadia
Class: M.Ed
Project Name: “Young Teachers' Professional Development (TPD)"
"Project Founder: Prof. Dr. Amjad Ali Arain
Faculty of Education, University of Sindh, Pakistan
How do you stay motivated?
In 1943 Abraham Maslow devised a motivational theory, His 'hierarchy of needs' focuses on the various levels of motivation an individual can progress through. We've examined these levels in comparison to business ownership and management.
Motivation
Motivation
ERG
MOTIVATION TECHNIQUES:
CONTENT THEORIES
PROCESS THEORIES
MASLOW’S NEED HIERARCHY
ALDERFER’S ERG THEORY
motivation PPT.pptx
This document discusses different theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, and Ouchi's Theory Z. Maslow's hierarchy proposes that people are motivated to fulfill basic needs before moving to higher level needs. Herzberg identified motivators and hygiene factors that cause satisfaction or dissatisfaction at work. Theory Z focuses on trust, employee involvement, and coordination between employees and organizations. The theories provide frameworks for understanding motivation but also have limitations in their simplicity and cultural applicability.
Uhs 2062 Employee Motivation
Slides prepared for my UHS 2062 UTM (Skudai, Malaysia ) students based on the references given. These are just guides to initiate further readings.
More Related Content
What's hot
MacGregor’s XY Theory and Ouchi’s Theory Z
MacGregor’s XY Theory and Ouchi’s Theory Z: https://agile-mercurial.com/2019/06/28/macgregors-xy-theory-and-ouchis-theory-z/
Blog: https://agile-mercurial.com
YouTube: https://www.youtube.com/channel/UCPM82of2YuqIR1SgLGHa1eg
motivation theories
This document summarizes two motivation theories: Abraham Maslow's Hierarchy of Needs theory and William James and Carl Lange's Theory of Emotion. Maslow's theory proposes that human motivations are arranged in a pyramid with basic physiological and safety needs at the bottom and self-actualization at the top. James and Lange's theory suggests that emotions arise from physiological responses to external stimuli rather than the other way around. The document identifies Maslow and James/Lange as the originators of these theories and analyzes the major themes and evaluates the effectiveness of applying each theory to different behaviors.
Behavioral management theory
The behavioral management theory addresses human behavior and motivation in the workplace. Theorists like Hugo Munsterberg, Douglas McGregor, and Abraham Maslow contributed ideas around applying psychology to industries. McGregor proposed "Theory X" and "Theory Y" assumptions about human nature and motivation. Maslow developed a hierarchy of needs that classified human needs from physiological to self-actualization and how satisfying lower needs impacts motivation.
Leadership & motivation
Leadership is "organizing a group of people to achieve a common goal." The leader may or may not have any formal authority. Students of leadership have produced theories involving traits, situational interaction, function, behavior, power, vision and values, charisma, and intelligence among others.
Workplace Motivation
This document discusses theories of motivation and ways to redesign jobs and work arrangements. It defines motivation as the process that accounts for an individual's effort toward achieving goals. It outlines early motivation theories like Maslow's hierarchy of needs and McGregor's Theory X and Y. Contemporary motivation theories discussed include self-determination theory, goal setting theory, and expectancy theory. The document also discusses ways to redesign jobs, like job rotation, and alternative work arrangements such as flextime, job sharing, and telecommuting.
Situational leadership
Situational leadership theory suggests that effective leadership requires adapting one's style to fit the specific context and needs of followers. The theory was developed in the 1960s-1970s and proposes four leadership styles ranging from directing to delegating based on followers' competence and commitment levels. While popular, situational leadership has also received some criticism for perceived inconsistencies and ambiguity. The theory emphasizes that there is no single best leadership approach and leaders must assess situations and individuals to determine the optimal style.
Motivation in Learning
The presentation defines motivational learning theories that help students learn in the most effective way.
Motivation theories in teaching profession
This document discusses the need for motivation in teaching. It defines motivation as a state of mind filled with energy and enthusiasm that drives people to work towards goals. Motivation can come from external rewards like salary or internal rewards like achievement. The document outlines several motivation theories including Maslow's hierarchy of needs, McGregor's Theory X and Y, and McClelland's achievement motivation theory. It provides tips for how teachers can inspire students through passion, respect, fun activities, and believing in their success.
Motivational Theories
Motivation theories aim to explain human behavior and what drives individuals. Major theories discussed include Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's needs theory, reinforcement theory, expectancy theory, and equity theory. These theories analyze factors like physiological and psychological needs, intrinsic and extrinsic motivators, environmental influences, expectations of outcomes, and perceptions of fairness that influence human motivation and persistence. Contemporary theories also examine self-determination, goal-setting, self-efficacy, and organizational justice.
Part 12 (What Drives Us)
This document discusses different theories of human motivation from a psychological perspective. It describes Abraham Maslow's hierarchy of needs theory, which proposes that people are motivated to fulfill basic needs for physiological survival and security before pursuing higher-level needs for love/belonging, esteem, and self-actualization. The document outlines Maslow's hierarchy, which forms a pyramid from lowest to highest level of needs as: 1) hunger, 2) sex, 3) need to belong, and 4) motivation at work. It also briefly summarizes other theories of motivation including instinct, drive-reduction, and arousal theories.
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. chpt 14
This document discusses various theories of motivation in management. It covers both content and process theories, including Maslow's hierarchy of needs, Herzberg's two-factor theory, expectancy theory, equity theory, and reinforcement theory. The key aspects of each theory are defined and differences between theories are explained. The aim is to understand the basic human factors that affect managing and what motivates individuals in an organizational context.
Behavioral management theories
Behavioral management theory emerged in response to classical theory ignoring employee behavior and motivation. It focuses on carefully handling important areas like expectations, conflicts, motivations, productivity, and group behavior to make organizations effective. Hugo Munsterberg is considered the "father of industrial psychology" and argued psychologists could help industry by identifying best jobs for individuals, optimum efficiency conditions, and influencing behavior to meet management objectives. Abraham Maslow developed a hierarchy of human needs ranging from basic physiological needs to higher-level needs like esteem and self-actualization, with behavior aimed at satisfying the highest unsatisfied needs. Douglas McGregory described the dichotomy between Theory X managers assuming workers are lazy and need coercion, and Theory Y managers assuming workers have
Theoriesofmotivation 161011095754
This document discusses various theories of motivation. It begins by providing definitions of motivation from different authors. It then categorizes theories of motivation into content theories and process theories. Under content theories, it describes Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's need theory, and Alderfer's ERG theory. Under process theories, it discusses Vroom's expectancy theory, Adam's equity theory, goal setting theory, and reinforcement theory. For each theory, it provides an overview and explanation of the key concepts and principles of that particular motivation theory.
Motivation akash
The document discusses different theories of motivation. It defines motivation as the inner drive that energizes and causes goal-directed behavior. Motivation elicits, controls, and sustains efforts over time. The document then outlines McGregor's Theory X and Theory Y, which propose different views of employee motivation, as well as Herzberg's two-factor theory distinguishing motivational and hygiene factors. It also summarizes Maslow's hierarchy of needs theory that human needs are arranged in a hierarchy and lower needs must be satisfied before higher needs.
Theory x-and-theory-y
Douglas McGregor proposed two contrasting theories of human motivation and management in the 1960s: Theory X and Theory Y. Theory X assumes employees are unmotivated and dislike work, encouraging an authoritarian management style. Theory Y assumes employees are self-motivated and happy to work, promoting a participative and decentralized style of management that involves employees in decision making. While Theory X may be more applicable to large-scale production environments, Theory Y is considered superior and more widely adopted, especially for knowledge work and professional services.
Motivation and theories of motivation
This document provides an overview of different theories of motivation, including:
- Maslow's hierarchy of needs from humanistic theories, which proposes humans satisfy basic needs before higher needs.
- Instinct theories which view motivation as arising from innate biological instincts.
- Incentive theories which propose external rewards and punishments motivate behavior.
- Drive reduction theories view motivation as arising from a drive to reduce physiological and psychological needs.
- Arousal theories link motivation to an optimal level of psychological arousal.
- Expectancy theories propose motivation depends on expecting increased effort will lead to better performance and rewards.
Theories of Motivation
Topic: Theories of Motivation
Student Name: Nadia
Class: M.Ed
Project Name: “Young Teachers' Professional Development (TPD)"
"Project Founder: Prof. Dr. Amjad Ali Arain
Faculty of Education, University of Sindh, Pakistan
How do you stay motivated?
In 1943 Abraham Maslow devised a motivational theory, His 'hierarchy of needs' focuses on the various levels of motivation an individual can progress through. We've examined these levels in comparison to business ownership and management.
Motivation
Motivation
ERG
MOTIVATION TECHNIQUES:
CONTENT THEORIES
PROCESS THEORIES
MASLOW’S NEED HIERARCHY
ALDERFER’S ERG THEORY
What's hot (20)
Similar to Motivation - Aakash Dharod, Universal Business School
motivation PPT.pptx
This document discusses different theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, and Ouchi's Theory Z. Maslow's hierarchy proposes that people are motivated to fulfill basic needs before moving to higher level needs. Herzberg identified motivators and hygiene factors that cause satisfaction or dissatisfaction at work. Theory Z focuses on trust, employee involvement, and coordination between employees and organizations. The theories provide frameworks for understanding motivation but also have limitations in their simplicity and cultural applicability.
Uhs 2062 Employee Motivation
Slides prepared for my UHS 2062 UTM (Skudai, Malaysia ) students based on the references given. These are just guides to initiate further readings.
ANKIT PRESENTATION OB.pptx
1. The document discusses several content theories of motivation: Maslow's hierarchy of needs theory, Herzberg's two-factor theory, McGregor's Theory X and Y, Alderfer's ERG theory, and McClelland's achievement motivation theory.
2. According to Maslow's hierarchy of needs theory, people are motivated to fulfill five basic needs that are arranged in a hierarchy from physiological to self-actualization needs.
3. Herzberg's two-factor theory proposes that job satisfaction and dissatisfaction are influenced by different job factors - hygiene factors lead to dissatisfaction if absent, while motivational factors promote satisfaction.
Motivation 100714090658-phpapp01
This document discusses several theories of motivation. It outlines Maslow's hierarchy of needs which arranges human needs into levels from physiological to self-actualization. Once lower needs are met, higher needs emerge. Herzberg's two-factor theory separates job factors into motivators like achievement and hygiene factors like salary which cause satisfaction or dissatisfaction. The document also provides examples of applying these theories in a business context and notes some limitations, such as needs varying between individuals.
Motivation
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 theory
This is all about Motivation and motivation theory. if u further need any help you can contact with me on the following email address kcb.brurcse42@gmail,com .
Rafiiiiii
This document discusses 10 different motivation theories:
1. Maslow's hierarchy of needs theory states that lower level needs must be satisfied before higher needs.
2. McGregor's X and Y theory describes two views of employee motivation - Theory X assumes employees are unmotivated while Theory Y assumes they are motivated.
3. Herzberg's hygiene theory argues there are motivators and hygiene factors that influence employee satisfaction.
4. ERG theory groups Maslow's needs into existence, relatedness, and growth.
5. McClelland's three needs theory says people are motivated by achievement, affiliation, or power.
6. Goal setting theory says specific, challenging goals improve performance.
motivation-100714090658-phpapp01.pdf
This document discusses several theories of motivation. It begins by defining motivation and then outlines Maslow's hierarchy of needs theory and Herzberg's two-factor theory. Maslow's theory proposes that people are motivated to fulfill lower level needs before progressing to higher level needs such as self-actualization. Herzberg's theory separates motivators like achievement and recognition from hygiene factors like salary and working conditions. The document also provides examples of how these theories can be applied in a business context and notes some limitations and criticisms of each approach.
Motivation ob
This document defines motivation and discusses its nature, process, types, major theories, importance, and managerial applications. It defines motivation as inspiring goal-oriented behavior and discusses Abraham Maslow's hierarchy of needs theory, Frederick Herzberg's motivator-hygiene theory, and Douglas McGregor's Theory X and Theory Y. Motivation is important for increased productivity, efficiency, goal achievement, and workforce stability. Managers can apply motivation concepts through rewards, employee involvement programs, job design, and employee recognition.
MOTIVATIONS.ppt
Motivation theories try to explain what motivates human behavior. Some key theories discussed in the document include:
1. Maslow's hierarchy of needs proposes that people are motivated to fulfill basic physiological needs first, and then safety, love, esteem and self-actualization needs in turn.
2. McGregor's Theory X and Theory Y describe assumptions about human motivation - Theory X sees people as lazy and undisciplined while Theory Y sees them as creative and wanting responsibility.
3. Herzberg's two-factor theory distinguishes between motivators like achievement and responsibility that improve satisfaction, and hygiene factors like salary and working conditions that prevent dissatisfaction.
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.
Content Usability
1. Several theories of motivation were formulated in the 1950s including Maslow's hierarchy of needs theory, McGregor's Theory X and Theory Y, and Herzberg's motivation-hygiene theory.
2. Maslow's hierarchy proposed five levels of human needs from physiological to self-actualization needs. Herzberg's theory distinguished between motivators like achievement that increase job satisfaction and hygiene factors like salary that prevent dissatisfaction.
3. McGregor's Theory X assumed employees dislike work while Theory Y assumed they can find it motivating. Later theories included ERG theory, need-based theories, and cognitive evaluation theory which found extrinsic rewards can reduce intrinsic motivation.
Motivation-theories.ppt
This document provides an overview of several key motivation theories:
- McGregor's Theory X and Theory Y describe different views of workforce motivation, with Theory Y workers being more productive when given responsibility and involvement.
- Taylor advocated scientific management and payment for work done but believed workers needed close supervision.
- Mayo found workers were more motivated by positive attention, communication, involvement in decisions, and working in groups.
- Herzberg identified hygiene factors like pay and working conditions that prevent dissatisfaction, and motivators like achievement and responsibility that encourage motivation.
- Maslow's hierarchy of needs proposes that workers must satisfy lower level needs before pursuing higher level growth and self-actualization needs.
Motivation and Theories of Motivation
This ppt contains details study on topic Motivation and Theories of Motivation. It will be very beneficial for the purpose of presentation as well as for the purpose of self study.
Motivation.ppt
The document discusses several theories of motivation: McGregor's Theory X and Theory Y describe different views of employee motivation and productivity; Taylor's scientific management theory claims money primarily motivates workers; Mayo found positive attention and involvement in decisions improves motivation; Herzberg identified hygiene and motivator factors; Maslow's hierarchy of needs proposes people are motivated to fulfill lower level needs before pursuing higher level needs.
Presentation on motivation
Motivation is defined as the desire to achieve a goal and the persistence of effort required to do so. It arises from the interaction between individual characteristics and the situation. While motivation is important for performance, ability and environmental factors also contribute. Early motivation theories included Maslow's hierarchy of needs and McGregor's Theory X and Theory Y, which proposed either positive or negative views of human motivation. Motivation encompasses intensity, direction, and persistence of effort over time toward achieving goals.
Harsh Kumar singh ,Roll-32341923055, Jan2024 - Copy.pdf
This presentation summarizes several theories of motivation, including:
- Maslow's hierarchy of needs, which proposes that humans have physiological, safety, social, esteem, and self-actualization needs that motivate behavior.
- McGregor's Theory X and Theory Y, which describe traditional and modern assumptions about employee motivation and behavior.
- Criticisms of these theories note their oversimplification and lack of universality across situations.
- The conclusion emphasizes applying a combination of motivation theories flexibly to best understand human motivation.
Theories of Motivation
The document discusses several theories of motivation, including Maslow's hierarchy of needs which proposes that people are motivated to fulfill basic physiological needs first before moving up to seeking safety, love, esteem and self-actualization; it also examines McGregor's Theory X and Theory Y about assumptions of human nature, Herzberg's two-factor theory distinguishing motivators and hygiene factors, and McClelland's theory of three needs - achievement, affiliation and power. The theories provide frameworks for understanding what motivates employee behavior and performance in the workplace.
Content Theories
This document provides an overview of several content theories of motivation:
- Maslow's hierarchy of needs proposes that people are motivated to fulfill basic needs before moving to higher-level needs.
- McGregor's Theory X and Theory Y describe assumptions managers make about employees, ranging from negative to positive.
- ERG theory condensed Maslow's needs into existence, relatedness, and growth.
- Herzberg's two-factor theory separates job satisfaction and dissatisfaction into different factors.
- McClelland identified needs for achievement, affiliation, and power that are learned rather than innate.
23March 2010Vol. 22 No. 1Engineering Management JournalHD.docx
23March 2010Vol. 22 No. 1Engineering Management Journal
HDM Modeling as a Tool to Assist Management With
Employee Motivation: The Case of Silicon Forest
Georgina Harell, Portland State University
Tugrul U. Daim, Portland State University
the various options more than once, and put a number to the
importance of one option over another.
This study shows a pathway to employee motivation more than
the traditional HDM approach which has the end result being one
choice. The group survey results provide a better understanding of
the differences and the specific values of the groups and smaller
sub-groups. For example, management can conclude from this
survey that women’s tangible motivators are pay and bonuses
followed by outside environment and working conditions.
Literature Review
The theory of human motivation started as an interest of
psychologists, but managers soon realized the importance of
knowing how to motivate their workforce. The work of human
motivation started as early as the Greeks (Skinner, 1965), and
is still intriguing many researchers today. Motivation through
conditioning responses has been explored in great detail since the
late 19th century. The most famous account of conditioned responses
has to be that of Pavlov’s dog—where a dog was conditioned to
salivate at the sound of a bell by repeatedly reinforcing that after a
certain sound food would be presented. This type of response has
been termed a conditioned reflex. In short, the subject has been
trained to produce a response normally associated with stimulus
A when stimulus B is presented. Pavlov’s work was just the tip
of the iceberg in terms of understanding human behavior in
response to a stimulus (Skinner, 1965). E.L. Thorndike expanded
the knowledge of human behavior by exploring the concept of
learning curves. Thorndike did considerable research examining
how long it took creatures to solve a simple problem, for example,
how to escape from a latched box. Thorndike noted that initially
the creature would take a considerable amount of time to solve the
problem, but after more and more attempts at the same situation
the solution came more and more quickly. Learning curves help
clarify how behavior in complex situations are sorted, emphasized,
and reordered. Thorndike’s work is a pivotal step toward the more
modern concept of operant conditioning (Skinner, 1965).
Operant conditioning is far more complicated than the
simple notion of reflex conditioning illustrated by Pavlov.
Operant conditioning looks at human behavior as a complicated
series of tendencies, and rather than looking at responses as either
happening or not happening, operant conditioning considers
a response as having a probability of occurring. By examining
human behavior as a probability of a response occurring, more
complicated interactions can be examined. There are two points
in operant conditioning—operant reinforcement, where a subject
is conditioned ...
Similar to Motivation - Aakash Dharod, Universal Business School (20)
Harsh Kumar singh ,Roll-32341923055, Jan2024 - Copy.pdf
Harsh Kumar singh ,Roll-32341923055, Jan2024 - Copy.pdf
23March 2010Vol. 22 No. 1Engineering Management JournalHD.docx
23March 2010Vol. 22 No. 1Engineering Management JournalHD.docx
More from Universal Business School
Communication - Bhavya Agnihotri, Universal Business School
This presentation is focused on the topic Communication. Including different aspects related to communication.
* Theories
* Benefits
* 7 C's of Communication
* Need of Communication in organization
GOING GREEN! Taking the Road less traveled
Green Entrepreneur's Trophy Contest by UBS
Participant: Sourabh Vijay
College: Shayamaprasad College, Kolkata
Facebook Page
https://www.facebook.com/universalbus...
Website
http://www.universalbusinessschool.com/
Some Gentle Beginnings to Going Green
Green Entrepreneur's Trophy Contest by UBS
Participant: Rajat Srivastava
College: Babu Banarasi das Engineering College, Lucknow
Facebook Page
https://www.facebook.com/universalbus...
Website
http://www.universalbusinessschool.com/
Green Manufacturing!
Green Entrepreneur's Trophy Contest by UBS
Participant: Prabhdeep Singh
College: R.S.Model Sr. Secondary School, Ludhiana, Punjab
Facebook Page
https://www.facebook.com/universalbus...
Website
http://www.universalbusinessschool.com/
HELP KEEP OUR EARTH GREEN
Green Entrepreneur's Trophy Contest by UBS
Participant: Agyapal Singh
College: R.S.Model Sr. Secondary School, Ludhiana, Punjab
Facebook Page
https://www.facebook.com/universalbus...
Website
http://www.universalbusinessschool.com/
GOING GREEN: Let's Save the Planet!
Green Entrepreneur's Trophy Contest by UBS
Participant: Baldeep singh
College: R.S.Model Sr. Secondary School, Ludhiana, Punjab
Facebook Page
https://www.facebook.com/universalbus...
Website
http://www.universalbusinessschool.com/
LOVE EARTH!
Green Entrepreneur's Trophy Contest by UBS
Participant: Bhavya Kantaria
College: Podar College, Mumbai
Facebook Page
https://www.facebook.com/universalbus...
Website
http://www.universalbusinessschool.com/
GREENERY
The document discusses the impacts of environmental degradation including global problems like global warming, ozone layer destruction, and climate change as well as local problems such as water pollution, land degradation, and flooding. It emphasizes the importance of planting trees to help heal the environment, but notes that efforts must ensure trees survive with public awareness of their needs. The document also examines urban greenery and forestry as ways to reconnect dense urban populations to nature, but highlights that high population density can hinder development of urban green spaces. It defines urban forestry as the management of urban forests and trees to improve cities' environments.
Green Business Idea: GREEN CONSULTANCY
Green Entrepreneur's Trophy Contest by UBS
Participant: Aditya Ramanarayanan / Pheby Varghese / Arushi Dwivedi
College: SIES College of Arts, Science and Commerce, Mumbai
Facebook Page
https://www.facebook.com/universalbus...
Website
http://www.universalbusinessschool.com/
LOVE EARTH
Green Entrepreneur's Trophy Contest by UBS
Participant: Bhavya Kantaria
College: Poddar College, Mumbai
Facebook Page
https://www.facebook.com/universalbus...
Website
http://www.universalbusinessschool.com/
LET'S GO GREEN!
Green Entrepreneur's Trophy Contest by UBS
Participant: Yogita / Deepak Singh
College: MM Public School Gurgaon
Facebook Page
https://www.facebook.com/universalbus...
Website
http://www.universalbusinessschool.com/
Go Green! Ideas to Save the Planet.
The document provides tips for environmentally friendly living, including reducing dependence on fossil fuels, growing your own food, conserving water, reducing and reusing items to limit waste, enjoying nature, making your home more sustainable, and recycling materials. It emphasizes the benefits of recycling in saving energy and reclaiming materials for new products.
More from Universal Business School (12)
Communication - Bhavya Agnihotri, Universal Business School
Communication - Bhavya Agnihotri, Universal Business School
Recently uploaded
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Your Guide To Finding The Perfect Part-Time Job
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
原版定制(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书电子版原版一模一样
原版一模一样【微信：741003700 】【(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）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，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
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
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
The Rules Do Apply: Navigating HR Compliance
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
一模一样(unh毕业证书)美国新罕布什尔大学毕业证学位证书案例原版一模一样
原版纸张【微信：741003700 】【(unh毕业证书)美国新罕布什尔大学毕业证、学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）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，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
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
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
哪里购买伯明翰大学毕业证（uob毕业证）学位证书原版一模一样
原版一模一样【微信：741003700 】【伯明翰大学毕业证（uob毕业证）学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）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，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
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
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
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
1比1仿制(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭原版一模一样
原版一模一样【微信：741003700 】【(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭】【微信：741003700 】学位证，留信认证（真实可查，永久存档）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，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
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
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
Recently uploaded (13)
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Motivation - Aakash Dharod, Universal Business School
- 1. Name: Aakash Dharod Course: BABM; Student ID: 20095321 Module Leader: Dr. Ginlianlal Buhril Topic: Motivation
- 2. What is Motivation? MOTIVATION is that force which compels one to ACTION. It influences one’s BEHAVIOR and ability to accomplish GOALS. No particular type of motivation works for everyone.
- 3. “Some people want it to happen, some wish it would happen, others make it happen.” - Michael Jordan
- 6. CONCLUSION Employees can be motivated by both financial and non-financial factor. Certain theories disagree with each other. All theories can be great motivators, only if used at the right time and on the right people.
- 8. Aakash DharodBABM4, Universal Business School