MOTIVATION OF THEORIES.pptx
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Motivation theory aims to understand what drives people to work towards goals. There are intrinsic and extrinsic motivation factors. Intrinsic factors include satisfying needs, while extrinsic involve external rewards. Managers can improve motivation through rewards, recognition, and training. Abraham Maslow's hierarchy of needs proposes that lower level needs like physiological and safety must be met before higher needs such as esteem and self-actualization can motivate.
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This document discusses motivation in the workplace. It defines motivation and discusses several theories of motivation, including: Maslow's hierarchy of needs, McGregor's Theory X and Y, Herzberg's two-factor theory, and McClelland's manifest needs theory. It also covers Mayo's theory of human relations and discusses what motivates employees, including maintainers who value job security and benefits, and motivators who seek growth opportunities. The document emphasizes that a motivating work climate fosters feelings of belonging, competence, and autonomy.
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1. The document discusses motivation in the workplace, including definitions, importance, and theories.
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This document discusses employee motivation. It begins by stating that work motivation is important for both employees and companies. The purpose section lists some benefits of motivation like increased productivity and commitment. Research questions ask about the definition of work motivation and how salary increases and team demotivation can be addressed. The objectives are to promote competence and treat employees well. Explanations cover intrinsic and extrinsic motivation. Herzberg's two-factor theory of motivation and hygiene factors is explained. The importance of motivation and some strategies like flexibility, support, incentives and training are discussed. It concludes that motivating employees allows them to perform better and benefits both parties.
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2. It summarizes Maslow's hierarchy of needs theory and Alderfer's ERG theory, which propose that humans have a hierarchy of physiological, safety, social, esteem, and self-actualization needs that motivate behavior.
3. It outlines Herzberg's two-factor theory, finding that factors like achievement, recognition, and responsibility improve satisfaction, while supervision, salary, and policies relate to dissatisfaction.
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The document provides an overview of motivation and several theories of motivation:
[1] It defines motivation and discusses factors that influence employee behavior and performance such as opportunities, abilities, and motivation.
[2] It summarizes Maslow's hierarchy of needs theory and Alderfer's ERG theory, which propose that humans have a hierarchy of physiological, safety, social, esteem, and self-actualization needs that motivate behavior.
[3] It outlines Herzberg's two-factor theory, finding that factors like achievement, recognition, and responsibility improve satisfaction, while supervision, salary, and policies relate to dissatisfaction.
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1. The document discusses various theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's three needs theory. It emphasizes that motivation is influenced by both intrinsic and extrinsic factors.
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mu.ot,ivrat,i.omu .omu this /pvrcescemutat,i.omu
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2. It summarizes Maslow's hierarchy of needs theory and Alderfer's ERG theory, which propose that humans have a hierarchy of physiological, safety, social, esteem, and self-actualization needs that motivate behavior.
3. It outlines Herzberg's two-factor theory, finding that factors like achievement, recognition, and responsibility improve satisfaction, while supervision, salary, and policies relate to dissatisfaction.
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[1] It defines motivation and discusses factors that influence employee behavior and performance such as opportunities, abilities, and motivation.
[2] It summarizes Maslow's hierarchy of needs theory and Alderfer's ERG theory, which propose that humans have a hierarchy of physiological, safety, social, esteem, and self-actualization needs that motivate behavior.
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This document discusses motivation and reward systems. It begins by defining motivation and explaining that people are motivated to achieve goals that they believe will lead to valued rewards. It then covers several motivation theories including Maslow's hierarchy of needs, ERG theory, expectancy theory, and equity theory. The key messages are that motivation comes from both intrinsic rewards like interesting work and extrinsic rewards like pay. Motivation is higher when employee needs, goals, and the link between performance and rewards are clear. Companies can motivate employees through job design, rewards, incentives, and focusing on engagement and commitment.
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1. Motivation is complex with different approaches needed to motivate employees, such as meeting needs, job design, and equitable treatment.
2. Content theories (e.g. Maslow's hierarchy of needs, Herzberg's two-factor theory) examine what motivates people based on needs. Process theories (e.g. expectancy, equity, goal-setting) explain how people are motivated.
3. Theories have implications for managers to understand employee motivation and ensure fairness to keep workers stimulated towards organizational goals. A motivated workforce is important for managerial success.
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Are you ready to revolutionize how you handle data? Join us for a webinar where we’ll bring you up to speed with the latest advancements in Generative AI technology and discover how leveraging FME with tools from giants like Google Gemini, Amazon, and Microsoft OpenAI can supercharge your workflow efficiency.
During the hour, we’ll take you through:
Guest Speaker Segment with Hannah Barrington: Dive into the world of dynamic real estate marketing with Hannah, the Marketing Manager at Workspace Group. Hear firsthand how their team generates engaging descriptions for thousands of office units by integrating diverse data sources—from PDF floorplans to web pages—using FME transformers, like OpenAIVisionConnector and AnthropicVisionConnector. This use case will show you how GenAI can streamline content creation for marketing across the board.
Ollama Use Case: Learn how Scenario Specialist Dmitri Bagh has utilized Ollama within FME to input data, create custom models, and enhance security protocols. This segment will include demos to illustrate the full capabilities of FME in AI-driven processes.
Custom AI Models: Discover how to leverage FME to build personalized AI models using your data. Whether it’s populating a model with local data for added security or integrating public AI tools, find out how FME facilitates a versatile and secure approach to AI.
We’ll wrap up with a live Q&A session where you can engage with our experts on your specific use cases, and learn more about optimizing your data workflows with AI.
This webinar is ideal for professionals seeking to harness the power of AI within their data management systems while ensuring high levels of customization and security. Whether you're a novice or an expert, gain actionable insights and strategies to elevate your data processes. Join us to see how FME and AI can revolutionize how you work with data!
HCL Notes und Domino Lizenzkostenreduzierung in der Welt von DLAU
Webinar Recording: https://www.panagenda.com/webinars/hcl-notes-und-domino-lizenzkostenreduzierung-in-der-welt-von-dlau/
DLAU und die Lizenzen nach dem CCB- und CCX-Modell sind für viele in der HCL-Community seit letztem Jahr ein heißes Thema. Als Notes- oder Domino-Kunde haben Sie vielleicht mit unerwartet hohen Benutzerzahlen und Lizenzgebühren zu kämpfen. Sie fragen sich vielleicht, wie diese neue Art der Lizenzierung funktioniert und welchen Nutzen sie Ihnen bringt. Vor allem wollen Sie sicherlich Ihr Budget einhalten und Kosten sparen, wo immer möglich. Das verstehen wir und wir möchten Ihnen dabei helfen!
Wir erklären Ihnen, wie Sie häufige Konfigurationsprobleme lösen können, die dazu führen können, dass mehr Benutzer gezählt werden als nötig, und wie Sie überflüssige oder ungenutzte Konten identifizieren und entfernen können, um Geld zu sparen. Es gibt auch einige Ansätze, die zu unnötigen Ausgaben führen können, z. B. wenn ein Personendokument anstelle eines Mail-Ins für geteilte Mailboxen verwendet wird. Wir zeigen Ihnen solche Fälle und deren Lösungen. Und natürlich erklären wir Ihnen das neue Lizenzmodell.
Nehmen Sie an diesem Webinar teil, bei dem HCL-Ambassador Marc Thomas und Gastredner Franz Walder Ihnen diese neue Welt näherbringen. Es vermittelt Ihnen die Tools und das Know-how, um den Überblick zu bewahren. Sie werden in der Lage sein, Ihre Kosten durch eine optimierte Domino-Konfiguration zu reduzieren und auch in Zukunft gering zu halten.
Diese Themen werden behandelt
- Reduzierung der Lizenzkosten durch Auffinden und Beheben von Fehlkonfigurationen und überflüssigen Konten
- Wie funktionieren CCB- und CCX-Lizenzen wirklich?
- Verstehen des DLAU-Tools und wie man es am besten nutzt
- Tipps für häufige Problembereiche, wie z. B. Team-Postfächer, Funktions-/Testbenutzer usw.
- Praxisbeispiele und Best Practices zum sofortigen Umsetzen
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MOTIVATION OF THEORIES.pptx
- 1. MOTIVATION OF THEORIES MOTIVATION IS WHAT DRIVES A PERSON TO WORK TOWARDS A PARTICULAR GOAL OR OUTCOME.
- 2. What is motivation theory. Motivation theory is the study of understanding what drives a person to work towards a particular goal or outcome. It’s relevant to all of society but is especially important to business and management. That’s because a motivated employee is more productive, and a more productive employee is more profitable.
- 3. There are numerous branches of motivation theory it boils down to two factors: Extrinsic factors. • Here people are motivated by external factors such as a bonus for hard work or a sanction if targets are not met. Intrinsic factors. • Here people are motivated by a desire to satisfy human needs. These might include a desire to please their boss or to achieve certain professional or personal goals.
- 4. What techniques do managers have to improve motivation? Reward • A special employee reward can motivate your team and increasing productivity. Recognition • It’s simple but recognizing an employee’s hard work can have a great impact. Training • A research found that the number one reason for employees leaving their jobs was lack of training. Employees want to use their skills. They also want to learn new skills.
- 5. Two-Factor Theory Hygiene factors Company cleanness Supervision and relationships Working conditions Salary Security Motivators Achievements Recognition Interesting work Increase in responsibility Promotion and growth
- 6. Creating a good team can be one of the most rewarding aspects of your job. Communication is a important in a dream team, and if done correctly, it can produce good results.
- 7. There are several factors of motivating the employee Providing a proper training for the employee Proper job placement Proper promotions and transfers Good condition workplace Flexible working hours
- 8. Process of motivations rewards performance effort opportunity environment tension Need satisfaction Need and drive Unsatisfied need tension drive Search behavi or Need fulfilled
- 9. ABRAHAM MASLOW Theory of Human Motivation Maslow’s theory states that human beings are motivated by unsatisfied need. List as follows. Self actualization Esteem need Social need Safety need Psychological need
- 10. Conti… Self actualization. Self-actualization is the summit hierarchy of needs. It is the quest one's full potential as a person. Self-actualized people tend to has Truth Justice Wisdom Meaning
- 11. Conti… Esteem Needs • Once a person feels a sense of belonging, the need to feel important arises. Self-esteem such as self respect and achievement. Social Needs • Once a person has met the lower level physiological and safety needs, higher level needs awaken. • Social Needs Social needs are those related to interaction with others and may include Friendship Belonging to a group. Giving and receiving love
- 12. Conti… Safety Needs Once physiological needs are met, one's attention turns to safety and security in order to be free from the threat of physical and emotional harm. Such needs might be fulfilled by Living in a safe area, Medical insurance, Job security Financial reserves Physiological Needs Physiological needs are those required to sustain life, such as Air, Water, Food, Sleep