Motivation : Perfect Learning place is Indian Army
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The document discusses motivation in the workplace. It defines motivation as the internal drive to accomplish goals. It then outlines several theories of motivation, including Maslow's hierarchy of needs and Herzberg's two-factor theory, and discusses factors workplaces can address to meet different needs, like physical comfort, job security, relationships, and opportunities for growth. It also covers contemporary motivational strategies like job design, incentives, and empowerment.
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Maslow’s hierarchy theory
Maslow's hierarchy theory proposes that human motivation is based on a hierarchy of five needs: physiological needs, safety needs, social needs, esteem needs, and self-actualization needs. Maslow argued that lower level needs must be satisfied before higher level needs can motivate behavior. The hierarchy moves from basic survival needs at the bottom to growth needs at the top. Maslow introduced this concept in 1943 to explain what motivates human behavior.
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The document discusses several theories of personality including psychodynamic, behavioral, and humanistic perspectives. It defines personality as a pattern of consistent traits and characteristics that give both consistency and individuality to a person's behavior. Psychodynamic theories like Freud's psychoanalysis view personality as being shaped by unconscious forces and childhood experiences. Behavioral theories like Skinner's view personality as determined entirely by environmental influences and learning through conditioning. The humanistic perspective like Carl Rogers' person-centered theory sees personality developing through an individual's subjective experiences and striving for self-actualization.
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Henry Murray was an influential American psychologist who studied personality and founded personology, the study of human personality. Some key points about Murray's life and work:
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Abraham Maslow was an influential American psychologist who developed the theory of a hierarchy of needs consisting of physiological needs, safety needs, love and belongingness needs, esteem needs, and self-actualization needs. Maslow's hierarchy proposes that people are motivated to fulfill basic needs before moving on to other needs, and that unsatisfied lower level needs will dominate their behavior. The hierarchy of needs theory suggests that human needs are arranged in a hierarchy and that lower level needs must be satisfied before higher level needs can be fulfilled.
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Maslow's hierarchy of needs is a theory in psychology proposed by Abraham Maslow in his 1943 paper "A Theory of Human Motivation" in Psychological Review.Maslow subsequently extended the idea to include his observations of humans' innate curiosity. His theories parallel many other theories of human developmental psychology, some of which focus on describing the stages of growth in humans. Maslow used the terms "physiological", "safety", "belongingness" and "love", "esteem", "self-actualization", and "self-transcendence" to describe the pattern that human motivations generally move through.
Maslow studied what he called exemplary people such as Albert Einstein, Jane Addams, Eleanor Roosevelt, and Frederick Douglass rather than mentally ill or neurotic people, writing that "the study of crippled, stunted, immature, and unhealthy specimens can yield only a cripple psychology and a cripple philosophy. Maslow studied the healthiest 1% of the college student population.
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Maslow's hierarchy of needs
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Henry Murray was an influential American psychologist who studied personality and founded personology, the study of human personality. Some key points about Murray's life and work:
- Murray was born in 1893 in New York and studied at Harvard and Columbia, obtaining his PhD from Cambridge University in 1927. He went on to head the Harvard Psychological Clinic for 15 years.
- Murray believed personality was complex and developed over a person's entire life based on their experiences. He identified five principles of personology, including that personality changes over time and each person is unique.
- Murray divided personality into three parts - the id, superego, and ego - and interpreted them differently than Freud, emphasizing both positive and negative imp
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Maslow studied what he called exemplary people such as Albert Einstein, Jane Addams, Eleanor Roosevelt, and Frederick Douglass rather than mentally ill or neurotic people, writing that "the study of crippled, stunted, immature, and unhealthy specimens can yield only a cripple psychology and a cripple philosophy. Maslow studied the healthiest 1% of the college student population.
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1. Maslow's hierarchy of needs theory which describes human motivation as arising from five levels of needs.
2. Herzberg's two-factor theory which separates factors that cause satisfaction from those that cause dissatisfaction.
3. Expectancy theory which states that motivation depends on expectations of outcomes from efforts.
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Maslow's hierarchy of needs is a theory of human motivation that arranges human needs in a hierarchy. It suggests that lower-level needs must be satisfied before higher-level needs can be pursued. The five levels of needs are physiological, safety, love and belonging, esteem, and self-actualization. The model places these needs in a pyramid structure with physiological needs at the bottom and self-actualization at the top.
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Explicit attitudes are conscious beliefs that can guide decisions and behavior. Implicit attitudes are unconscious beliefs that can still influence decisions and behavior.
Attitudes can include up to three components:
cognitive,
emotional, and
behavioral.
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This document provides an overview of attitudes, including their definition, formation, structure, and relationship to behavior. It discusses several key theories related to attitudes:
- Learning theories (classical conditioning, observational learning) describe how attitudes are formed through experience.
- Consistency theories like balance theory and cognitive dissonance propose people seek to maintain consistency between their attitudes and behaviors.
- Factors like attitude strength (extremity, certainty) and situational constraints moderate the link between attitudes and behaviors.
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3. Abraham Maslow's hierarchy of needs theory proposes workers must have lower level needs met like pay before pursuing higher needs like fulfillment.
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Motivation PowerPoint Slides include topics such as: understanding needs vs. wants, factors for motivation, employee rewards, offering praise/recognition, types of motivation, job enrichment, the role of money and motivation, incentive programs, motivation ironies, boosting efficiency, 30 ways to motivate, Maslow's hierarchy, how to's and more. Slides can easily be tailored to your specific needs (make handouts, create overheads and use them with an LCD projector) and are available for license. 100+ PowerPoint presentation content slides. Each slide includes slide transitions, clipart and animation. System & Software Requirements: IBM or MAC and PowerPoint 97 or higher. You may use this product over and over again. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Motivation
This document provides an introduction and overview of motivation theories presented by the group Pandemonium. It includes:
1. Definitions of motivation and the two main types: intrinsic and extrinsic motivation.
2. Overviews of several prominent motivation theories including Maslow's hierarchy of needs, ERG theory, McClelland's needs theory, Herzberg's two-factor theory, and Vroom's expectancy theory.
3. Descriptions of additional motivation concepts like McGregor's Theory X and Y, Adams' equity theory, Skinner's reinforcement theory, and Bandura's self-efficacy theory.
4. Explanations of goal-setting theory and cognitive evaluation theory as they
Motivation presentation new by- shashank singh from T.M.U UNIVERSITY
The presentation discusses motivation and how technology can increase student motivation. It defines motivation as the internal feeling to accomplish goals. Motivation depends on motives and motivating factors, making it a complex process. Studies show that student motivation increases when technology is used in instruction, as 87% of students ages 12-17 use the internet and 86% believe it helps them achieve better results. Most teachers realize students get motivated through technology without extra effort due to collaboration, impressive projects, and finding work more fun and invigorating. The presentation encourages taking risks and giving 100% effort.
40 rabbana
Duas help us a lot to bring inside out self improvement. Select your dua and bring it to your daily live. It will help you to reinforce your intentions and then will bring your actions accordingly.
Forlang seminar motivation lecture
The document discusses strategies for motivating language learners. It defines motivation and discusses factors that can affect learner motivation, such as having goals, choosing interesting content, exposure to the target language culture, and classroom environment. The role of the teacher in stimulating and maintaining motivation is also examined, such as conveying enthusiasm, creating a supportive environment, and ensuring learners experience success. Equipping learners with strategies to help themselves and promoting autonomy can help transition motivation from external to internal forces.
Motivation notes
This document contains summaries of chapters 1, 2 and 3 from motivation notes.
Chapter 1 discusses the importance of motivation for both individuals and organizations. It defines motivation and the key elements and types of human behavior. Chapter 2 covers fundamental concepts in motivation including dualism and various determinants of behavior such as knowledge, will, hedonism and instinct. It also discusses the evolutionary theory.
Chapter 3 focuses on Darwin's theory of evolution, which proposed that species evolve and adapt through natural selection and the transmission of survivors' characteristics to offspring, leading to modifications within a species.
Soldier powerpoint
Soldiers join the military for reasons like seeking peace, protecting their country and families from terrorists, or escaping problems at home. The document discusses surveys showing the top reasons people join are to protect their country (58%) or seek peace (19%). While joining for peace may seem ironic, it could work by ending wars. The document also notes that some seek respect or adventure. In the end, there are many complex reasons why individuals choose military service.
Organization study on monetary and nonmonetary motivation on mc donald's
The document provides information about a presentation on organizational study of monetary and non-monetary motivation at McDonald's. It discusses that motivation can be financial or non-financial, positive or negative, and is important for driving goals and building relationships. It outlines that McDonald's uses both monetary (e.g. wages, bonuses) and non-monetary (e.g. rewards, promotions) motivation for employees. Long-term incentives include targets for world tours or achievement rewards while ensuring job security.
Motivation-Techniques and Examples
The document discusses various techniques for motivating employees in the workplace, including providing meaningful work, setting clear goals and expectations, and offering regular feedback. It also covers motivational theories like Herzberg's two-factor theory, which distinguishes between motivational factors like achievement and hygiene factors like salary. Specific motivators are discussed like financial incentives, benefits programs, and goal setting with rewards.
Military leadership
This document discusses military leadership and followership. It defines leadership as directing others' behavior to accomplish common objectives. Leadership requires understanding followers' motivations and communicating effectively. The three main leadership styles are authoritarian, participative, and delegative. Followership involves adhering to a leader and enabling good leadership. There are different types of followers from isolators to activists. Rules of followership include supporting leaders' decisions even if unpopular and fighting with leaders privately if necessary.
Social Service Powerpoint
The document discusses the roles and responsibilities of social services in long-term care facilities. It covers topics such as admission and discharge processes, working with residents and families, providing information and advocacy, and managing inquiries, admissions, and discharges. The main focus of social services is to help people cope and adapt to situations that arise through conflict resolution and linking the facility to external resources.
indian army
The Indian Army was founded on August 15, 1947 and is the largest branch of the Indian Armed Forces, with over 1.3 million active personnel. It is responsible for defending India from external threats and for maintaining peace and security within its borders. The army is organized into divisions, brigades, battalions and smaller units and is overseen by the Chief of Army Staff and Ministry of Defence.
Social Worker Presentation Example
To become a social worker requires a minimum of a bachelor's degree in social work, though a master's degree provides more opportunities. Social workers help people of all ages and backgrounds by determining their needs, issues, and helping them through challenges. The job requires strong communication, writing, and people skills to work with clients. Typical hours are standard business hours from 7-5, though some roles may require occasional overtime or different schedules like in schools. Average salaries range from $53,000 to $64,000 annually depending on location and employer, with potential for raises based on performance. In 2006 there were approximately 595,000 social work jobs in the United States.
Poverty in India
This document discusses poverty in India. It defines poverty and provides statistics on poverty rates. Some key facts presented include that as of 2005, 85.7% of the population lives on less than $2.50 per day and 27.5% were below the poverty line in 2004-2005. Rural poverty rates in some states are higher than in some of the world's poorest countries. The document also examines various causes of poverty in India such as British colonial policies, unemployment, population growth, and the caste system. It concludes by noting that poverty alleviation is expected to improve over the next 50 years as the middle class grows.
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Understandingand Increasing Student Motivation I 1
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Motivation presentation new by- shashank singh from T.M.U UNIVERSITY
Motivation presentation new by- shashank singh from T.M.U UNIVERSITY
Organization study on monetary and nonmonetary motivation on mc donald's
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Motivationppt 090831181618-phpapp02
The document discusses motivation and factors that contribute to employee motivation and morale in a work setting. It covers Maslow's hierarchy of needs and how factors like interesting work, appreciation, involvement, pay, benefits, and job security can fulfill physiological, safety, social belonging, esteem and self-actualization needs. Herzberg's two-factor theory around hygiene and motivational factors is also examined. Contemporary strategies to boost motivation through job design, incentives, training, and empowerment are outlined.
Motivation
The document discusses motivation and factors that contribute to employee motivation and morale in a work setting. It covers Maslow's hierarchy of needs and how factors like interesting work, appreciation, involvement, pay, benefits, and job security can meet physiological, safety, social belonging, esteem and self-actualization needs. Herzberg's two-factor theory around hygiene and motivational factors is also examined. Contemporary strategies to boost motivation through job design, incentives, training, and empowerment are outlined.
Motivation 120818053719-phpapp02
The document discusses different theories of motivation including Maslow's hierarchy of needs and Herzberg's two-factor theory. Maslow's hierarchy proposes that people are motivated to fulfill basic physiological needs, safety needs, social needs, esteem needs, and self-actualization needs. Herzberg's theory separates motivators like achievement and recognition from hygiene factors like salary and working conditions. The document also discusses McClelland's acquired needs theory and Vroom's expectancy theory of motivation. It provides examples of factors in the workplace that can meet each level of needs in Maslow's hierarchy and strategies for motivating employees.
Motivation
The document discusses different theories of motivation in the workplace including Maslow's hierarchy of needs and Herzberg's two-factor theory. It also outlines factors that can motivate employees and meet different levels of needs, such as interesting work, appreciation, involvement, pay, job security, and opportunities for growth and advancement. Contemporary strategies for motivation discussed include job design, incentives, training, empowerment, and teambuilding.
Motivation
Motivation refers to the drives and forces that activate and direct behavior. There are many theories that attempt to explain what motivates individuals and how motivation can be used effectively in organizations. Some key motivation theories discussed in the document include Maslow's hierarchy of needs, Herzberg's two-factor theory, ERG theory, expectancy theory, goal setting theory, and reinforcement theory. The document also discusses various motivation strategies used in organizations such as management by objectives.
60889728 motivation-ppt
The document discusses various theories of motivation including Maslow's hierarchy of needs, Herzberg's two-factor theory, and Vroom's expectancy theory. It also presents a case study about an engineer named Prakash who lacks initiative and needs motivation from his boss to take more risks and make independent decisions in his work.
Pow motivation(10)
The document discusses different theories of motivation in the workplace. It covers content theories like Maslow's hierarchy of needs, ERG theory, and Herzberg's two-factor theory, which focus on understanding employee needs and what satisfies them. It also discusses process theories like Adams' equity theory and goal setting theory, which examine the psychological processes that translate needs into motivated behavior. Overall, the document provides a comprehensive overview of major motivation theories and their implications for effectively engaging and satisfying employees.
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The document discusses various theories of motivation from Maslow's hierarchy of needs to Herzberg's two-factor theory, examining what drives human motivation including needs, goals, rewards, and relationships. It also presents McClelland's need for achievement, power and affiliation theory and explores motivation concepts like intrinsic and extrinsic factors. A case study example is given of a company that tried to improve working conditions and relationships but saw no increase in productivity, pointing to a need to better understand intrinsic motivation factors.
Need Theories In Motivation
There are three main groups of motivational theories: internal theories that focus on individual variables, process theories that examine the interaction between individuals and their environment, and external theories that emphasize environmental factors. Some key motivational theories discussed include Maslow's hierarchy of needs, McGregor's Theory X and Y, Herzberg's two-factor theory, and expectancy theory. Motivation is influenced by an individual's needs, values, and beliefs about whether their efforts will lead to desired rewards.
Motivation
Motivation is influenced by cultural and situational factors. There are three elements of work motivation: direction of behavior, level of effort, and level of persistence when facing obstacles. Early motivation theories include Maslow's hierarchy of needs, McGregor's Theory X and Y, and Herzberg's motivation-hygiene theory. Motivation can be intrinsic or extrinsic. Goal setting theory proposes that goals direct behavior when people are aware of goals and accept them. Reinforcement theory states that behaviors are strengthened by their consequences. SAS Institute motivates employees through equitable financial rewards, a supportive work environment, and benefits beyond compensation.
Motivation1
This document summarizes several theories of motivation:
1. Maslow's hierarchy of needs proposes that people are motivated to fulfill basic physiological needs, safety needs, social needs, esteem needs, and self-actualization needs.
2. Herzberg's two-factor theory distinguishes between motivators like achievement and responsibility that provide job satisfaction, and hygiene factors like salary and working conditions that prevent dissatisfaction.
3. Vroom's expectancy theory proposes that motivation depends on expectancy (effort will lead to performance), instrumentality (performance will lead to rewards), and valence (attractiveness of rewards).
motivation
The document discusses several theories of motivation including:
- Theory X and Theory Y, which propose different assumptions about employee attitudes towards work.
- Intrinsic and extrinsic motivation, referring to internal and external drivers.
- Needs theories including Maslow's hierarchy, Herzberg's two-factor theory, and McClelland's needs theory, which propose that satisfying different needs drives motivation.
- Process theories including Expectancy theory and Goal-setting theory, which look at how expectations and goal-setting impact motivation.
Chapter 4 Theories of Motivation.ppt
This document summarizes several motivation theories including: Maslow's hierarchy of needs which arranges human needs in a pyramid with physiological needs at the base and self-actualization at the top; Herzberg's two-factor theory which distinguishes between motivators like achievement that drive job satisfaction and hygiene factors like salary that prevent dissatisfaction; and expectancy theory which proposes that motivation depends on expectations of effort leading to performance and performance leading to rewards. The document also discusses intrinsic and extrinsic rewards and how motivation theories can provide techniques for managers to enhance employee performance.
Unit i theories of motivation
Motivation theories can be categorized as internal, external, or those that emphasize the interaction between individuals and their environment. Early philosophers like Max Weber and Sigmund Freud explored motivation from religious and psychological perspectives. Maslow's hierarchy of needs categorizes needs from lowest physiological to highest self-actualization. McGregor's Theory X assumes people need direction while Theory Y assumes they can direct themselves. Herzberg's two-factor theory separates motivators like achievement from hygiene factors like salary that prevent dissatisfaction. Expectancy theory proposes motivation depends on expectancy, instrumentality, and valence perceptions.
Motivation & Theories of Motivation(1).pptx
Maslow's hierarchy of needs proposes that lower level needs must be satisfied before higher level needs can be addressed. Herzberg's two-factor theory separates job factors into hygiene factors that prevent dissatisfaction and motivational factors that encourage satisfaction. McClelland's three-needs theory identifies achievement, power, and affiliation as key motivators. Vroom's expectancy theory states that motivation depends on expectancy, instrumentality, and valence. Adams' equity theory proposes that employees seek fair balance between their own inputs and outputs compared to others.
Educational administration, Motivation
Here are some potential pros and cons of a merit pay system for teachers:
Pros:
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Cons:
- It may decrease collaboration as teachers compete against each other for merit pay. This could undermine the cooperative culture needed in schools.
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HBO Handout Chapter 5 (Motivation)
BA-MM 201 that's our handout in Human Behavior in Organization subject (from Sir Joey Espiritu). Just download it. thanks!
Motivation
The document discusses different theories of motivation including:
- Maslow's hierarchy of needs which arranges human needs in a pyramid from lowest to highest.
- ERG theory which categorizes needs into existence, relatedness, and growth.
- McClelland's need theory which identifies needs for achievement, power, and affiliation.
- McGregor's Theory X and Theory Y assumptions about employee motivation.
- Herzberg's two-factor theory which separates motivators like achievement from hygiene factors like salary.
The document also provides tips for motivating employees such as understanding their needs, offering fair compensation, setting goals, and linking results to rewards.
BA 15 Chapter 7
This chapter discusses motivation in the workplace. It covers the differences between internal and external motivation, five characteristics of motives, and five influential motivation theories including Maslow's hierarchy of needs, Herzberg's motivation-maintenance theory, expectancy theory, and McGregor's theory X and theory Y. Contemporary motivation strategies discussed include job design, incentives, learning opportunities, empowerment, and motivating different generations. The chapter also reviews self-motivation strategies such as nurturing grit, taking action outside one's comfort zone, and striving for balance.
HRM
1. There are two general categories of motivation theories - content theories and process theories. Content theories identify internal factors like needs that motivate employees, while process theories examine how cognitions and perceptions influence motivation.
2. Popular content theories discussed include Maslow's hierarchy of needs, ERG theory, McClelland's need for achievement/affiliation/power theories, and Herzberg's motivator-hygiene theory. Process theories covered are equity theory, expectancy theory, and goal-setting theory.
3. Job design approaches aim to motivate employees through job enrichment, enlargement, rotation, and the job characteristics model. Biological and perceptual motor approaches focus on work environment factors like physical strain and human factors engineering.
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Motivation : Perfect Learning place is Indian Army
- 1. What is Motivation? Motivation is the internaldriveto accomplish a particular goal. In a work setting, motivation is what makes people wantto work.
- 2. Ten Morale-Building Factors Interesting Work Full appreciation of work done Involvement Good pay Job security Promotion and growth Good working conditions Loyalty to employees Help with personal problems Tactful discipline
- 3. Other Morale-Building Factors PERKS Autonomy Status Responsibility Flexible Scheduling Benefits Others?
- 4. Maslow’s Hierarchy of Needs Self- Actualization Esteem / Ego Social or Belongingness Safety and Security Physiological
- 5. Maslow’s Hierarchy of Needs Physiological
- 6. Factors in the Workplace Meeting Physiological Needs Physical Comfort Temperature Working Conditions Inside/Outside Lunch and Rest Breaks Bathroom Facilities Ergonomics
- 7. Maslow’s Hierarchy of Needs Safety and Security Physiological
- 8. Factors in the Workplace Meeting Safety and Security Needs Safety Job Security Seniority Benefits MONEY Retirement Plans
- 9. Maslow’s Hierarchy of Needs Social or Belongingness Safety and Security Physiological
- 10. Factors in the Workplace Meeting Social or Belongingness Needs Relationships with co-workers Relationships with Supervisors Teams Fun Social Events
- 11. Maslow’s Hierarchy of Needs Esteem / Ego Social or Belongingness Safety and Security Physiological
- 12. Factors in the Workplace Meeting Esteem/Ego Needs Opportunities for Growth & Advancement Promotions Job Titles Recognition PERKS Training & Development Positive Feedback on Performance
- 13. Maslow’s Hierarchy of Needs Self- Actualization Esteem / Ego Social or Belongingness Safety and Security Physiological
- 14. Factors in the Workplace Meeting Self-Actualization Needs Meaningful Work Sense of Satisfaction Accomplishment Self-Improvement Improving Others and/or Society “Be all that you can be.”
- 15. Hersberg’s Model of Motivation Two-Factor Theory: Hygiene vs. Motivational Factors Compare to Maslow Achievement Growth Potential The Work Itself Motivational Factors Self-Actualization & Esteem Needs Recognition Advancement Responsibility Interpersonal Relations Hygiene or Maintenance Factors Social Needs Safety Needs Physiological Job Security Company Policy Working Conditions Salary
- 16. Which factors outweigh others in maintaining productive attitudes on the Job? Quality of Work Life? Basics? Opportunities for Advancement Autonomy (self-management) Company Culture Spouse’s Job Opportunities Schools Local Community Salary Vacation Bonuses Retirement Plans Health Insurance Sick Leave
- 17. Other Motivational Theorists McClelland Vroom McClelland’s Acquired Needs Theory Need for achievement Need for affiliation Need for power Vroom’s Expectancy Theory Views motivation as a process of choices Behaviors stem from expecting certain results
- 18. Contemporary Motivational Strategies Motivation through job design Job rotation Job enlargement Job enrichment Motivation through incentives Training and education Motivation through empowerment Teambuilding
- 19. Positive Reinforcement & Recognition:Job-Related Confirming Behaviors Praise Positive Written Communication Orientation and Training Active Listening Courtesy
- 20. Barriers to Positive Reinforcement Preoccupation with self Narcissism Misconceptions about positive reinforcement The “too busy” syndrome Not identifying commendable actions Not knowing what to say or do Lack of appropriate role models
- 21. Self-Motivation Strategies Take control of your expectations Fight the urge to underachieve Learn to love the job you hate Build immunity to cynicism Strive for balance