The document discusses several theories of motivation that have implications for reading:
1) Maslow's hierarchy of needs theory which includes growth needs, relatedness needs, and existence needs.
2) McClelland's acquired needs theory.
3) Herzberg's two-factor theory distinguishes between hygiene factors and motivators.
4) Intrinsic and extrinsic motivators where intrinsic motivators come from internal rewards and extrinsic from external rewards.
5) Equity theory proposes that motivation comes from comparing one's own ratio of efforts to rewards with what others receive.
"Motivation" is a Latin word, meaning "to move".
Human motives are internalized goals within individuals.
Motivation may be defined as those forces that cause people to behave in certain ways. "Motivation is a class of drives, needs, wishes and similar forces".
Koontz and O'Donnell
It will help to know about the Motivation , Characteristics of Motivation, different type of motivation theory and some things which help to be self-motivated.
"Motivation" is a Latin word, meaning "to move".
Human motives are internalized goals within individuals.
Motivation may be defined as those forces that cause people to behave in certain ways. "Motivation is a class of drives, needs, wishes and similar forces".
Koontz and O'Donnell
It will help to know about the Motivation , Characteristics of Motivation, different type of motivation theory and some things which help to be self-motivated.
Motivation is the word derived from the word ’motive’ which means needs, desires, wants or drives within the individuals. It is the process of stimulating people to actions to accomplish the goals.
INTRODUCTIONMotivation is the result of the in.docxmariuse18nolet
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INTRODUCTIONMotivation is the result of the interaction of the individual and the situation.
Individuals differ in their basic motivational drive.
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The level of motivation varies both between individuals and within individuals at different times.
“Motivation is a process that starts with a physiological or psychological deficiency or need that activates a behaviour or a drive that is aimed at a goal or incentive.”
DefinitionThe processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal – specifically, an organizational goal.
Organizational Behavior
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Three key elements:Intensity – how hard a person triesDirection – effort that is channeled toward, and consistent with, organizational goalsPersistence – how long a person can maintain effort
Organizational Behavior
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What Is Motivation?The individual internal process that energizes, directs, and sustains behavior; the personal “force” that causes us to behave in a particular way
Organizational Behavior
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Work MotivationTheories of Work MotivationInternal (Content) TheoriesIdentify factors within an individual that energize, direct, sustain, and stop behavior.
External (Process) TheoriesDescribe how personal and situational (environmental) factors interact and influence each other to produce certain kinds of behavior
Organizational Behavior
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Theories of MotivationContent TheoriesIdentify internal factors influencing motivationMaslow’s Need HierarchyAlderfer’s ERGMcClelland’s NeedHerzberg’s Motivator-Hygiene Process TheoriesIdentify the process by which internal factors and cognitions influence motivationAdam’s EquityVroom’s ExpectancyGoal Setting Theory
Adams’ Equity TheoryEmployees compare their ratios of outcomes-to-inputs of relevant others.When ratios are equal: state of equity exists – there is no tension as the situation is considered fairWhen ratios are unequal: tension exists due to unfairnessUnder rewarded states cause angerOver rewarded states cause guiltTension motivates people to act to bring their situation into equity
Organizational Behavior
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Early Theories of Motivation
These early theories may not be valid, but they do form the basis for contemporary theories and are still used by practicing managers.
Maslow’s Hierarchy of Needs Theory Alderfer’s ERG (Existence, Relatedness, and Growth)McGregor’s Theory X and Theory YHerzberg’s Two-Factor TheoryMcClelland’s Theory of Needs
Organizational Behavior
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Organizational Behavior
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Key Factors in Equity Assessment
Equity Theory’s “Relevant Others”Can be four different situations:
Self-InsideThe person’s experience in a different job in the same organization
Self-OutsideThe person’s experience in a different job in a different organization
Other-InsideAnother individual or group within the organization
Other-OutsideAnother individual or group outside of the organization
Organizational Behavior
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Reactions to InequityEmployee behavi.
It is a brief presentation which will make you easily understand about what actually motivation is and what job performance is?
And also it will make you clear that what is difference between motivation and job performance, as both words in general reflects same meaning but they are different but also interlinked with each other in some or the other way,
This covers half of the Period 1 of the Speak, Read, Write Movement, from 1913-1922 and includes the Monroe Educational Survey; History of English in the Philippines
There are five generation of applied linguistics looking into the history and development of language teaching. This slide presents the fourth generation of five.
Enumerates and describes the motor development of a child in each age and the milestones for each stage. It also presents the principles of motor development. Along with it, is Gesell's Theory of Maturation.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Normal Labour/ Stages of Labour/ Mechanism of LabourWasim Ak
Normal labor is also termed spontaneous labor, defined as the natural physiological process through which the fetus, placenta, and membranes are expelled from the uterus through the birth canal at term (37 to 42 weeks
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
5. •growth needs (development of
competence and realization of potential)
•relatedness needs (satisfactory relations
with others)
•existence needs (physical well-being)
8. Herzberg’s Two Factor Theory
Hygiene Factors
These are factors whose absence
motivates, but whose presence has
no perceived effect. They are things
that when you take them away,
people become dissatisfied and act
to get them back.
9. Herzberg’s Two Factor Theory
Motivators
These are factors whose presence
motivates. Their absence does not
cause any particular dissatisfaction, it
just fails to motivate.
12. Extrinsic Motivators
Motivated by external factors.
It refers to motivation that comes
from outside an individual. The
motivating factors are external, or
outside
13. EquityTheory
Equity theory says that it is not the actual
reward that motivates, but the perception,
and the perception is based not on the
reward in isolation, but in comparison with
the efforts that went into getting it, and
the rewards and efforts of others
15. EquityTheory
People's motivation results from a ratio of
ratios: a person compares the ratio of
reward to effort with the comparable ratio
of reward to effort that they think others
are getting.
According to Maslow, lower needs take priority. They must be fulfilled before the others are activated. There is some basic common sense here -- it's pointless to worry about whether a given color looks good on you when you are dying of starvation, or being threatened with your life. There are some basic things that take precedence over all else.
Or at least logically should, if people were rational. But is that a safe assumption? According to the theory, if you are hungry and have inadequate shelter, you won't go to church. Can't do the higher things until you have the lower things. But the poor tend to be more religious than the rich. Both within a given culture, and across nations. So the theory makes the wrong prediction here.
Or take education: how often do you hear "I can't go to class today, I haven't had sex in three days!"? Do all physiological needs including sex have to be satisfied before "higher" needs? (Besides, wouldn't the authors of the Kama Sutra argue that sex was a kind of self-expression more like art than a physiological need? that would put it in the self-actualization box). Again, the theory doesn't seem to predict correctly.
This is very similar to Maslow -- can be seen as just collapsing into three tiers. But maybe a bit more rational. For example, in Alderfer's model, sex does not need to be in the bottom category as it is in Maslow's model, since it is not crucial to (the individual's) existence. (Remember, this about individual motivation, not species' survival.) So by moving sex, this theory does not predict that people have to have sex before they can think about going to school, like Maslow's theory does.
Alderfer believed that as you start satisfying higher needs, they become more intense (e.g., the power you get the more you want power), like an addiction.
need for achievement, accomplish something difficult. as kids encouraged to do things for themselves.
need for affiliation, form close personal relationships. as kids rewarded for making friends.
need for power, control others. as kids, able to get what they want through controlling others.
A very good example is heroin to a heroin addict. Long term addicts do not shoot up to get high; they shoot up to stop being sick -- to get normal. Other examples include decent working conditions, security, pay, benefits (like health insurance), company policies, interpersonal relationships. In general, these are extrinsic items low in the Maslow/Alderfer hierarchy.
So hygiene factors determine dissatisfaction, and motivators determine satisfaction. The two scales are independent, and you can be high on both.
Achievement, responsibility and competence. motivators that come from the actual performance of the task or job -- the intrinsic interest of the work.
Intrinsically motivated individuals perform for their own achievement and satisfaction. If they come to believe that they are doing some job because of the pay or the working conditions or some other extrinsic reason, they begin to lose motivation.
The belief is that the presence of powerful extrinsic motivators can actually reduce a person's intrinsic motivation, particularly if the extrinsic motivators are perceived by the person to be controlled by people. In other words, a boss who is always dangling this reward or that stick will turn off the intrinsically motivated people.
If everyone got a 5% raise, B is likely to feel quite pleased with her raise, even if she worked harder than everyone else. But if A got an even higher raise, B perceives that she worked just as hard as A, she will be unhappy.
If everyone got a 5% raise, B is likely to feel quite pleased with her raise, even if she worked harder than everyone else. But if A got an even higher raise, B perceives that she worked just as hard as A, she will be unhappy.