Principles of motivation
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Alex - Do you feel that you cannot achieve what you set out to do? - Time passes and your debt gets bigger and bigger? - You want to improve your health and your habits, but you can never start? - Do you want to spend more time with the ones you love the most but there is never a chance? Many times having the right motivation is the key, discover the principles of motivation!
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Chapter Eight. Motivation Principles and Theories
Chapter Eight. Motivation Principles and TheoriesVirginia Commonwealth University School of Pharmacy
This chapter discusses the topic of motivation and the science behind it. It differentiates motivation from the concepts of morale and performance. It examines key motivation theories and what they say about what drives human behavior. The chapter identifies important lessons for pharmacists from each theory. Throughout, it describes misconceptions relating to things that motivate us and others and how misconceptions can lead to unintended behavioral consequences.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
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.
Motivation
The document discusses several theories of motivation including:
1. Maslow's hierarchy of needs which proposes that people are motivated to fulfill physiological, safety, social, esteem, and self-actualization needs in that order.
2. Herzberg's two-factor theory which distinguishes between motivational factors like achievement that increase job satisfaction and hygiene factors like salary that prevent dissatisfaction.
3. Vroom's expectancy theory which proposes that motivation depends on expectations of effort leading to performance and rewards, known as expectancy, instrumentality, and valence.
Motivation.
Motivation is driven by physiological or psychological needs that activate behavior aimed at satisfying those needs. Needs create drives that direct energy toward incentives that can reduce the drives. Motives are classified as primary, general, or secondary. Primary motives fulfill basic needs, general motives increase stimulation, and secondary motives are learned and include power, achievement, affiliation, security, and status. Secondary motives are most influential in complex human societies.
Motivation In Psychology
Motivation refers to factors that direct and energize behavior. There are two categories of motives: primary motives related to basic biological needs, and secondary motives related to psychological needs. Motivation comes from both intrinsic factors within an individual and extrinsic factors outside the individual like rewards and incentives. Herzberg's two-factor theory identifies motivators like achievement, recognition, and responsibility that improve job satisfaction, and hygiene factors like salary, status, and job security whose absence can cause dissatisfaction. The ideal situation has high levels of both motivators and hygiene factors.
Agency management employee motivation
This document discusses various theories of employee motivation. It describes Maslow's hierarchy of needs which argues that people are motivated to fulfill physiological, safety, belongingness, esteem, and self-actualization needs. It also discusses Alderfer's ERG theory and Hertzberg's two-factor theory of motivation and hygiene factors. The importance of motivation for employee performance is discussed.
Motivating yourself and others
The document discusses different theories of motivation including:
- Internal motivation comes from task completion while external motivation involves anticipated rewards.
- Maslow's hierarchy of needs proposes physiological, safety, belongingness, esteem, and self-actualization needs.
- Herzberg's two-factor theory separates job satisfaction (motivational factors) from dissatisfaction (maintenance factors).
- McGregor's Theory X sees people as inherently lazy while Theory Y sees work as natural and people willing to accept responsibility.
The document also mentions self-fulfilling prophecies and strategies to empower employees through job rotation, enlargement, enrichment, training and removing authority barriers.
Recommended
Chapter Eight. Motivation Principles and Theories
Chapter Eight. Motivation Principles and TheoriesVirginia Commonwealth University School of Pharmacy
This chapter discusses the topic of motivation and the science behind it. It differentiates motivation from the concepts of morale and performance. It examines key motivation theories and what they say about what drives human behavior. The chapter identifies important lessons for pharmacists from each theory. Throughout, it describes misconceptions relating to things that motivate us and others and how misconceptions can lead to unintended behavioral consequences.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
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.
Motivation
The document discusses several theories of motivation including:
1. Maslow's hierarchy of needs which proposes that people are motivated to fulfill physiological, safety, social, esteem, and self-actualization needs in that order.
2. Herzberg's two-factor theory which distinguishes between motivational factors like achievement that increase job satisfaction and hygiene factors like salary that prevent dissatisfaction.
3. Vroom's expectancy theory which proposes that motivation depends on expectations of effort leading to performance and rewards, known as expectancy, instrumentality, and valence.
Motivation.
Motivation is driven by physiological or psychological needs that activate behavior aimed at satisfying those needs. Needs create drives that direct energy toward incentives that can reduce the drives. Motives are classified as primary, general, or secondary. Primary motives fulfill basic needs, general motives increase stimulation, and secondary motives are learned and include power, achievement, affiliation, security, and status. Secondary motives are most influential in complex human societies.
Motivation In Psychology
Motivation refers to factors that direct and energize behavior. There are two categories of motives: primary motives related to basic biological needs, and secondary motives related to psychological needs. Motivation comes from both intrinsic factors within an individual and extrinsic factors outside the individual like rewards and incentives. Herzberg's two-factor theory identifies motivators like achievement, recognition, and responsibility that improve job satisfaction, and hygiene factors like salary, status, and job security whose absence can cause dissatisfaction. The ideal situation has high levels of both motivators and hygiene factors.
Agency management employee motivation
This document discusses various theories of employee motivation. It describes Maslow's hierarchy of needs which argues that people are motivated to fulfill physiological, safety, belongingness, esteem, and self-actualization needs. It also discusses Alderfer's ERG theory and Hertzberg's two-factor theory of motivation and hygiene factors. The importance of motivation for employee performance is discussed.
Motivating yourself and others
The document discusses different theories of motivation including:
- Internal motivation comes from task completion while external motivation involves anticipated rewards.
- Maslow's hierarchy of needs proposes physiological, safety, belongingness, esteem, and self-actualization needs.
- Herzberg's two-factor theory separates job satisfaction (motivational factors) from dissatisfaction (maintenance factors).
- McGregor's Theory X sees people as inherently lazy while Theory Y sees work as natural and people willing to accept responsibility.
The document also mentions self-fulfilling prophecies and strategies to empower employees through job rotation, enlargement, enrichment, training and removing authority barriers.
MOTIVATION
This document discusses motivation and its major components. It defines motivation as internal and external factors that stimulate interest and commitment to a task. There are three phases of motivation: activation to start a behavior, persistence to continue despite obstacles, and intensity of effort. Motivation can be intrinsic, arising from the individual, or extrinsic from external rewards. The document also discusses models of motivation including its importance for learning, and phases of pre-decision intention formation and post-decision implementation of actions.
motivation and its theories
The document discusses different theories of motivation. It defines motivation and explores the concepts of need, drive, incentive, and motive. It then covers several theories of motivation including:
- Maslow's hierarchy of needs which proposes humans have physiological, safety, belongingness, esteem, and self-actualization needs.
- Herzberg's two-factor theory which distinguishes between job satisfaction and dissatisfaction factors.
- Social learning theory which suggests behaviors can be learned through observation.
- Instinct theory which proposes behaviors are driven by innate biological instincts.
- Drive reduction theory which views motivation as a process of reducing biological needs.
- Incentive theory which states external stimuli regulate
Motivation
The document discusses different aspects of motivation including its definition, nature, importance, and types. It defines motivation as the reasons that determine behavior and level of effort. Motivation is an ongoing process that can be positive or negative, intrinsic or extrinsic, and financial or non-financial. Motivation is important because it leads to high performance, employee retention, goal achievement, and good employee relations. The document also discusses different motivation theories and strategies for motivating different employee groups.
Motivation
1. The document discusses several theories of motivation including Maslow's hierarchy of needs theory, Herzberg's two-factor theory, and McGregor's Theory X and Theory Y.
2. Maslow's theory proposes that people are motivated by a hierarchy of five needs: physiological, safety, love, esteem, and self-actualization.
3. Herzberg's two-factor theory distinguishes between motivators like achievement and recognition that improve job satisfaction, and hygiene factors like salary and working conditions that prevent dissatisfaction if adequate but do not motivate.
4. McGregor's Theory X assumes employees dislike work and must be closely controlled, while Theory Y assumes employees can exercise self
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.
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This document discusses motivation in education. It defines motivation and differentiates between needs, drives, and motives. Motivation is described as a process involving energy, direction, and persistence towards a goal. Theories of motivation discussed include content theories like Maslow's hierarchy of needs and process theories like Vroom's expectancy theory. Intrinsic and extrinsic motivation are also defined. Educational implications of effectance motivation theory and epistemic curiosity theory are provided. In conclusion, motivation activates and directs behavior towards a goal and in education affects learning by increasing effort and energy. Motivation theories can help understand human motivation and enhance learning.
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The document discusses intrinsic and extrinsic motivation. Intrinsic motivation comes from within and refers to motivation from enjoying a task itself, while extrinsic motivation comes from outside rewards like money or grades. Several motivational strategies are then analyzed in terms of whether they are more extrinsic or external types of motivation, noting their advantages and disadvantages. Most extrinsic motivators are effective in the short term but can reduce internal motivation, shift the focus from learning to rewards, and create dependency on external approval.
Cycle of motivation
The document discusses motivation and the motivation cycle. It defines motivation as internal and external factors that stimulate interest and commitment to goals. The motivation cycle has four phases - need, drive, incentive, and reward. A need is a physical or psychological lack that creates internal tension (drive) to be fulfilled by an incentive, leading to a rewarding feeling of satisfaction upon achieving the goal. The motivation cycle repeats as new needs arise after previous needs are met. Examples of the cycle in action are a student studying for an exam or employee working hard to achieve work goals.
Motivation and emotion
Motivation refers to driving and pulling forces that result in persistent goal-directed behavior. Motives are inferred from behavior and help explain and predict behavior. There are various theories of motivation including instinct, drive reduction, arousal, incentive, cognitive, and humanistic theories. Physiological needs like hunger and thirst are deeply rooted biological motives driven by bodily needs and regulated by mechanisms like the hypothalamus. Psychological needs for achievement, affiliation, and power also motivate behavior and are influenced by both innate and learned factors.
Nature and functions of motivation
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A project to promote conceptual learning for all;
Dr. Amjad ali arain; University of Sind; Faculty of Education; Pakistan
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The document discusses different types of incentives that can be used to motivate employees. It describes monetary incentives like wages and bonuses that satisfy financial needs, as well as non-monetary incentives like job security, recognition, and promotion opportunities that satisfy psychological needs. The document argues that a combination of both monetary and non-monetary incentives is most effective at stimulating better performance and commitment from employees.
Six Theories of motivation(b.ed)-aamir ali.
This document discusses different theories of motivation. It describes intrinsic and extrinsic motivation, and several theories including: humanistic theories like Maslow's hierarchy of needs; instinct theories which propose innate behaviors; incentive theories which involve external rewards; drive reduction theories involving biological needs; arousal theories about maintaining an optimal level of arousal; and expectancy theories which propose that motivation depends on expectations of outcomes. It provides examples and limitations of each theory to explain what motivates human behavior.
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Topic: Motivation Needs & Drives
Student Name: Rubina
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Project Name: “Young Teachers' Professional Development (TPD)"
"Project Founder: Prof. Dr. Amjad Ali Arain
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The document discusses various theories of motivation. It defines motivation as a process beginning with physiological or psychological needs that triggers behavior aimed at a goal. It discusses the need-want-satisfaction chain and defines motivation and satisfaction. Several motivation theories are covered, including Maslow's hierarchy of needs, Herzberg's two-factor theory, Vroom's expectancy theory, equity theory, and reinforcement theory. The document also discusses money, job enrichment, job enlargement, job rotation, and quality of working life as motivators.
Theories of Motivation
Maslow's hierarchy of needs theory states that people are motivated to fulfill basic needs like physical survival and safety before pursuing higher level needs like love, esteem, and self-actualization. Herzberg's two-factor theory distinguishes between motivators like achievement that improve job satisfaction and hygiene factors like salary that prevent dissatisfaction. Equity theory proposes that people are motivated to maintain fairness in relationships based on comparing their inputs and outcomes to relevant others. Role clarity theory suggests that clearly defining expectations motivates better performance. Achievement motivation theory identifies the need for achievement, power, and affiliation as key drivers of behavior.
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This document discusses motivation from several perspectives. It defines motivation as the force that energizes, directs, and sustains behavior. It then examines major theories of motivation including: drive theory which links motivation to biological needs; arousal theory which proposes individuals seek an optimal level of arousal; expectancy theory which ties motivation to expectations of success; and goal setting theory which suggests goals enhance performance. The document also explores approaches to motivation from behavioral, humanistic, cognitive, and social learning viewpoints. Finally, it provides suggestions for teachers to increase intrinsic and extrinsic motivation in students.
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The document discusses several theories of motivation including:
1) Maslow's hierarchy of needs which proposes that people are motivated to fulfill physiological, safety, social, esteem, and self-actualization needs.
2) McGregor's Theory X and Theory Y which describe authoritarian vs. participative management styles.
3) Herzberg's motivation-hygiene theory which distinguishes between motivators like achievement and hygiene factors like salary.
4) McClelland's needs theory of achievement, power, and affiliation.
5) Goal-setting theory which found that specific, difficult goals lead to higher performance.
Unit 6 motivation
Motivation refers to stimulating people to action to accomplish desired goals. It is important as it helps satisfy employee needs, improves attitudes and efficiency, and introduces changes. The motivation process involves unsatisfied needs creating tension that drives behavior to reduce tension through goal achievement. There are positive and negative types of motivation as well as monetary and non-monetary types. Traditional motivation theories focused on fear, punishment and rewards while modern theories examine needs, job factors, and employee assumptions. Motivation can be driven through factors addressing physiological, safety, social, esteem and self-actualization needs as well as motivators and hygiene factors in the workplace.
Motivation
This document provides an overview of motivation theories and concepts. It defines motivation as the wants or needs that direct behavior toward a goal. It discusses intrinsic and extrinsic motivation, as well as primary and secondary motives. Several major motivation theories are outlined, including Maslow's hierarchy of needs, Herzberg's two-factor theory, ERG theory, McClelland's needs theory, equity theory, goal setting theory, expectancy theory, and reinforcement theory. Key concepts from each theory are summarized.
Cognitive, Humanistic approach on motivation
Bruner’s learning theory
McClelland’s Theory of Achievement Needs
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This document discusses motivation and its major components. It defines motivation as internal and external factors that stimulate interest and commitment to a task. There are three phases of motivation: activation to start a behavior, persistence to continue despite obstacles, and intensity of effort. Motivation can be intrinsic, arising from the individual, or extrinsic from external rewards. The document also discusses models of motivation including its importance for learning, and phases of pre-decision intention formation and post-decision implementation of actions.
motivation and its theories
The document discusses different theories of motivation. It defines motivation and explores the concepts of need, drive, incentive, and motive. It then covers several theories of motivation including:
- Maslow's hierarchy of needs which proposes humans have physiological, safety, belongingness, esteem, and self-actualization needs.
- Herzberg's two-factor theory which distinguishes between job satisfaction and dissatisfaction factors.
- Social learning theory which suggests behaviors can be learned through observation.
- Instinct theory which proposes behaviors are driven by innate biological instincts.
- Drive reduction theory which views motivation as a process of reducing biological needs.
- Incentive theory which states external stimuli regulate
Motivation
The document discusses different aspects of motivation including its definition, nature, importance, and types. It defines motivation as the reasons that determine behavior and level of effort. Motivation is an ongoing process that can be positive or negative, intrinsic or extrinsic, and financial or non-financial. Motivation is important because it leads to high performance, employee retention, goal achievement, and good employee relations. The document also discusses different motivation theories and strategies for motivating different employee groups.
Motivation
1. The document discusses several theories of motivation including Maslow's hierarchy of needs theory, Herzberg's two-factor theory, and McGregor's Theory X and Theory Y.
2. Maslow's theory proposes that people are motivated by a hierarchy of five needs: physiological, safety, love, esteem, and self-actualization.
3. Herzberg's two-factor theory distinguishes between motivators like achievement and recognition that improve job satisfaction, and hygiene factors like salary and working conditions that prevent dissatisfaction if adequate but do not motivate.
4. McGregor's Theory X assumes employees dislike work and must be closely controlled, while Theory Y assumes employees can exercise self
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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.
Motivation.pptx
This document discusses motivation in education. It defines motivation and differentiates between needs, drives, and motives. Motivation is described as a process involving energy, direction, and persistence towards a goal. Theories of motivation discussed include content theories like Maslow's hierarchy of needs and process theories like Vroom's expectancy theory. Intrinsic and extrinsic motivation are also defined. Educational implications of effectance motivation theory and epistemic curiosity theory are provided. In conclusion, motivation activates and directs behavior towards a goal and in education affects learning by increasing effort and energy. Motivation theories can help understand human motivation and enhance learning.
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The document discusses intrinsic and extrinsic motivation. Intrinsic motivation comes from within and refers to motivation from enjoying a task itself, while extrinsic motivation comes from outside rewards like money or grades. Several motivational strategies are then analyzed in terms of whether they are more extrinsic or external types of motivation, noting their advantages and disadvantages. Most extrinsic motivators are effective in the short term but can reduce internal motivation, shift the focus from learning to rewards, and create dependency on external approval.
Cycle of motivation
The document discusses motivation and the motivation cycle. It defines motivation as internal and external factors that stimulate interest and commitment to goals. The motivation cycle has four phases - need, drive, incentive, and reward. A need is a physical or psychological lack that creates internal tension (drive) to be fulfilled by an incentive, leading to a rewarding feeling of satisfaction upon achieving the goal. The motivation cycle repeats as new needs arise after previous needs are met. Examples of the cycle in action are a student studying for an exam or employee working hard to achieve work goals.
Motivation and emotion
Motivation refers to driving and pulling forces that result in persistent goal-directed behavior. Motives are inferred from behavior and help explain and predict behavior. There are various theories of motivation including instinct, drive reduction, arousal, incentive, cognitive, and humanistic theories. Physiological needs like hunger and thirst are deeply rooted biological motives driven by bodily needs and regulated by mechanisms like the hypothalamus. Psychological needs for achievement, affiliation, and power also motivate behavior and are influenced by both innate and learned factors.
Nature and functions of motivation
Nature and functions of motivation
A project to promote conceptual learning for all;
Dr. Amjad ali arain; University of Sind; Faculty of Education; Pakistan
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The document discusses different types of incentives that can be used to motivate employees. It describes monetary incentives like wages and bonuses that satisfy financial needs, as well as non-monetary incentives like job security, recognition, and promotion opportunities that satisfy psychological needs. The document argues that a combination of both monetary and non-monetary incentives is most effective at stimulating better performance and commitment from employees.
Six Theories of motivation(b.ed)-aamir ali.
This document discusses different theories of motivation. It describes intrinsic and extrinsic motivation, and several theories including: humanistic theories like Maslow's hierarchy of needs; instinct theories which propose innate behaviors; incentive theories which involve external rewards; drive reduction theories involving biological needs; arousal theories about maintaining an optimal level of arousal; and expectancy theories which propose that motivation depends on expectations of outcomes. It provides examples and limitations of each theory to explain what motivates human behavior.
Motivation Needs & Drives
Topic: Motivation Needs & Drives
Student Name: Rubina
Class: M.Ed.
Project Name: “Young Teachers' Professional Development (TPD)"
"Project Founder: Prof. Dr. Amjad Ali Arain
Faculty of Education, University of Sindh, Pakistan
Motivation
The document discusses various theories of motivation. It defines motivation as a process beginning with physiological or psychological needs that triggers behavior aimed at a goal. It discusses the need-want-satisfaction chain and defines motivation and satisfaction. Several motivation theories are covered, including Maslow's hierarchy of needs, Herzberg's two-factor theory, Vroom's expectancy theory, equity theory, and reinforcement theory. The document also discusses money, job enrichment, job enlargement, job rotation, and quality of working life as motivators.
Theories of Motivation
Maslow's hierarchy of needs theory states that people are motivated to fulfill basic needs like physical survival and safety before pursuing higher level needs like love, esteem, and self-actualization. Herzberg's two-factor theory distinguishes between motivators like achievement that improve job satisfaction and hygiene factors like salary that prevent dissatisfaction. Equity theory proposes that people are motivated to maintain fairness in relationships based on comparing their inputs and outcomes to relevant others. Role clarity theory suggests that clearly defining expectations motivates better performance. Achievement motivation theory identifies the need for achievement, power, and affiliation as key drivers of behavior.
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This document discusses motivation from several perspectives. It defines motivation as the force that energizes, directs, and sustains behavior. It then examines major theories of motivation including: drive theory which links motivation to biological needs; arousal theory which proposes individuals seek an optimal level of arousal; expectancy theory which ties motivation to expectations of success; and goal setting theory which suggests goals enhance performance. The document also explores approaches to motivation from behavioral, humanistic, cognitive, and social learning viewpoints. Finally, it provides suggestions for teachers to increase intrinsic and extrinsic motivation in students.
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The document discusses several theories of motivation including:
1) Maslow's hierarchy of needs which proposes that people are motivated to fulfill physiological, safety, social, esteem, and self-actualization needs.
2) McGregor's Theory X and Theory Y which describe authoritarian vs. participative management styles.
3) Herzberg's motivation-hygiene theory which distinguishes between motivators like achievement and hygiene factors like salary.
4) McClelland's needs theory of achievement, power, and affiliation.
5) Goal-setting theory which found that specific, difficult goals lead to higher performance.
Unit 6 motivation
Motivation refers to stimulating people to action to accomplish desired goals. It is important as it helps satisfy employee needs, improves attitudes and efficiency, and introduces changes. The motivation process involves unsatisfied needs creating tension that drives behavior to reduce tension through goal achievement. There are positive and negative types of motivation as well as monetary and non-monetary types. Traditional motivation theories focused on fear, punishment and rewards while modern theories examine needs, job factors, and employee assumptions. Motivation can be driven through factors addressing physiological, safety, social, esteem and self-actualization needs as well as motivators and hygiene factors in the workplace.
Motivation
This document provides an overview of motivation theories and concepts. It defines motivation as the wants or needs that direct behavior toward a goal. It discusses intrinsic and extrinsic motivation, as well as primary and secondary motives. Several major motivation theories are outlined, including Maslow's hierarchy of needs, Herzberg's two-factor theory, ERG theory, McClelland's needs theory, equity theory, goal setting theory, expectancy theory, and reinforcement theory. Key concepts from each theory are summarized.
Cognitive, Humanistic approach on motivation
Bruner’s learning theory
McClelland’s Theory of Achievement Needs
Attribution Theory by Bernard Weiner
Humanistic Approach on Motivation
Maslow’s theory hierarchy of needs
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COMS 101
Speeches Grading Rubric
Criteria
Levels of Achievement
Excellent
Good
Fair
Deficient
Points
Earned
Organization
5 Points
Organizational pattern (specific introduction and conclusion, sequenced material within the body, and transitions) is clearly and consistently observable, skillful, and makes content of the presentation cohesive.
4 Points
Organizational pattern (specific introduction and conclusion, sequenced material within the body, and transitions) is clearly and consistently observable within the presentation.
3 Points
Organizational pattern (specific introduction and conclusion, sequenced material within the body, and transitions) is intermittently observable within the presentation.
2 Points
Organizational pattern (specific introduction and conclusion, sequenced material within the body, and transitions) is not observable within the presentation.
Language
5 Points
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4 Points
Language choices are thoughtful and generally support the effectiveness of the presentation. Language in presentation is appropriate to audience.
3 Points
Language choices are mundane, commonplace, and partially support the effectiveness of the presentation. Language in presentation is appropriate to audience.
2 Points
Language choices are unclear and minimally support the effectiveness of the presentation. Language in presentation is not appropriate to audience.
Delivery
10 Points
Delivery techniques (posture, gesture, eye contact, and vocal expressiveness) make the presentation compelling, and speaker appears polished and confident.
8 Points
Delivery techniques (posture, gesture, eye contact, and vocal expressiveness) make the presentation interesting, and speaker appears comfortable.
7 Points
Delivery techniques (posture, gesture, eye contact, and vocal expressiveness) make the presentation understandable, and thespeaker appears tentative.
2 Points
Delivery techniques (posture, gesture, eye contact, and vocal expressiveness) detract from the understandability of the presentation, and speaker appears uncomfortable.
Supporting Material
10 Points
A variety of types of supporting materials (explanations, examples, illustrations, statistics, analogies, quotations from relevant authorities) make appropriate reference to information or analysis that significantly supports the presentation or establishes the presenter's credibility/authority on the topic.
8 Points
Supporting materials (explanations, examples, illustrations, statistics, analogies, quotations from relevant authorities) make appropriate reference to information or analysis that generally supports the presentation or establishes the presenter's credibility/authority on the topic.
7 Points
Supporting materials (explanations, examples, illustrations, statistics, analogies, quotations from relevant authorities) make appropriate reference.
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The document discusses personal and team leadership. For personal leadership, it emphasizes developing clear vision, purpose, mission and values. It also stresses the importance of personal growth through continuous learning and developing plans for self-improvement. For team leadership, it defines a team as a group working interdependently towards shared goals. Effective team building requires role clarity, trust, commitment and empowering team members. It also discusses different types of teams and strategies for enhancing team performance.
Easy Ways To Achieve Prosperous Living
Read this guide and learn how to become In Tune with every aspect of the universe spiritually no matter what your religion or beliefs are. Let me show you how you too can achieve Total Financial Prosperity with ease, guaranteed!
BETTER WORLD AWAITS YOU
The document discusses the idea that a better future awaits humanity if we learn to master "knowing the moment" and good timing. It argues that acquiring self-awareness, controlling emotional reactions, anticipating the future, learning patience, and understanding other perspectives are key to making the most of opportunities and leading to a brighter world. While the present has issues, focusing on personal growth and positivity can help realize a better life and transform society for the better.
ebbfspirit keynote by Ralph Blundell - ebbfvalues spiritual roots consequence...
ebbfspirit keynote by Ralph Blundell - ebbfvalues spiritual roots consequence...ebbf - mindful people, meaningful work
Ralph Blundell offered a compelling keynote taking us through the actual application of ebbf's core values and the questions that this raises in our every day workplace decisions
You can view his keynote in this Facebook Live streaming video: https://www.facebook.com/ebbf.mindfulpeople.meaningfulwork/videos/10155080450636801/Reflection Paper
This document summarizes Stephen Covey's book on the 7 habits of highly effective people. It discusses each of the 7 habits in turn: 1) be proactive, 2) begin with the end in mind, 3) put first things first, 4) think win-win, 5) seek first to understand, 6) synergize, and 7) sharpen the saw. The author reflects on how she has applied lessons from the book in her new role as a supervisor at her workplace, such as taking a more assertive leadership role rather than letting others dominate group activities. The 7 habits teach the importance of independence, interdependence, self-awareness, goal-setting, time management, mutual understanding, cooperation, and
Conquering the cranium
This document contains terms and conditions for a report on unlocking hidden potential. It states that while the publisher has tried to be accurate, the contents may not be fully accurate due to the changing nature of the internet. It advises readers to use their own judgment and seek professional advice. The document then outlines 10 chapters that will discuss topics like rethinking goals, identifying talents, thinking positively, and using brain exercises to unlock one's hidden potential. It encourages readers to dream big and never give up on their potential.
Hindi Essay On Child Labour.pdf
Short Essay On Child Labour In Hindi - Tutorial Pics. विभिन्न विषयों से जुडी महत्वपूर्ण जानकारी | बाल श्रम पर निबंध | Essay .... Child Labour Essay in Hindi Language बाल मजदूरी / बाल श्रम पर निबंध. बाल मजदूरी पर निबंध | Essay on Child Labour in Hindi. बाल मजदूरी पर निबंध/अनुच्छेद || Essay on Child Labour in Hindi - YouTube. बाल मजदूरी पर निबंध – Child Labour Essay In Hindi – Learn Cram. Causes Of Child Labour Essay In Hindi | Sitedoct.org. Essay on Child Labour in Hindi, बाल मज़दूरी पर निबंध. Child Labour Essay For School Students In Hindi - बालश्रम पर निबंध. बाल श्रम या बाल मजदूरी पर10 लाइन का निबंध l 10 Lines Essay On Child .... ESSAY ON CHILD LABOUR IN ENGLISH FOR SCHOOL KIDS BY HINDI TUBE ROHIT .... बाल श्रम पर निबंध | Essay on Child Labour in Hindi | HindPatrika. Hindi Essay on 'Child Labour in India' | 'भारत में बाल श्रम' पर निबंध .... Scholarship essay: Hindi essay on child labour. Speech on Child Labour in Hindi भारत में बाल मजदूरी या श्रम पर भाषण - SSC , CGL, UPSC. Child Labour Essay Hindi 1500 WordsTECH 24H. बालश्रम पर निबंध- Essay On Child Labour In Hindi. Essay on child labour in hindi: बाल श्रम पर निबंध. Paragraph on child labour in Hindi - बाल मजदूरी पर पैराग्राफ. Information on Child Labour in Hindi बाल मजदुरी पर जानकारी. Essay on child labour in hindi. Child Labour Essay in Hindi Language .... Descriptive Essay: Hindi essay on child labour. child labour essay in hindi. Essay on Child Labour in Hindi - Hind Patrika. बाल मजदूरी पर निबंध ।। Essay On Child Labour - YouTube. Child labour Essay In Hindi | बाल श्रम पर निबंध जानिए. How To Stop Child Labour In Hindi - Pedalaman. बाल श्रम पर निबंध-Essay on Child Labour In Hindi. Child labour hindi. Anti Child Labour Day Speech in Hindi – बाल श्रम विरोधी दिवस पर भाषण .... [निबंध] बाल श्रम के कारण, अधिनियम कविता | Child Labour (Bal Shram Essay ... Hindi Essay On Child Labour
Managing stress in our daily life by Dr.Mahboob ali khan Phd
Materialistic benefits and opportunities for consuming them are far more than what it used to be 20 years back. If you are in doubt please count the number of shopping complexes and malls, the number of cars and two wheelers on the road, the number of apartments and the number of new providers of products and services in the country. Despite this, peace of mind is a big challenge that society is currently facing. Working people complain of excessive stress and frustration. The number of young children being taken to psychiatric treatment is on the rise. Youngsters contact stress induced diseases such as hypertension and diabetes despite advances in medical technology. More and more people flock to yoga camps and spiritual retreats.
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COMS 101Speeches Grading RubricCriteriaLevels of Achievement.docx
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7 Habits of Highly Effective People.pptx
Covey says most people look for quick fixes. They see a big success and want to know how he did it, believing (and hoping) they can do the same following a quick bullet list.
But real change, the author says, comes not from the outside in, but from the inside out. And the most fundamental way of changing yourself is through a paradigm shift.
That paradigm shift is a new way of looking at the world. The 7 Habits of Highly Effective People presents an approach to effectiveness based on character and principles.
The first three habits indeed deal with yourself because it all starts with you. The first three habits move you from dependence from the world to the independence of making your own world.
Habits 4, 5 and 6 are about people and relationships. The will move you from independence to interdependence. Such, cooperating to achieve more than you could have by yourself.
The last habit, habit number 7, focuses on continuous growth and improvement.
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Principles of motivation
- 1. No excuses Watch the motivational video: https://uii.io/motivate_me_1 Success Demands Aim Success in any line demands a definite aim. He who would achieve true success in life must keep steadily in view the aim worthy of his endeavor. Such an aim is set before the youth of today. Should Aim as High as Possible The specific place appointed us in life is determined by our capabilities. Not all reach the same development or do with equal efficiency the same work. God does not expect the hyssop to attain the proportions of the cedar, or the olive the height of the stately palm. But each should aim just as high as the union of human with divine power makes it possible for him to reach. Students to Have a Real Aim Teach the students to use for the highest, holiest purpose the talents God has given them that they may accomplish the greatest good in this world. Students need to learn what it means to have a real aim in life, and to obtain an exalted understanding of what true education means.
- 2. Don’t waste your life Watch the motivational video: https://uii.io/motivate_me_2 Failing to Realize One's Potential Many do not become what they might because they do not put forth the power that is in them. They do not, as they might, lay hold on divine strength. Many are diverted from the line in which they might reach the truest success. Seeking greater honor or a more pleasing task, they attempt something for which they are not fitted. Many a man or woman whose talents are adapted for some other calling is ambitious to enter a profession; and he/she who might have been successful as a farmer, an artisan, or a nurse fills inadequately the position of a minister, a lawyer, or a physician. There are others, again, who might have filled a responsible calling, but who, for want of energy, application, or perseverance, content themselves with an easier place. Great Possibilities in Life And as regards life's possibilities, who is capable of deciding what is great and what is small? How many a worker in the lowly places of life, by setting on foot agencies for the blessing of the world, has achieved results that kings might envy!
- 3. The aim Watch the motivational video: https://uii.io/motivate_me_3 An Aimless Life a Living Death An aimless life is a living death. The mind should dwell upon themes relating to our eternal interests. This will be conducive to health of body and mind. Fungus Roots on Aimlessness One of the chief causes of mental inefficiency and moral weakness is the lack of concentration for worthy ends. We pride ourselves on the wide distribution of literature; but the multiplication of books, even books that in themselves are not harmful, may be a positive evil.... A large share of the periodicals and books that, like the frogs of Egypt, are overspreading the land are not merely commonplace, idle, and enervating, but unclean and degrading. Their effect is not merely to intoxicate and ruin the mind but to corrupt and destroy the soul. The mind, the heart, that is indolent, aimless, falls an easy prey to evil. It is on diseased, lifeless organisms that fungus roots. It is the idle mind that is Satan's workshop. Let the mind be directed to high and holy ideals, let the life have a noble aim, an absorbing purpose, and evil finds little foothold.