The document discusses different theories of motivation. It describes instinct approaches which suggest that humans are born with innate behaviors essential for survival. Drive-reduction approaches propose that internal drives like hunger motivate behavior to fulfill needs. Incentive approaches see motivation coming from desires to obtain valued external goals. Cognitive approaches view motivation as arising from thoughts, expectations and goals. Maslow's hierarchy proposes that lower-level needs like food and safety must be met before higher needs like esteem and self-actualization can motivate behavior. The document also examines theories of emotion including the James-Lange, Cannon-Bard, and Schachter-Singer perspectives on the relationship between physiological arousal and emotional experience.
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.
This document provides an overview of motivation theories and concepts. It discusses several key motivation theories including:
1. Maslow's hierarchy of needs theory which proposes humans have physiological, safety, social, esteem, and self-actualization needs that motivate behavior.
2. Herzberg's two-factor theory which distinguishes between motivators like achievement that drive job satisfaction and hygiene factors like salary that prevent dissatisfaction.
3. Vroom's expectancy theory which proposes motivation depends on expectations of effort leading to performance and performance leading to rewards.
It also briefly covers McGregor's Theory X and Y, Alderfer's ERG theory, and distinguishes between content theories focusing on needs
Leadership is "organizing a group of people to achieve a common goal." The leader may or may not have any formal authority. Students of leadership have produced theories involving traits, situational interaction, function, behavior, power, vision and values, charisma, and intelligence among others.
Motivation is literally the desire to act and move toward a goal. It's the difference between waking up before dawn to pound the pavement and lazing around the house all day. It's the crucial element in setting and attaining one's objectives—and research shows you can influence your own levels of motivation and self-control. Motivation might be extrinsic, whereby a person is inspired by outside forces—other people or things that transpire. Motivation might be intrinsic, whereby the inspiration comes from within a person. High achievers, who have outsized stores of motivation, readily feed their needs of a meaningful life. The needs encompass physiological requirements, social connection, ego, and fulfillment. Physiological needs—sustenance, shelter, safety, physical health—are most important. Also crucial is the need for social connection and acceptance. Ego is another area that requires attention, an individual must have confidence, status, recognition, and respect. And the last is fulfillment, whereby the individual realizes his potential and deepest desires. Motivation plays a big part in every one of these areas.
5 Theories About Motivation: Why We Do What We DoChelsea O'Brien
Motivation is the force that initiates, guides, and maintains goal-oriented behaviors. It is what causes us to take action, whether to grab a snack to reduce hunger or enroll in college to earn a degree. The forces that lie beneath motivation can be biological, social, emotional, or cognitive in nature. In this presentation, we cover what motivation is as well as 5 theories of motivation.
While no single theory can adequately explain all human motivation, looking at the individual theories can offer a greater understanding of the forces that cause us to take action. In reality, there are likely many different forces that interact to motivate behavior.
Thanks to Psychology.about.com for the references for this presentation. For more insights, tips and a free video to help overcome motivations to binge eat, check out www.BingeEatingBreakthrough.com.
This document discusses different theories of motivation, including intrinsic and extrinsic motivation. Intrinsic motivation refers to motivation from internal factors like enjoyment or interest in a task, while extrinsic motivation comes from external factors like rewards or competition. The document also discusses Maslow's hierarchy of needs and how basic needs must be met before higher-level needs. It examines theories like incentive theory, reinforcement principles, and Steven Reiss's 16 basic desires that guide human behavior and define personalities. Designers must understand what motivates end users to create designs that convey the desired message.
Motivation refers to factors that cause us to act in specific ways. There are seven rules of motivation including setting goals, finishing projects, socializing with similar people, learning how to learn, matching interests and talents, increasing knowledge in inspiring subjects, and taking risks. Motivation theories include instinct theory, drive reduction theory, incentive theory, and cognitive theory. Biological needs are requirements for survival while social needs are learned through experience, such as achievement, affiliation, autonomy, and self-actualization. Maslow's hierarchy of needs proposes satisfying basic physiological needs before advancing to higher social needs.
Lect motivation intrinsic extrinsic july15.pptxVirtu Institute
This document discusses intrinsic and extrinsic motivation. It defines intrinsic motivation as motivation driven by interest or enjoyment in a task itself, while extrinsic motivation comes from external factors like rewards or punishments. Several theories of motivation are examined, including Maslow's hierarchy of needs and Reiss' 16 basic desires. Intrinsic motivation is linked to autonomy, competence, and interest in a topic rather than just outcomes. Extrinsic motivators can supplement intrinsic drives. Effective marketing uses both intrinsic and extrinsic motivators to encourage behaviors.
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.
This document provides an overview of motivation theories and concepts. It discusses several key motivation theories including:
1. Maslow's hierarchy of needs theory which proposes humans have physiological, safety, social, esteem, and self-actualization needs that motivate behavior.
2. Herzberg's two-factor theory which distinguishes between motivators like achievement that drive job satisfaction and hygiene factors like salary that prevent dissatisfaction.
3. Vroom's expectancy theory which proposes motivation depends on expectations of effort leading to performance and performance leading to rewards.
It also briefly covers McGregor's Theory X and Y, Alderfer's ERG theory, and distinguishes between content theories focusing on needs
Leadership is "organizing a group of people to achieve a common goal." The leader may or may not have any formal authority. Students of leadership have produced theories involving traits, situational interaction, function, behavior, power, vision and values, charisma, and intelligence among others.
Motivation is literally the desire to act and move toward a goal. It's the difference between waking up before dawn to pound the pavement and lazing around the house all day. It's the crucial element in setting and attaining one's objectives—and research shows you can influence your own levels of motivation and self-control. Motivation might be extrinsic, whereby a person is inspired by outside forces—other people or things that transpire. Motivation might be intrinsic, whereby the inspiration comes from within a person. High achievers, who have outsized stores of motivation, readily feed their needs of a meaningful life. The needs encompass physiological requirements, social connection, ego, and fulfillment. Physiological needs—sustenance, shelter, safety, physical health—are most important. Also crucial is the need for social connection and acceptance. Ego is another area that requires attention, an individual must have confidence, status, recognition, and respect. And the last is fulfillment, whereby the individual realizes his potential and deepest desires. Motivation plays a big part in every one of these areas.
5 Theories About Motivation: Why We Do What We DoChelsea O'Brien
Motivation is the force that initiates, guides, and maintains goal-oriented behaviors. It is what causes us to take action, whether to grab a snack to reduce hunger or enroll in college to earn a degree. The forces that lie beneath motivation can be biological, social, emotional, or cognitive in nature. In this presentation, we cover what motivation is as well as 5 theories of motivation.
While no single theory can adequately explain all human motivation, looking at the individual theories can offer a greater understanding of the forces that cause us to take action. In reality, there are likely many different forces that interact to motivate behavior.
Thanks to Psychology.about.com for the references for this presentation. For more insights, tips and a free video to help overcome motivations to binge eat, check out www.BingeEatingBreakthrough.com.
This document discusses different theories of motivation, including intrinsic and extrinsic motivation. Intrinsic motivation refers to motivation from internal factors like enjoyment or interest in a task, while extrinsic motivation comes from external factors like rewards or competition. The document also discusses Maslow's hierarchy of needs and how basic needs must be met before higher-level needs. It examines theories like incentive theory, reinforcement principles, and Steven Reiss's 16 basic desires that guide human behavior and define personalities. Designers must understand what motivates end users to create designs that convey the desired message.
Motivation refers to factors that cause us to act in specific ways. There are seven rules of motivation including setting goals, finishing projects, socializing with similar people, learning how to learn, matching interests and talents, increasing knowledge in inspiring subjects, and taking risks. Motivation theories include instinct theory, drive reduction theory, incentive theory, and cognitive theory. Biological needs are requirements for survival while social needs are learned through experience, such as achievement, affiliation, autonomy, and self-actualization. Maslow's hierarchy of needs proposes satisfying basic physiological needs before advancing to higher social needs.
Lect motivation intrinsic extrinsic july15.pptxVirtu Institute
This document discusses intrinsic and extrinsic motivation. It defines intrinsic motivation as motivation driven by interest or enjoyment in a task itself, while extrinsic motivation comes from external factors like rewards or punishments. Several theories of motivation are examined, including Maslow's hierarchy of needs and Reiss' 16 basic desires. Intrinsic motivation is linked to autonomy, competence, and interest in a topic rather than just outcomes. Extrinsic motivators can supplement intrinsic drives. Effective marketing uses both intrinsic and extrinsic motivators to encourage behaviors.
- Motivation is defined as the process that initiates, guides and maintains goal-oriented behaviors. It involves biological, emotional, social and cognitive forces that activate behavior. There are three major components to motivation: activation, persistence and intensity.
- There are different theories that attempt to explain motivation, including need theories, equity theory, and Herzberg's job design model. Need theories focus on fulfilling internal needs, equity theory examines fairness in outcomes, and Herzberg's model separates hygiene and motivation factors.
- Content theories like Maslow's hierarchy of needs and Alderfer's ERG theory examine internal needs that motivate behavior. While similar, ERG theory is more flexible, allowing for multiple needs to
This document provides an overview of motivation and discusses several key concepts:
- Motivation is defined as the force that energizes and directs behavior toward a goal. It can be intrinsic, from internal enjoyment of a task, or extrinsic, from external rewards.
- Major theories of motivation include instinct, drive-reduction, arousal, incentive, cognitive, and humanistic approaches. Maslow's hierarchy of needs is discussed as part of the humanistic perspective.
- Motivation can be intrinsic, coming from internal enjoyment of a task, or extrinsic, coming from external rewards. Conflicts between different motives can cause frustration when making decisions. The document outlines strategies to increase motivation.
Motivation is a complex process that influences human behavior. There are several theories that seek to explain what motivates individuals and impacts their productivity. Maslow's hierarchy of needs proposes that people are motivated to fulfill basic physiological needs before pursuing safety, love, esteem and self-actualization. Herzberg's two-factor theory distinguishes between hygiene factors like salary that prevent dissatisfaction and motivators like achievement that create satisfaction. McClelland's theory focuses on three needs - achievement, power and affiliation - that influence behavior. Equity theory, expectancy theory and goal-setting theory are examples of process theories that examine how people's motivation is affected by expectations, outcomes and goal-setting.
This document discusses theories of leadership and motivation. It summarizes key theories including:
- Maslow's hierarchy of needs which argues humans have physiological, safety, social, esteem, and self-actualization needs that motivate in a hierarchical order.
- Alderfer's ERG theory which simplifies Maslow's needs into existence, relatedness, and growth.
- McClelland's need theory which identifies the needs for achievement, affiliation, and power as key motivators.
- Goal theories which differentiate between performance goals focused on judgement and learning goals focused on competence.
- Theories of leadership which argue leaders influence others through vision, empowerment, and building confidence in a way that depends on the situation
The document discusses motivation and its key aspects. It defines motivation as states that drive behavior towards goals, with three components: the driving state, aroused behavior, and the goal. Motivation can be extrinsic or intrinsic. Key theories on motivation are also summarized, including behavioral views focusing on conditioning, Freud's instinct theory, Adler's social motivation theory, and Maslow's hierarchy of needs. Different types of motives, drives, needs, and methods to measure motivation are also outlined.
Motivation is derived from the Latin word "movere" meaning "to move". It is an internal process that energizes behavior and directs it toward a goal. Motivation can come from needs, desires, wishes, or drives and may prompt behaviors like working hard to get praise. Motivation is dynamic and ongoing, stemming from both intrinsic and extrinsic sources. It is influenced by factors internal and external to the individual.
Motivation refers to internal and external forces that drive behavior toward a goal. Internal factors include needs, drives, and motives that arise from within a person. External factors consist of incentives and rewards from outside. Several theories attempt to explain motivation, such as Maslow's hierarchy of needs, McClelland's achievement theory, and Bandura's social learning theory. Understanding motivation is important for nurses, as it helps them better meet patient needs and interpret patient behavior.
There are several major theories of motivation that attempt to explain human behavior. The incentive theory suggests that external rewards motivate people to engage in certain behaviors. The drive theory proposes that biological needs like hunger or thirst create internal tension that drives people to act to reduce that tension. The arousal theory posits that people aim to maintain an optimal level of arousal and will take actions to decrease or increase it. The humanistic theory emphasizes cognitive motivations like fulfilling one's potential. The expectancy theory argues that people are motivated by expectations of positive outcomes they believe they can achieve.
This document discusses different theories of motivation. It begins by defining motivation and its relationship to motives and motivating factors. It then outlines Maslow's hierarchy of needs theory, including the different levels of needs from physiological to self-actualization. Next, it discusses McGregor's Theory X and Theory Y, which propose different views of human motivation in work - Theory X assumes people dislike work while Theory Y assumes people can enjoy work given responsibility. The document concludes that Theory Y tends to be a more appropriate management style.
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.
Six Theories of motivation(b.ed)-aamir ali.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 refers to understanding why humans behave as they do and is concerned with identifying and directing goals. Motives influence behavior by helping people choose stimuli and act with greater energy toward attaining goals. Abraham Maslow expressed human needs and motives in a hierarchical order moving from physiological needs to esteem needs, love and belongingness, safety needs, and ultimately self-actualization. There are physiological drives like hunger present at birth and psychological/social drives related to parenting, peers, and competence that develop over time through punishment, reward, and reinforcement. Motivating others can be done through force, enticement, or identification.
Motivation refers to understanding why humans behave as they do and is concerned with identifying and directing goals. Motives influence behavior by helping people choose stimuli and act with greater energy toward attaining goals. Abraham Maslow expressed human needs and motives in a hierarchical order moving from physiological needs to esteem needs, love and belongingness, safety needs, and ultimately self-actualization. There are physiological drives like hunger present at birth and psychological/social drives related to parenting, peers, and competence that develop over time through punishment, reward, and reinforcement. Motivating others can be done through force, enticement, or identification.
The document discusses motivation from a psychological perspective. It defines motivation and discusses various theories of motivation proposed by psychologists over history. Some of the major theories covered include drive theory, arousal theory, humanistic theory, expectancy theory, equity theory, and self-efficacy theory. Key figures discussed who contributed theories of motivation include Maslow, Herzberg, McGregor, McClelland, Vroom, Adams, Skinner, Reiss, Apter, and Bandura. The document also discusses how motivation is measured and lists some common motivation assessments.
The document discusses motivation and its key components. Motivation refers to internal driving forces that compel behavior and goal attainment. It arises from basic needs and is influenced by incentives. Motivation involves deciding on goals, effort toward goals, and persistence. Several theories attempt to explain motivation, such as reinforcement, cognitive, humanistic, and social learning theories. Understanding motivation can help nurses in learning, job performance, and understanding patient behavior.
This presentation by Tim Capel, Director of the UK Information Commissioner’s Office Legal Service, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
Collapsing Narratives: Exploring Non-Linearity • a micro report by Rosie WellsRosie Wells
Insight: In a landscape where traditional narrative structures are giving way to fragmented and non-linear forms of storytelling, there lies immense potential for creativity and exploration.
'Collapsing Narratives: Exploring Non-Linearity' is a micro report from Rosie Wells.
Rosie Wells is an Arts & Cultural Strategist uniquely positioned at the intersection of grassroots and mainstream storytelling.
Their work is focused on developing meaningful and lasting connections that can drive social change.
Please download this presentation to enjoy the hyperlinks!
- Motivation is defined as the process that initiates, guides and maintains goal-oriented behaviors. It involves biological, emotional, social and cognitive forces that activate behavior. There are three major components to motivation: activation, persistence and intensity.
- There are different theories that attempt to explain motivation, including need theories, equity theory, and Herzberg's job design model. Need theories focus on fulfilling internal needs, equity theory examines fairness in outcomes, and Herzberg's model separates hygiene and motivation factors.
- Content theories like Maslow's hierarchy of needs and Alderfer's ERG theory examine internal needs that motivate behavior. While similar, ERG theory is more flexible, allowing for multiple needs to
This document provides an overview of motivation and discusses several key concepts:
- Motivation is defined as the force that energizes and directs behavior toward a goal. It can be intrinsic, from internal enjoyment of a task, or extrinsic, from external rewards.
- Major theories of motivation include instinct, drive-reduction, arousal, incentive, cognitive, and humanistic approaches. Maslow's hierarchy of needs is discussed as part of the humanistic perspective.
- Motivation can be intrinsic, coming from internal enjoyment of a task, or extrinsic, coming from external rewards. Conflicts between different motives can cause frustration when making decisions. The document outlines strategies to increase motivation.
Motivation is a complex process that influences human behavior. There are several theories that seek to explain what motivates individuals and impacts their productivity. Maslow's hierarchy of needs proposes that people are motivated to fulfill basic physiological needs before pursuing safety, love, esteem and self-actualization. Herzberg's two-factor theory distinguishes between hygiene factors like salary that prevent dissatisfaction and motivators like achievement that create satisfaction. McClelland's theory focuses on three needs - achievement, power and affiliation - that influence behavior. Equity theory, expectancy theory and goal-setting theory are examples of process theories that examine how people's motivation is affected by expectations, outcomes and goal-setting.
This document discusses theories of leadership and motivation. It summarizes key theories including:
- Maslow's hierarchy of needs which argues humans have physiological, safety, social, esteem, and self-actualization needs that motivate in a hierarchical order.
- Alderfer's ERG theory which simplifies Maslow's needs into existence, relatedness, and growth.
- McClelland's need theory which identifies the needs for achievement, affiliation, and power as key motivators.
- Goal theories which differentiate between performance goals focused on judgement and learning goals focused on competence.
- Theories of leadership which argue leaders influence others through vision, empowerment, and building confidence in a way that depends on the situation
The document discusses motivation and its key aspects. It defines motivation as states that drive behavior towards goals, with three components: the driving state, aroused behavior, and the goal. Motivation can be extrinsic or intrinsic. Key theories on motivation are also summarized, including behavioral views focusing on conditioning, Freud's instinct theory, Adler's social motivation theory, and Maslow's hierarchy of needs. Different types of motives, drives, needs, and methods to measure motivation are also outlined.
Motivation is derived from the Latin word "movere" meaning "to move". It is an internal process that energizes behavior and directs it toward a goal. Motivation can come from needs, desires, wishes, or drives and may prompt behaviors like working hard to get praise. Motivation is dynamic and ongoing, stemming from both intrinsic and extrinsic sources. It is influenced by factors internal and external to the individual.
Motivation refers to internal and external forces that drive behavior toward a goal. Internal factors include needs, drives, and motives that arise from within a person. External factors consist of incentives and rewards from outside. Several theories attempt to explain motivation, such as Maslow's hierarchy of needs, McClelland's achievement theory, and Bandura's social learning theory. Understanding motivation is important for nurses, as it helps them better meet patient needs and interpret patient behavior.
There are several major theories of motivation that attempt to explain human behavior. The incentive theory suggests that external rewards motivate people to engage in certain behaviors. The drive theory proposes that biological needs like hunger or thirst create internal tension that drives people to act to reduce that tension. The arousal theory posits that people aim to maintain an optimal level of arousal and will take actions to decrease or increase it. The humanistic theory emphasizes cognitive motivations like fulfilling one's potential. The expectancy theory argues that people are motivated by expectations of positive outcomes they believe they can achieve.
This document discusses different theories of motivation. It begins by defining motivation and its relationship to motives and motivating factors. It then outlines Maslow's hierarchy of needs theory, including the different levels of needs from physiological to self-actualization. Next, it discusses McGregor's Theory X and Theory Y, which propose different views of human motivation in work - Theory X assumes people dislike work while Theory Y assumes people can enjoy work given responsibility. The document concludes that Theory Y tends to be a more appropriate management style.
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.
Six Theories of motivation(b.ed)-aamir ali.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 refers to understanding why humans behave as they do and is concerned with identifying and directing goals. Motives influence behavior by helping people choose stimuli and act with greater energy toward attaining goals. Abraham Maslow expressed human needs and motives in a hierarchical order moving from physiological needs to esteem needs, love and belongingness, safety needs, and ultimately self-actualization. There are physiological drives like hunger present at birth and psychological/social drives related to parenting, peers, and competence that develop over time through punishment, reward, and reinforcement. Motivating others can be done through force, enticement, or identification.
Motivation refers to understanding why humans behave as they do and is concerned with identifying and directing goals. Motives influence behavior by helping people choose stimuli and act with greater energy toward attaining goals. Abraham Maslow expressed human needs and motives in a hierarchical order moving from physiological needs to esteem needs, love and belongingness, safety needs, and ultimately self-actualization. There are physiological drives like hunger present at birth and psychological/social drives related to parenting, peers, and competence that develop over time through punishment, reward, and reinforcement. Motivating others can be done through force, enticement, or identification.
The document discusses motivation from a psychological perspective. It defines motivation and discusses various theories of motivation proposed by psychologists over history. Some of the major theories covered include drive theory, arousal theory, humanistic theory, expectancy theory, equity theory, and self-efficacy theory. Key figures discussed who contributed theories of motivation include Maslow, Herzberg, McGregor, McClelland, Vroom, Adams, Skinner, Reiss, Apter, and Bandura. The document also discusses how motivation is measured and lists some common motivation assessments.
The document discusses motivation and its key components. Motivation refers to internal driving forces that compel behavior and goal attainment. It arises from basic needs and is influenced by incentives. Motivation involves deciding on goals, effort toward goals, and persistence. Several theories attempt to explain motivation, such as reinforcement, cognitive, humanistic, and social learning theories. Understanding motivation can help nurses in learning, job performance, and understanding patient behavior.
This presentation by Tim Capel, Director of the UK Information Commissioner’s Office Legal Service, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
Collapsing Narratives: Exploring Non-Linearity • a micro report by Rosie WellsRosie Wells
Insight: In a landscape where traditional narrative structures are giving way to fragmented and non-linear forms of storytelling, there lies immense potential for creativity and exploration.
'Collapsing Narratives: Exploring Non-Linearity' is a micro report from Rosie Wells.
Rosie Wells is an Arts & Cultural Strategist uniquely positioned at the intersection of grassroots and mainstream storytelling.
Their work is focused on developing meaningful and lasting connections that can drive social change.
Please download this presentation to enjoy the hyperlinks!
This presentation by Yong Lim, Professor of Economic Law at Seoul National University School of Law, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
Carrer goals.pptx and their importance in real lifeartemacademy2
Career goals serve as a roadmap for individuals, guiding them toward achieving long-term professional aspirations and personal fulfillment. Establishing clear career goals enables professionals to focus their efforts on developing specific skills, gaining relevant experience, and making strategic decisions that align with their desired career trajectory. By setting both short-term and long-term objectives, individuals can systematically track their progress, make necessary adjustments, and stay motivated. Short-term goals often include acquiring new qualifications, mastering particular competencies, or securing a specific role, while long-term goals might encompass reaching executive positions, becoming industry experts, or launching entrepreneurial ventures.
Moreover, having well-defined career goals fosters a sense of purpose and direction, enhancing job satisfaction and overall productivity. It encourages continuous learning and adaptation, as professionals remain attuned to industry trends and evolving job market demands. Career goals also facilitate better time management and resource allocation, as individuals prioritize tasks and opportunities that advance their professional growth. In addition, articulating career goals can aid in networking and mentorship, as it allows individuals to communicate their aspirations clearly to potential mentors, colleagues, and employers, thereby opening doors to valuable guidance and support. Ultimately, career goals are integral to personal and professional development, driving individuals toward sustained success and fulfillment in their chosen fields.
This presentation by Thibault Schrepel, Associate Professor of Law at Vrije Universiteit Amsterdam University, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
XP 2024 presentation: A New Look to Leadershipsamililja
Presentation slides from XP2024 conference, Bolzano IT. The slides describe a new view to leadership and combines it with anthro-complexity (aka cynefin).
This presentation by Katharine Kemp, Associate Professor at the Faculty of Law & Justice at UNSW Sydney, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
This presentation by Nathaniel Lane, Associate Professor in Economics at Oxford University, was made during the discussion “Pro-competitive Industrial Policy” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/pcip.
This presentation was uploaded with the author’s consent.
This presentation by OECD, OECD Secretariat, was made during the discussion “Competition and Regulation in Professions and Occupations” held at the 77th meeting of the OECD Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found at oe.cd/crps.
This presentation was uploaded with the author’s consent.
This presentation by Professor Alex Robson, Deputy Chair of Australia’s Productivity Commission, was made during the discussion “Competition and Regulation in Professions and Occupations” held at the 77th meeting of the OECD Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found at oe.cd/crps.
This presentation was uploaded with the author’s consent.
This presentation by OECD, OECD Secretariat, was made during the discussion “Pro-competitive Industrial Policy” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/pcip.
This presentation was uploaded with the author’s consent.
Why Psychological Safety Matters for Software Teams - ACE 2024 - Ben Linders.pdfBen Linders
Psychological safety in teams is important; team members must feel safe and able to communicate and collaborate effectively to deliver value. It’s also necessary to build long-lasting teams since things will happen and relationships will be strained.
But, how safe is a team? How can we determine if there are any factors that make the team unsafe or have an impact on the team’s culture?
In this mini-workshop, we’ll play games for psychological safety and team culture utilizing a deck of coaching cards, The Psychological Safety Cards. We will learn how to use gamification to gain a better understanding of what’s going on in teams. Individuals share what they have learned from working in teams, what has impacted the team’s safety and culture, and what has led to positive change.
Different game formats will be played in groups in parallel. Examples are an ice-breaker to get people talking about psychological safety, a constellation where people take positions about aspects of psychological safety in their team or organization, and collaborative card games where people work together to create an environment that fosters psychological safety.
This presentation by OECD, OECD Secretariat, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
The importance of sustainable and efficient computational practices in artificial intelligence (AI) and deep learning has become increasingly critical. This webinar focuses on the intersection of sustainability and AI, highlighting the significance of energy-efficient deep learning, innovative randomization techniques in neural networks, the potential of reservoir computing, and the cutting-edge realm of neuromorphic computing. This webinar aims to connect theoretical knowledge with practical applications and provide insights into how these innovative approaches can lead to more robust, efficient, and environmentally conscious AI systems.
Webinar Speaker: Prof. Claudio Gallicchio, Assistant Professor, University of Pisa
Claudio Gallicchio is an Assistant Professor at the Department of Computer Science of the University of Pisa, Italy. His research involves merging concepts from Deep Learning, Dynamical Systems, and Randomized Neural Systems, and he has co-authored over 100 scientific publications on the subject. He is the founder of the IEEE CIS Task Force on Reservoir Computing, and the co-founder and chair of the IEEE Task Force on Randomization-based Neural Networks and Learning Systems. He is an associate editor of IEEE Transactions on Neural Networks and Learning Systems (TNNLS).
1. Shafiqul Islam
PhD (in progress), The University of Auckland, New Zealand
MPhil( Norway), MSc (Sweden, Norway & UK), MSS & BSS (DU)
Assistant Professor
School of Business and Economies
United International University
2. What is Motivation?
Factors that direct and energize the behavior of humans and
other organisms.
Instinct's Inborn patterns of behaviour that are biologically
determined rather than learned. (Module 29)
Instinct approaches to motivation The explanation of
motivation that suggests people and animals are born
preprogramed with sets of behaviours essential to their
survival. (Module 29)
12/11/2022 2
Motivation/Spring2022/ShaIs/UIU
3. Nature of Motivation?
The concept of motivation focuses on explaining
what moves behavior .
It was derived from the Latin word ‘movere’
meaning movements.
Motivation is one of the determinates of behavior
Instincts, drives, needs, goals and incentives
come under the broad cluster of motivations
12/11/2022 3
Motivation/Spring2022/ShaIs/UIU
4. The Motivational Cycle
12/11/2022 4
Motivation/Spring2022/ShaIs/UIU
Need
Drive
Arousal
Goal-
directed
behavior
Achievement
Reduction of
Arousal
6. Instinct Approaches
Born to Be Motivated
Instincts: Inborn patterns of behavior that are biologically
determined rather than learned.
Biologically determined rather than learned.
People and animals are born preprogramed with sets of
behaviours essential to their survival.
Those instincts provide the energy that channels behaviour in
appropriate directions. Hence, sexual behaviour may be a
response to an instinct to reproduce.
Instinct approaches play a role in certain theories, especially
those based on evolutionary approaches that focus on our
genetic inheritance. Furthermore, Freud’s work suggests that
instinctual drives of sex and aggression motivate behavior.
12/11/2022 6
Motivation/Spring2022/ShaIs/UIU
7. Instinct Approaches
Criticism:
*Psychologists do not agree on what, or even how many, primary
instincts exist. One early psychologist, William McDougall (1908),
suggested that there are 18 instincts. Other theorists came up with
even more-with one sociologist Bernard (1924) claiming that there
are exactly 5,759 distinct instincts.
*Instinct approaches are unable to explain why certain patterns of
behavior, and not others, have evolved in a given species.
*Although it is clear that a great deal of animal behavior is based
on instincts, much of the variety and complexity of human behavior
is learned and thus cannot be seen as instinctual.
12/11/2022 7
Motivation/Spring2022/ShaIs/UIU
8. Drive-Reduction Approaches
Hull, 1943
Drive-reduction theories are also known as
Homeostasis theory
Satisfying Our Needs
Suggest that a lack of some basic biological
requirement such as lack of water produces a drive to
obtain that requirement
Drive-Motivation tension, or arousal, that
energized behavior to fulfill a need
Primary drives
Secondary drives
12/11/2022 8
Motivation/Spring2022/ShaIs/UIU
9. Drive-Reduction Approaches
Homeostasis
Body’s tendency to maintain a steady internal
state-underlies primary drives
Uses feedback loops -When deviations from
the ideal state occur, the body adjusts in
an effort to return to an optimal state.
Need for food, water, stable body temperature
and sleep
12/11/2022 9
Motivation/Spring2022/ShaIs/UIU
11. Drive-Reduction Approaches
Criticism:
Some behaviors seem to be motivated by nothing more than curiosity,
such as rushing to check e-mail messages. Similarly, many people pursue
thrilling activities such as riding a roller coaster.
Such behaviors certainly don’t suggest that people seek to reduce all
drives as drive-reduction approaches would indicate (Begg & Langley,
2001; Rosenbloom & Wolf, 2002).
Both curiosity and thrill-seeking behavior, then, shed doubt on drive-
reduction approaches as a complete explanation for motivation.
In both cases, rather than seeking to reduce an underlying drive, people and
animals appear to be motivated to increase their overall level of
stimulation and activity.
To explain this phenomenon, psychologists have devised an
alternative: arousal approaches to motivation.
12/11/2022 11
Motivation/Spring2022/ShaIs/UIU
12. Incentive Approaches
Motivation’s Pull
Suggest that motivation stems from the desire to obtain valued
external goals, or incentives.
In this view, the desirable properties of external stimuli-whether
grades, money, affection, food, or sex-account for a person’s
motivation (Festinger et al., 2009).
Many psychologists believe that the internal drives proposed by
drive-reduction theory work in tandem with the external
incentives of incentive theory.
Example: We seek to satisfy our underlying hunger needs (the
push of drive-reduction theory), we are drawn to food that
appears very appetizing (the pull of incentive theory). Rather than
contradicting each other, then, to “push” and “pull” behavior.
12/11/2022 12
Motivation/Spring2022/ShaIs/UIU
13. Cognitive Approaches
The Thoughts Behind Motivation
Suggest that motivation is a product of people’s
thoughts, expectations, and goals.
E.g. The degree to which people are motivated to study for
a test is based on their expectation of how well studying
will pay off in terms of a good grade or future career.
Intrinsic motivation
Intrinsic motivation causes us to participate in an
activity for our own enjoyment rather than for any
actual or concrete reward that it will bring us.
12/11/2022 13
Motivation/Spring2022/ShaIs/UIU
14. Cognitive Approaches
• Extrinsic motivation
In contrast, extrinsic motivation causes us to do something
for money, a grade, or some other actual, concrete reward.
Example: Intrinsic and Extrinsic Motivation
*When a sportsman works long hours because he loves
sports, intrinsic motivation is prompting him; if he works
hard to make a lot of money, extrinsic motivation underlies
his efforts.
* Similarly, if we study a lot because we love the subject
matter, we are being guided by intrinsic motivation. On the
other hand, if all we care about is the grade we get in the
course, that studying is due to extrinsic motivation
12/11/2022 14
Motivation/Spring2022/ShaIs/UIU
15. Maslow’s Hierarchy: Ordering of Motivational Needs
Ordering Motivational Needs
Suggests that before more sophisticated, higher-order
needs can be met, certain primary needs must be satisfied
Abraham Maslow
Self-actualization
State of self-fulfillment in which people realize their highest
potential
12/11/2022 15
Motivation/Spring2022/ShaIs/UIU
17. Maslow’s Hierarchy: Ordering of Motivational Needs
A pyramid can represent the model with the more basic needs at the
bottom and the higher-level needs at the top (see Figure 3). To activate
a specific higher-order need, thereby guiding behavior, a person must
first fulfill the more basic needs in the hierarchy.
• The basic needs are primary drives: needs for water, food, sleep, sex,
and the like. To move up the hierarchy, a person must first meet
these basic physiological needs.
• Safety needs come next in the hierarchy; Maslow suggests that
people need a safe, secure environment in order to function
effectively. Physiological and safety needs compose the lower-order
needs.
• Only after meeting the basic lower-order needs can a person
consider fulfilling higher-order needs, such as the needs for love and
a sense of belonging, esteem, and self-actualization. Love and
belongingness needs include the needs to obtain and give affection
and to be a contributing member of some group or society.
12/11/2022 17
Motivation/Spring2022/ShaIs/UIU
18. Maslow’s Hierarchy: Ordering of Motivational Needs
• After fulfilling these needs, a person strives for esteem. In
Maslow’s thinking, esteem is the result of understanding that
others recognize and value one’s competence.
• After these four sets of needs are fulfilled—no easy task—a
person is able to strive for the highest-level need, self-
actualization. Self-actualization is a state of self-fulfillment in
which people realize their highest potentials in their own
unique way. Although Maslow first suggested that self-
actualization occurred in only a few famous individuals, he
later expanded the concept to encompass everyday people.
• E.g.
• In a sense, achieving self-actualization reduces the striving and
yearning for greater fulfillment that mark most people’s lives
and instead provides a sense of satisfaction with their current
state of affairs
12/11/2022 18
Motivation/Spring2022/ShaIs/UIU
19. Maslow’s Hierarchy
12/11/2022 19
Motivation/Spring2022/ShaIs/UIU
Self full Filament
Status
Friendship
Stability of income
Hunger
Achievement of Goal
Job Title
Cordial relation with
colleague
Pension Plan
Basic Salary
Esteem Needs
Love & Social
Belongingness needs
Basic Psychological
Needs
Safety/Security
Needs
Self Actualization
A state of self-fulfillment
21. Some Criticism of Maslow’s Theory
Not everyone has the same needs
Our perception of what is important at work
will vary
Not realistic that most employees will reach
the top of the hierarchy
12/11/2022 21
Motivation/Spring2022/ShaIs/UIU
22. Understanding Emotional Experiences
What are emotions, and how do we experience them?
What are the functions of emotions?
What are the explanations for emotions?
How does nonverbal behavior relate to the expression of
emotions?
12/11/2022 22
Motivation/Spring2022/ShaIs/UIU
23. What is Emotion?
Feelings that generally have both physiological and
cognitive elements and that influence behavior
A subjective state of being that we often describe as our
feeling
Emotion =A mix of ….
* Psychological arousal
* Expressive behavior
* Cognitive processing
12/11/2022 23
Motivation/Spring2022/ShaIs/UIU
24. The Functions of Emotions
Preparing us for action
Emotions act as a link between
events in our environment
and our responses to them.
For example, if you saw an angry
dog charging toward you, your
emotional reaction (fear) would
be associated with physiological
arousal of the sympathetic
division of the autonomic
nervous system, the activation of
the “fight-or-flight” response
12/11/2022 24
Motivation/Spring2022/ShaIs/UIU
How do we
respond to our
environment ?
25. The Functions of Emotions
Shaping our future behavior
Emotions promote learning that will help
us make appropriate responses in the
future. For instance, your emotional
response to unpleasant events teaches
you to avoid similar circumstances in the
future.
12/11/2022 25
Motivation/Spring2022/ShaIs/UIU
How will we make
appropriate
response in the
future?
Helping us interact more effectively
with others
We often communicate the emotions we
experience through our verbal and
nonverbal behaviors, making our
emotions obvious to observers. These
behaviors can act as signals to observers,
allowing them to understand better what
we are experiencing and to help them
predict our future behavior.
How do we
interact with
others?
26. Determining the Range of Emotions: Labeling Our Feelings
There are various ways of categorizing emotions
Most researchers suggest that basic emotions include:
Happiness
Anger
Fear
Sadness
Disgust
12/11/2022 26
Motivation/Spring2022/ShaIs/UIU
27. Determining the Range of Emotions: Labeling Our Feelings
12/11/2022 27
Motivation/Spring2022/ShaIs/UIU
Unlimited….
500 Examples (Averill, 1975)
Common: Happiness, Fear
Uncommon: Pensiveness
28. The Roots of Emotions
The James-Lange Theory
Do gut reactions equal
emotions?
Emotions are a result of
physiological changes
that produce specific
sensations
The brain interprets
these sensations as
specific kinds of
emotional experiences
12/11/2022 28
Motivation/Spring2022/ShaIs/UIU
Proposes that
emotion is our
reaction to
Physiological
factors
29. The Roots of Emotions
The James-Lange Theory: Criticism
Visceral experience may not be simultaneously
(problem with source of immediate experience)
Visceral experience may not be sufficient to produce
emotion
Many emotions actually are associated with relatively
similar sorts of visceral changes, a fact that contradicts
the James-Lange theory.
12/11/2022 29
Motivation/Spring2022/ShaIs/UIU
30. The Roots of Emotions
The Cannon-Bard
Theory
Assumes that both
physiological arousal and
the emotional experience
are produced
simultaneously by the
same nerve stimulus,
which emanates from the
thalamus in the brain
12/11/2022 30
Motivation/Spring2022/ShaIs/UIU
The belief that
both physiological
arousal and
emotional
experience are
produced
simultaneously by
the same nerve
stimulus.
31. James-Lange Theory
Heart Beat Fast
12/11/2022 31
Motivation/Spring2022/ShaIs/UIU
Physiological
Response
Feeling Emotion
Tiger
See Stimulus
I am scared
32. Canon-Bird Theory
Feeling Emotion
12/11/2022 32
Motivation/Spring2022/ShaIs/UIU
Physiological
Response
Heart beat Fast +
Sweating
Tiger
See Stimulus
I am scared
Both this occur simultaneously
33. Shachter-Singer Theory
Feeling Emotion
12/11/2022 33
Motivation/Spring2022/ShaIs/UIU
Physiological
Response
Heart beat Fast +
Sweating
Tiger
See Stimulus
I am scared
Both this occur
simultaneously
“My heart is
beating fast and I
am sweating
because there is a
tiger that could
attack or hurt me.
Therefore, I am
scared
35. The Roots of Emotions
Contemporary Perspectives on Neuroscience of Emotions
Specific patterns of biological arousal are associated with
individual emotions.
Amygdala
Provides a link between the perception of an emotion-producing
stimulus and the recall of that stimulus later
Hippocampus
Aids in the consolidation of memories
12/11/2022 35
Motivation/Spring2022/ShaIs/UIU
36. The Roots of Emotions
Making Sense of the Multiple Perspectives on Emotion
Emotions are complex phenomena
Encompass both biological and cognitive aspects
No single theory has been able to explain fully all the
facets of emotional experience
12/11/2022 36
Motivation/Spring2022/ShaIs/UIU