"Motivation" is a Latin word, meaning "to move".
Human motives are internalized goals within individuals.
Motivation may be defined as those forces that cause people to behave in certain ways. "Motivation is a class of drives, needs, wishes and similar forces".
Koontz and O'Donnell
This is all about Motivation and motivation theory. if u further need any help you can contact with me on the following email address kcb.brurcse42@gmail,com .
"Motivation" is a Latin word, meaning "to move".
Human motives are internalized goals within individuals.
Motivation may be defined as those forces that cause people to behave in certain ways. "Motivation is a class of drives, needs, wishes and similar forces".
Koontz and O'Donnell
This is all about Motivation and motivation theory. if u further need any help you can contact with me on the following email address kcb.brurcse42@gmail,com .
It is about motivation and different theories. it highlights why extrinsic motivation will not work in the long run and the leaders have to find ways to inspire the team.
Definition of Motivation; Primary Ingredients of Motivation; Common Aspects of Motivation; Maslow’s Need Hierarchy; Herzberg’s Two Factor Theory; Alderfer’s ERG Model; Equity Theory; Theory X and Theory Y; Positive and Negative motivation
It is about motivation and different theories. it highlights why extrinsic motivation will not work in the long run and the leaders have to find ways to inspire the team.
Definition of Motivation; Primary Ingredients of Motivation; Common Aspects of Motivation; Maslow’s Need Hierarchy; Herzberg’s Two Factor Theory; Alderfer’s ERG Model; Equity Theory; Theory X and Theory Y; Positive and Negative motivation
EFFECTS OF MOTIVATION ON EMPLOYEE PERFORMANCE: A CASE STUDY OF PAKISTAN COMM...azhar901
The introduction of universal banking law has brought changes over the years, with it stiff competition in the banking industry. Commercial banks are no exception to the modern changes in ensuring staff motivation towards their organizational goals. The study seeks to assess the motivational packages available at Pakistan Commercial Bank and how it affects employee performance towards the Bank’s corporate objectives. The survey research design was used for the study. The study revealed that, management can make use of different strategies and policies to motivate employees in the banking environment. Employees are interested in enhanced salaries, fringed benefits, promotion, and car loans as motivating elements sufficient to push employees of the bank to give out their best. The research also revealed that the core duty of the bank is normally carried out by clericals who are more than the supervisors and as such motivational packages should be geared towards the clerical workers to ensure that they delight the customers. Promotion has been a worry to most staff; measures should be put in place by management to ensure that there is continuity in the promotion of staff to avoid low productivity in terms of deposit mobilization. The study revealed that if management withdrew motivational packages it will have serious repercussions on employees‟ performance. There was a positive relation between employee performance and corporate performance since employees were able to achieve the bank‟s performance indicators in terms of deposits, loan recovery, profitability and also ensuring the liquidity of the banks. The conduciveness of the office environment has first time impression on the customers and the welfare of the employees. Management can develop new theories such as equity, macllend theory, Abraham Maslow and Hertzberg two factors to ensure employees achieve work targets
Effects of Organizational Climate on Employee Motivation and Organizational C...Sameen Salman
Study on the effects of organizational climate on motivation and commitment of employees. this thesis study uses both primary research and secondary data to conclude the relationship between the variables.
This is a presentation on motivation, types and theories. Our motive defines our inner state of our mind, activates and directs our behaviour.
Some of the theories explain the relationship between managers and employees
Each answer 250 words minimumQuestion 1What assumptions and.docxjacksnathalie
Each answer 250 words minimum
Question 1:
What assumptions and implications can be drawn from the information gathered from the exit interviews?
Question 2:
Recommend a solution to the turnover problem based on evidence and information presented on job satisfaction.
Motivation and Job Performance in Public Safety
Problem:
The local police department in Somewhere USA has been losing officers at an alarming rate. This medium sized city offers a competitive salary and funds recruits to train at the local community college. The total cost of recruiting and training a new hire was estimated to be $12,000. The leadership was alarmed and conducted exit interviews to determine the reasons for such high turnover. The major issues cited were lack of support for personal issues, no recognition for good performance, no punishment for those violating rules, poor communication, favoritism, lack of opportunity for advancement, and inflexible scheduling. The leadership desperately wanted to turn this around.
Motivation and Job Satisfaction related to Job Performance
Job performance has been portrayed as a combination of ability and motivation. Because motivation is a personal force, the level of motivation of others cannot be readily measured. Scholars recognize that employees’ attitudes and perceptions toward their jobs strongly affect their job performance. However, motivation may be difficult to measure and may not be directly linked to an increase in performance. One fact research has uncovered is that the organizational environment in which people work has a significant influence on their attitudes. Without a positive, supporting environment dissatisfaction will occur. Performance has been linked to motivation, ability, and working conditions. Satisfaction has been positively related to job performance. The Hawthorne studies at Western Electric was a major contribution to the field because it discovered evidence that productive worker are satisfied worker, not that happy workers were productive workers. Thus, organizational attitudes and cultures were seen as a more important aspect than individual workers.
Many motivational and job satisfaction theories have emerged in organizational research. Work motivation has internal and external forces that affect behaviors at work to determine intensity and duration. It deals merely with events associated with attitudes while at work. There are numerous definitions for job satisfaction including an individual’s positive or negative attitude toward their job, positive feelings about one’s job based on their evaluation of the job characteristics, or the collection of feelings and beliefs that individuals have about their jobs. Job satisfaction is defined from the employee’s standpoint as a positive emotional state that results from appraising one’s job.
There are different approaches to study motivation. Because motivation is a phenomenon that cannot be directly measured, researchers must measure attitudes ...
What is motivation? Significance
How to motivate employees in an Organization?
Theories of motivation
Maslow hierarchy of needs theory.
ERG motivation theory Alderfer.
McClelland achievement and acquired needs theory.
Stacey Adams equity theory.
Hertzberg hygiene factors and motivators theory.
Vroom expectancy motivation theory.
Hackman and Oldham job characteristics model.
How to Run Landing Page Tests On and Off Paid Social PlatformsVWO
Join us for an exclusive webinar featuring Mariate, Alexandra and Nima where we will unveil a comprehensive blueprint for crafting a successful paid media strategy focused on landing page testing.With escalating costs in paid advertising, understanding how to maximize each visitor’s experience is crucial for retention and conversion.
This session will dive into the methodologies for executing and analyzing landing page tests within paid social channels, offering a blend of theoretical knowledge and practical insights.
The Pearmill team will guide you through the nuances of setting up and managing landing page experiments on paid social platforms. You will learn about the critical rules to follow, the structure of effective tests, optimal conversion duration and budget allocation.
The session will also cover data analysis techniques and criteria for graduating landing pages.
In the second part of the webinar, Pearmill will explore the use of A/B testing platforms. Discover common pitfalls to avoid in A/B testing and gain insights into analyzing A/B tests results effectively.
The What, Why & How of 3D and AR in Digital CommercePushON Ltd
Vladimir Mulhem has over 20 years of experience in commercialising cutting edge creative technology across construction, marketing and retail.
Previously the founder and Tech and Innovation Director of Creative Content Works working with the likes of Next, John Lewis and JD Sport, he now helps retailers, brands and agencies solve challenges of applying the emerging technologies 3D, AR, VR and Gen AI to real-world problems.
In this webinar, Vladimir will be covering the following topics:
Applications of 3D and AR in Digital Commerce,
Benefits of 3D and AR,
Tools to create, manage and publish 3D and AR in Digital Commerce.
The session includes a brief history of the evolution of search before diving into the roles technology, content, and links play in developing a powerful SEO strategy in a world of Generative AI and social search. Discover how to optimize for TikTok searches, Google's Gemini, and Search Generative Experience while developing a powerful arsenal of tools and templates to help maximize the effectiveness of your SEO initiatives.
Key Takeaways:
Understand how search engines work
Be able to find out where your users search
Know what is required for each discipline of SEO
Feel confident creating an SEO Plan
Confidently measure SEO performance
In this presentation, Danny Leibrandt explains the impact of AI on SEO and what Google has been doing about it. Learn how to take your SEO game to the next level and win over Google with his new strategy anyone can use. Get actionable steps to rank your name, your business, and your clients on Google - the right way.
Key Takeaways:
1. Real content is king
2. Find ways to show EEAT
3. Repurpose across all platforms
Short video marketing has sweeped the nation and is the fastest way to build an online brand on social media in 2024. In this session you will learn:- What is short video marketing- Which platforms work best for your business- Content strategies that are on brand for your business- How to sell organically without paying for ads.
Digital Commerce Lecture for Advanced Digital & Social Media Strategy at UCLA...Valters Lauzums
E-commerce in 2024 is characterized by a dynamic blend of opportunities and significant challenges. Supply chain disruptions and inventory shortages are critical issues, leading to increased shipping delays and rising costs, which impact timely delivery and squeeze profit margins. Efficient logistics management is essential, yet it is often hampered by these external factors. Payment processing, while needing to ensure security and user convenience, grapples with preventing fraud and integrating diverse payment methods, adding another layer of complexity. Furthermore, fulfillment operations require a streamlined approach to handle volume spikes and maintain accuracy in order picking, packing, and shipping, all while meeting customers' heightened expectations for faster delivery times.
Amid these operational challenges, customer data has emerged as an important strategy. By focusing on personalization and enhancing customer experience from historical behavior, businesses can deliver improved website and brand experienced, better product recommendations, optimal promotions, and content to meet individual preferences. Better data analytics can also help in effectively creating marketing campaigns, improving customer retention, and driving product development and inventory management.
Innovative formats such as social commerce and live shopping are beginning to impact the digital commerce landscape, offering new ways to engage with customers and drive sales, and may provide opportunity for brands that have been priced out or seen a downturn with post-pandemic shopping behavior. Social commerce integrates shopping experiences directly into social media platforms, tapping into the massive user bases of these networks to increase reach and engagement. Live shopping, on the other hand, combines entertainment and real-time interaction, providing a dynamic platform for showcasing products and encouraging immediate purchases. These innovations not only enhance customer engagement but also provide valuable data for businesses to refine their strategies and deliver superior shopping experiences.
The e-commerce sector is evolving rapidly, and businesses that effectively manage operational challenges and implement innovative strategies are best positioned for long-term success.
When most people in the industry talk about online or digital reputation management, what they're really saying is Google search and PPC. And it's usually reactive, left dealing with the aftermath of negative information published somewhere online. That's outdated. It leaves executives, organizations and other high-profile individuals at a high risk of a digital reputation attack that spans channels and tactics. But the tools needed to safeguard against an attack are more cybersecurity-oriented than most marketing and communications professionals can manage. Business leaders Leaders grasp the importance; 83% of executives place reputation in their top five areas of risk, yet only 23% are confident in their ability to address it. To succeed in 2024 and beyond, you need to turn online reputation on its axis and think like an attacker.
Key Takeaways:
- New framework for examining and safeguarding an online reputation
- Tools and techniques to keep you a step ahead
- Practical examples that demonstrate when to act, how to act and how to recover
Financial curveballs sent many American families reeling in 2023. Household budgets were squeezed by rising interest rates, surging prices on everyday goods, and a stagnating housing market. Consumers were feeling strapped. That sentiment, however, appears to be waning. The question is, to what extent?
To take the pulse of consumers’ feelings about their financial well-being ahead of a highly anticipated election, ThinkNow conducted a nationally representative quantitative survey. The survey highlights consumers’ hopes and anxieties as we move into 2024. Let's unpack the key findings to gain insights about where we stand.
For too many years marketing and sales have operated in silos...while in some forward thinking companies, the two organizations work together to drive new opportunity development and revenue. This session will explore the lessons learned in that beautiful dance that can occur when marketing and sales work together...to drive new opportunity development, account expansion and customer satisfaction.
No, this is not a conversation about MQLs and SQLs. Instead we will focus on a framework that allows the two organizations to drive company success together.
10 Video Ideas Any Business Can Make RIGHT NOW!
You'll never draw a blank again on what kind of video to make for your business. Go beyond the basic categories and truly reimagine a brand new advanced way to brainstorm video content creation. During this masterclass you'll be challenged to think creatively and outside of the box and view your videos through lenses you may have never thought of previously. It's guaranteed that you'll leave with more than 10 video ideas, but I like to under-promise and over-deliver. Don't miss this session.
Key Takeaways:
How to use the Video Matrix
How to use additional "Lenses"
Where to source original video ideas
SEO as the Backbone of Digital MarketingFelipe Bazon
In this talk Felipe Bazon will share how him and his team at Hedgehog Digital share our journey of making C-Levels alike, specially CMOS realize that SEO is the backbone of digital marketing by showing how SEO can contribute to brand awareness, reputation and authority and above all how to use SEO to create more robust global marketing strategies.
Most small businesses struggle to see marketing results. In this session, we will eliminate any confusion about what to do next, solving your marketing problems so your business can thrive. You’ll learn how to create a foundational marketing OS (operating system) based on neuroscience and backed by real-world results. You’ll be taught how to develop deep customer connections, and how to have your CRM dynamically segment and sell at any stage in the customer’s journey. By the end of the session, you’ll remove confusion and chaos and replace it with clarity and confidence for long-term marketing success.
Key Takeaways:
• Uncover the power of a foundational marketing system that dynamically communicates with prospects and customers on autopilot.
• Harness neuroscience and Tribal Alignment to transform your communication strategies, turning potential clients into fans and those fans into loyal customers.
• Discover the art of automated segmentation, pinpointing your most lucrative customers and identifying the optimal moments for successful conversions.
• Streamline your business with a content production plan that eliminates guesswork, wasted time, and money.
3. INTRODUCTION
Abraham Maslow(1908-70), a psychologist, believed that all people have
needs to be satisfied and that they will work towards satisfying those needs.
A need is what a person requires. Maslow assumed that needs could be
arranged to their importance in a series known as Maslows need hierarchy
theory.
Maslow stated that people are motivated to achieve certain needs, and that
some needs take precedence over others. When one need is fulfilled a person
seeks to fulfill the next one, and so on.
This five stage model can be divided into basic (or deficiency) needs (e.g.
physiological, safety) and growth needs (e.g. love, and esteem) which relate
to fulfilling our human potential (self-actualization).
5. Basic needs
Psysiological Needs:
• Physiological needs are the physical requirements for human survival.
If these requirements are not met, the human body cannot function
properly and will ultimately fail. Physiological needs are thought to be
the most important; they should be met first.
• Air, water, and food are metabolic requirements for survival in all
animals, including humans. Clothing and shelter provide necessary
protection from the elements. While maintaining an adequate birth rate
shapes the intensity of the human sexual instinct may also shape said
instinct
6. Contd..
Safety Needs
Once a person's physical safety needs are relatively satisfied, their safety
needs take precedence and dominate behavio
• Safety and Security needs include:
• Personal security
• Financial security
• Health and well-being
• Safety net against accidents/illness and their adverse impacts
7. Psychological needs
Love and belonging
After physiological and safety needs are fulfilled, the third level of
human needs is interpersonal and involves feelings of belongingness.
Love and belonging need includes:
• friendship
• intimacy,
• affection and love, - from work group, family, friends
8. Contd..
Esteem needs
Esteem presents the typical human desire to be accepted and valued by others. People
often engage in a profession or hobby to gain recognition. These activities give the
person a sense of contribution or value
These includes:
• achievement,
• Mastery
• Independence,
• status,
• dominance,
• prestige,
• self-respect,
• respect from others
9. Self fulfilment need
Self Actualization Need
• This level of need refers to what a person's full potential is and the
realization of that potential. Maslow describes this level as the desire
to accomplish everything that one can, to become the most that one
can be.
• This includes realizing personal potential, self-fulfillment, seeking
personal growth and peak experiences.
11. introduction
• In 1959, Frederick Herzberg, a behavioral scientist proposed the
motivator-hygiene theory also known as two factor theory
• According to Herzberg, there are some job factors that result in
satisfaction while there are other job factors that prevent
dissatisfaction.
• Herzberg classified these job factors into two categories-
Hygiene Factors
Motivational Factors
12.
13. Limitation of hygiene theory
The two factor theory has certain limitations also:
The two-factor theory overlooks situational variables.
The theory’s reliability is uncertain. Analysis has to be made by the raters. The raters may spoil the findings
by analyzing same response in different manner.
No comprehensive measure of satisfaction was used. An employee may find his job acceptable despite the
fact that he may hate/object part of his job.
The two factor theory is not free from bias as it is based on the natural reaction of employees when they are
enquired the sources of satisfaction and dissatisfaction at work. They will blame dissatisfaction on the
external factors such as salary structure, company policies and peer relationship. Also, the employees will
give credit to themselves for the satisfaction factor at work.
The theory ignores blue-collar( working class person who performs manual labour) workers.
15. introduction
• Equity theory also known as inequity theory was given in
1969 by J. Stacy Adams, a workplace and behavioral
psychologist.
• The belief is that people value fair treatment which causes
them to be motivated to keep the fairness maintained within
the relationships of their co-workers and the organization.
The structure of equity in the workplace is based on the ratio
of inputs to outcomes. Inputs are the contributions made by
the employee for the organization.
16. MEANING of equity
Individuals compare their job inputs and outcomes with those of others
and then respond to eliminate any inequities. Referent Comparisons:
Self-inside Self-outside Other-inside Other-outside
Four referents that an employee can use: Self-inside: an employee’s
experiences in a different position inside the organization. Self-outside:
an employee’s experiences in a position outside of the organization.
Other-inside: an employee’s perception of persons inside the
organization. Other-outside: an employee’s perception of persons
outside of the organization.
17. What Does Equity Theory States?
Equity theory focuses on determining whether the distribution of resources is fair to both relational partners.
It proposes that individuals who perceive themselves as either under-rewarded or over-rewarded will
experience distress, and that this distress leads to efforts to restore equity within the relationship.
An employee wants to feel that their contributions and work performance are being rewarded with their pay.
If an employee feels underpaid then it will result in the employee feeling hostile towards the organization and
perhaps their co-workers, which may result in the employee not performing well at work anymore. It is the
subtle variables that also play an important role in the feeling of equity. Just the idea of recognition for the job
performance and the mere act of thanking the employee will cause a feeling of satisfaction and therefore help
the employee feel worthwhile and have better outcomes.
18. Inputs And Outcomes
Inputs
These defined as each participant’s contributions to the relational exchange and are
viewed as entitling him/her to rewards or costs.
Inputs typically include any of the following:
• Time
• Education
• Experience
• Effort
• Loyalty
• Hard work
• Commitment
• Ability
• Adaptability
19. Outcomes
Outcomes are defined as the positive and negative consequences that an
individual perceives a participant has incurred as a consequence of his/her
relationship with another
These may include:
• Job security
• Salary
• Employee benefit
• Expenses
• Recognition
• Reputation
• Responsibility
• Sense of achievement
• Praise
21. introduction
• Role clarity is the condition where members of a team have a perfectly
clear understanding of everyone's role expectations of them.
• A character or part played by a performer.
• The characteristic and expected social behavior of an individual.
• Role clarity in performance plans helps us achieve higher teamwork. This
is, obviously, so that employees understand what is expected from them
and which aspects of the job are important.
• Also, employees can understand the job’s evaluation process. Therefore,
role clarity becomes the key driver to employee performance.
24. INTRODUCTION
• The achievement need motivation theory was given by David
Clarence mcclelland (1917-98) in 1941.
• David Mcclelland is most noted for describing three types of
motivational need, which he identified in his 1961 book, the achieving
society:
Achievement motivation (n-ach)
Authority/power motivation (n-pow)
Affiliation motivation (n-affil)
25. characteristics and attitudes of achievement-motivated people
• Achievement is more important than material or financial reward.
• Achieving the aim or task gives greater personal satisfaction than receiving praise
or recognition.
• Financial reward is regarded as a measurement of success, not an end in itself.
• Security is not prime motivator, nor is status.
• Feedback is essential, because it enables measurement of success, not for reasons
of praise or recognition (the implication here is that feedback must be reliable,
quantifiable and factual).
• Achievement-motivated people constantly seek improvements and ways of doing
things better.
• Achievement-motivated people will logically favour jobs and responsibilities that
naturally satisfy their needs, ie offer flexibility and opportunity to set and achieve
goals, eg., Sales and business management, and entrepreneurial roles.