This document discusses different theories of motivation and what motivates individuals. It describes motivation as initiating and guiding goal-oriented behaviors. Extrinsic motivations come from external rewards while intrinsic motivations arise internally. Theories discussed include Frederick Taylor's view that pay is the main motivator and Elton Mayo's perspective that social and emotional needs are also important. Abraham Maslow's hierarchy of needs is explained as motivating basic needs before higher-level needs. Research by Dan Pink suggests autonomy, mastery, and purpose are key motivators, especially for complex tasks where money is not a primary driver. The document concludes the most effective motivators include breaking tasks into manageable chunks, autonomy over pace of learning, recognizing achievements through "bad
Motivate yourself, because you know yourself more than anyone else in this world, you know your weaknesses and strenghts. This presentation is an easy guide and a bundle of ideas with which you can take yourself towards a target. It also includes the actions you can take to keep away from the virus of negative thoughts and people. A good amount of inspirational pictures from various websites are also included which picture your imagination to the bright side of the life and relieves your mind that still life is not over and still there is a chance to move on.
Meet the challenges, and defeat them.
Opportunities will never approach you, you have to discover them and utilise them 100%.
Accelerate in the best way you can towards your goal and one day you will see that success was always yours it was always your weakness to not to recognise it.
Wish you the BEST OF LUCK.
Motivate yourself, because you know yourself more than anyone else in this world, you know your weaknesses and strenghts. This presentation is an easy guide and a bundle of ideas with which you can take yourself towards a target. It also includes the actions you can take to keep away from the virus of negative thoughts and people. A good amount of inspirational pictures from various websites are also included which picture your imagination to the bright side of the life and relieves your mind that still life is not over and still there is a chance to move on.
Meet the challenges, and defeat them.
Opportunities will never approach you, you have to discover them and utilise them 100%.
Accelerate in the best way you can towards your goal and one day you will see that success was always yours it was always your weakness to not to recognise it.
Wish you the BEST OF LUCK.
Top 20 Things Successful People Do All the TimeBrian Sullivan
Successful people have a certain mindset. They develop specific habits to tackle problems and everyday life. After 50 years and many hard lessons, I decided to share 20 things successful people in my life have done.
motivating oneself is the best encouraging mode of note that would bring best out every individual. often one lacks self encouragement it does good to a individual to come out of their best.
You cannot always rely on others to encourage you.You must rely on your own motivation to get you through. Lack of self motivation at that time could lead to depression and failure.
The power of believing that you can improve by Carol Dweck a visual summarySameer Mathur
Backed up by proven Scientific studies, Carol Dweck explains that Intelligence is Malleable.
Years of research provide concrete data that when we struggle with problems, we actually grow. When you grapple with problems, you make new neural connections which makes you smarter.
Self-confidence is a belief or feeling in your own abilities and talents. The way you feel or believe in yourself will impact your reactions i.e. make you either confident or not confident. Do you want to learn the simple secrets to help you improve your self-confidence? Here is presentation that highlights on the simple tips to build self-confidence easily.
You don't just become successful. In this slide i would share with you five characteristics every successful person posses and which when applied would also make you a success. Thank You
Top 20 Things Successful People Do All the TimeBrian Sullivan
Successful people have a certain mindset. They develop specific habits to tackle problems and everyday life. After 50 years and many hard lessons, I decided to share 20 things successful people in my life have done.
motivating oneself is the best encouraging mode of note that would bring best out every individual. often one lacks self encouragement it does good to a individual to come out of their best.
You cannot always rely on others to encourage you.You must rely on your own motivation to get you through. Lack of self motivation at that time could lead to depression and failure.
The power of believing that you can improve by Carol Dweck a visual summarySameer Mathur
Backed up by proven Scientific studies, Carol Dweck explains that Intelligence is Malleable.
Years of research provide concrete data that when we struggle with problems, we actually grow. When you grapple with problems, you make new neural connections which makes you smarter.
Self-confidence is a belief or feeling in your own abilities and talents. The way you feel or believe in yourself will impact your reactions i.e. make you either confident or not confident. Do you want to learn the simple secrets to help you improve your self-confidence? Here is presentation that highlights on the simple tips to build self-confidence easily.
You don't just become successful. In this slide i would share with you five characteristics every successful person posses and which when applied would also make you a success. Thank You
Hultmark’s Project and Software Consulting BNI 10 minute presentation on 5 21-13Mac Hultmark
Hultmark’s Project and Software Consulting BNI 10 minute presentation on 5 21-13.
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Overcoming the Barriers to Employment, EmployabilityThe Pathway Group
Overcoming the Barriers to Employment (Employability) will help you to understand the barriers that you or others may face when seeking employment. Seeking employment can be stressful and most people will react in different ways. The most important thing is to identify the issues in regards to employability and improve these areas to increase the chance of employabilty.
If you would like to find out more about our pre-employment training, employability training or apprenticeships and traineeships please call us on: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
Motivation is like an accelerator in a vehicle. A vehicle keeps moving at the pace decided by its accelerator. The moment accelerator is reduced, vehicle’s speed reduces and it may come to a standstill if there is no further acceleration. Alternatively, if brakes are applied, there will be an abrupt reduction in the speed of the vehicle and it may come to a standstill.
This is true to human beings as well. As long as they are motivated they keep working and producing extraordinary results. The moment there is a drop in their acceleration (motivation), results start diminishing. Of course, applying brakes (dissatisfaction/demotivation) certainly bring them to a halt. The only difference is that unlike a vehicle, human beings have different types of accelerator and brake.
Therefore, the book, Why My Horse Doesn't Drink' will help readers to identify the ways that may accelerate or slow down the speed of their team members. Chapter ‘How to motivate’ talks about the points that accelerate and chapter ‘How not to demotivate’ explains the factors that may work as brakes to performance. Thereby readers will be able to make best use of their vehicle (Team Members).
Motivation PowerPoint Slides include topics such as: understanding needs vs. wants, factors for motivation, employee rewards, offering praise/recognition, types of motivation, job enrichment, the role of money and motivation, incentive programs, motivation ironies, boosting efficiency, 30 ways to motivate, Maslow's hierarchy, how to's and more. Slides can easily be tailored to your specific needs (make handouts, create overheads and use them with an LCD projector) and are available for license. 100+ PowerPoint presentation content slides. Each slide includes slide transitions, clipart and animation. System & Software Requirements: IBM or MAC and PowerPoint 97 or higher. You may use this product over and over again. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. In "The Plateau-ed Performer", you'll learn what causes a drop-off in performance and how you can use motivation to re-energise performance.
We are hearing much about the importance of strong and stable leadership. But do you need the job title 'leader' to be a leader to those around you? These 12 ideas will help you step up and be the best of yourself, always.
IB Business and Management (Standard Level)
All material taken from the IB Business and Management Textbook:
"Business and Management", Paul Hoang, IBID Press, Victoria, 2007
This module examines the concept of what success looks like for each of us. It is made up of case studies which makes it a very rich source of information.
This is a power point presentation I made at the RV College of Engineering to pre-final year students. The Program is meant students as leaders for the corporate world.
Check-in Deck, by Chris Marcell Murchison of HopeLabHopeLab
A collection of our most memorable “check-in” activities at HopeLab, used to kick off and close staff meetings and retreats. The exercises are simple tools we use to help create quality connections between our staff.
A collection of our most memorable “check-in” activities at HopeLab, used to kick off and close staff meetings and retreats. The exercises are simple tools we use to help create quality connections between our staff.
The Word doc is baased on motivation, its theories and relevant topics. The PPT of this data is also uploaded by me so pls do have a look. I hope it helps.
The Great eBook of Employee Questions Part 2: Return of the Question MasterShane Metcalf
The original Great eBook of Employee Questions was so popular that we created this outstanding sequel. In The Return of the Question Master, you’ll find over 60 new questions along with detailed information about why they are valuable and when they should be asked. Topics include: culture building, employee development, productivity, and collaboration.
The seed of question mastery is within us all, but it must be nurtured like any other skill. We hope that by asking these powerful questions you will receive insightful answers to help you and your team gain a better understanding of yourselves, your workplace culture, and the product or service you are bringing into the world.
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How to Get People to Respond to Your Recruiting Emails & MessagesGlen Cathey
When it comes to sourcing and recruiting, it's gotten easier to find people but it's gotten more difficult to get people to respond to emails, InMails, social messages and voicemails. The poor quality and lack of sophistication of most recruiter messaging, along with rampant spamming, certainly hasn't helped. Unfortunately and yet somewhat thankfully, the bar of what people expect to receive from recruiters has been set fairly low, so the opportunity for improvement is massive. The good news is that becoming more effective at getting people to respond to recruiting outreach efforts is relatively easy because marketing & advertising has already blazed the trail - sourcers and recruiters would do well to leverage what effective sales & marketing teams has been doing for decades.
In 2014 and 2015, I spoke at Talent 42, SOSUEU, and LinkedIn Talent Connect conferences on the challenges of getting people - especially "passive," highly recruited talent - to respond to recruiter outreach efforts. The decks I used for the presentations were mostly images, so I decided to add text to the slides so that the core concepts could be understood by anyone whether they attended those conference sessions or not simply by viewing the presentation (I wish more presenters would do this!).
These simplified slides by Dr. Sidra Arshad present an overview of the non-respiratory functions of the respiratory tract.
Learning objectives:
1. Enlist the non-respiratory functions of the respiratory tract
2. Briefly explain how these functions are carried out
3. Discuss the significance of dead space
4. Differentiate between minute ventilation and alveolar ventilation
5. Describe the cough and sneeze reflexes
Study Resources:
1. Chapter 39, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 34, Ganong’s Review of Medical Physiology, 26th edition
3. Chapter 17, Human Physiology by Lauralee Sherwood, 9th edition
4. Non-respiratory functions of the lungs https://academic.oup.com/bjaed/article/13/3/98/278874
- Video recording of this lecture in English language: https://youtu.be/lK81BzxMqdo
- Video recording of this lecture in Arabic language: https://youtu.be/Ve4P0COk9OI
- Link to download the book free: https://nephrotube.blogspot.com/p/nephrotube-nephrology-books.html
- Link to NephroTube website: www.NephroTube.com
- Link to NephroTube social media accounts: https://nephrotube.blogspot.com/p/join-nephrotube-on-social-media.html
Recomendações da OMS sobre cuidados maternos e neonatais para uma experiência pós-natal positiva.
Em consonância com os ODS – Objetivos do Desenvolvimento Sustentável e a Estratégia Global para a Saúde das Mulheres, Crianças e Adolescentes, e aplicando uma abordagem baseada nos direitos humanos, os esforços de cuidados pós-natais devem expandir-se para além da cobertura e da simples sobrevivência, de modo a incluir cuidados de qualidade.
Estas diretrizes visam melhorar a qualidade dos cuidados pós-natais essenciais e de rotina prestados às mulheres e aos recém-nascidos, com o objetivo final de melhorar a saúde e o bem-estar materno e neonatal.
Uma “experiência pós-natal positiva” é um resultado importante para todas as mulheres que dão à luz e para os seus recém-nascidos, estabelecendo as bases para a melhoria da saúde e do bem-estar a curto e longo prazo. Uma experiência pós-natal positiva é definida como aquela em que as mulheres, pessoas que gestam, os recém-nascidos, os casais, os pais, os cuidadores e as famílias recebem informação consistente, garantia e apoio de profissionais de saúde motivados; e onde um sistema de saúde flexível e com recursos reconheça as necessidades das mulheres e dos bebês e respeite o seu contexto cultural.
Estas diretrizes consolidadas apresentam algumas recomendações novas e já bem fundamentadas sobre cuidados pós-natais de rotina para mulheres e neonatos que recebem cuidados no pós-parto em unidades de saúde ou na comunidade, independentemente dos recursos disponíveis.
É fornecido um conjunto abrangente de recomendações para cuidados durante o período puerperal, com ênfase nos cuidados essenciais que todas as mulheres e recém-nascidos devem receber, e com a devida atenção à qualidade dos cuidados; isto é, a entrega e a experiência do cuidado recebido. Estas diretrizes atualizam e ampliam as recomendações da OMS de 2014 sobre cuidados pós-natais da mãe e do recém-nascido e complementam as atuais diretrizes da OMS sobre a gestão de complicações pós-natais.
O estabelecimento da amamentação e o manejo das principais intercorrências é contemplada.
Recomendamos muito.
Vamos discutir essas recomendações no nosso curso de pós-graduação em Aleitamento no Instituto Ciclos.
Esta publicação só está disponível em inglês até o momento.
Prof. Marcus Renato de Carvalho
www.agostodourado.com
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Flu Vaccine Alert in Bangalore Karnatakaaddon Scans
As flu season approaches, health officials in Bangalore, Karnataka, are urging residents to get their flu vaccinations. The seasonal flu, while common, can lead to severe health complications, particularly for vulnerable populations such as young children, the elderly, and those with underlying health conditions.
Dr. Vidisha Kumari, a leading epidemiologist in Bangalore, emphasizes the importance of getting vaccinated. "The flu vaccine is our best defense against the influenza virus. It not only protects individuals but also helps prevent the spread of the virus in our communities," he says.
This year, the flu season is expected to coincide with a potential increase in other respiratory illnesses. The Karnataka Health Department has launched an awareness campaign highlighting the significance of flu vaccinations. They have set up multiple vaccination centers across Bangalore, making it convenient for residents to receive their shots.
To encourage widespread vaccination, the government is also collaborating with local schools, workplaces, and community centers to facilitate vaccination drives. Special attention is being given to ensuring that the vaccine is accessible to all, including marginalized communities who may have limited access to healthcare.
Residents are reminded that the flu vaccine is safe and effective. Common side effects are mild and may include soreness at the injection site, mild fever, or muscle aches. These side effects are generally short-lived and far less severe than the flu itself.
Healthcare providers are also stressing the importance of continuing COVID-19 precautions. Wearing masks, practicing good hand hygiene, and maintaining social distancing are still crucial, especially in crowded places.
Protect yourself and your loved ones by getting vaccinated. Together, we can help keep Bangalore healthy and safe this flu season. For more information on vaccination centers and schedules, residents can visit the Karnataka Health Department’s official website or follow their social media pages.
Stay informed, stay safe, and get your flu shot today!
Ozempic: Preoperative Management of Patients on GLP-1 Receptor Agonists Saeid Safari
Preoperative Management of Patients on GLP-1 Receptor Agonists like Ozempic and Semiglutide
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The Gram stain is a fundamental technique in microbiology used to classify bacteria based on their cell wall structure. It provides a quick and simple method to distinguish between Gram-positive and Gram-negative bacteria, which have different susceptibilities to antibiotics
2. What is Motivation?
Before tackling the question I thought I
would look at the meaning first of
'Motivation'
Motivation is defined as the process that initiates, guides and maintains
goal-oriented behaviours. Motivation is what causes us to act, whether it is
getting a glass of water to reduce thirst or reading a book to gain
knowledge'
So to be motivated you are going to do something. You are being pushed
to do it, either by a need - ' I need to get a glass of water, I really thirsty'
or a want - ' I really want to read that new book by Dan Brown, it's looks
really good'
3. Extrinsic Vs. Intrinsic
Different types of motivation are frequently described as being either extrinsic or intrinsic. Extrinsic
motivations are those that arise from outside of the individual and often involve rewards such as trophies,
money, social recognition or praise. Intrinsic motivations are those that arise from within the individual, such
as doing a complicated cross-word puzzle purely for the personal gratification of solving a problem
With this research - it suggests the way to find out how to
motivate someone is to find out why they are doing it.
Is the person wanting to getting money at the end, a big
shiny gold star telling everyone they are the best or is the
person just doing it, knowing that they have done it,
completed it, ticked that box, and they are satisfied with
that…
Then does it determine what the person is doing, if you are
going to be satisfied just ticking a box, will it be as satisfying
if that journey was an easy one, or the only way you would be
motivated to completed it, was that it was a struggle, used
your brain, an effort so when you finished, you felt like you
accomplished something.
4. So what motivates you?
There are a number of different views as to what can motivates you. Unfortunately these theories do
not all reach the same conclusions
Taylor
Frederick Winslow Taylor (1856 – 1917) put forward the idea that workers are
motivated mainly by pay.
This briefly was that people or workers don't like working, so they need to be
watched at all times. Tasks should be broken down into smaller achievable
chunks and be given the right tools and training to complete one task at the
best of there ability. Workers were then paid according to the amount of small
tasks they completed over a set period of time 'piece-rate pay'
The work you worked and tasks you completed the more you got paid.
5. So what motivates you?
Mayo
Elton Mayo (1880 – 1949) believed that workers are not just concerned with money but could be better
motivated by having their social needs met whilst at work (something that Taylor ignored). He introduced
the Human Relation School of thought, which focused on managers taking more of an interest in the
workers, treating them as people who have worthwhile opinions and realising that workers enjoy interacting
together.
From this Mayo concluded that workers are best motivated by:
Better communication between managers and workers
Greater manager involvement in employees working lives
Working in groups or teams.
Taylor's theory had depended on workers working alone, however he the
results, his method was taken on by Henry Ford, ford motors and is the
basis of production lines up and the country and it works, however looking
at Mayo research also, his method to motivate seemed to work also, why?
This is something I will look into a little further
6. So what motivates you?
Maslow
Abraham Maslow (1908 – 1970) along with Frederick Herzberg (1923-) introduced the Neo-Human Relations
School in the 1950’s, which focused on the psychological needs of employees. Maslow put forward a theory
that there are five levels of human needs which employees need to have fulfilled at work.
7. So what motivates you?
Maslow research suggested an order to motivation. Your basic human need would come first, eat, drink and
shelter. So if you didn't have any you would be motivated to get a job, any job to earn money so you could
eat, drink and have somewhere warm to stay. However if you already had a job, that was permanent, enough
money to live a comfortable life style the next thing on the agenda would be a sense of achievement,
bellowing, a job that fulfils you not only pays the bills.
So why is it, if you give people money to achieve a set goal, or target they
don't hit it. With all the research money should be the most important
factor, so why isn't it?
8. The surprising truth
Dan Pink
RSA Animate - Drive: The surprising truth about what motivate us.
He explains that you would think that the more you earn in as incentive the more you do
– however it explains that this is not the case… for certain tasks which is very
important
‘For simple straight forward tasks – money works- e.g you get this you get money. Like
Taylor suggests – however the more complicated that task money doesn’t factor. Pinks
research says that if you give someone enough pay so they don’t think about money
they can concentrate on the job at hand.
Pinks also says that when profit gets in the way of the motives and all its about is the
money/profit then ‘bad things happen’ From that I take –
What motivates sellers?
Being a seller means you are just thinking about profit money.. you are not thinking
about the business and what you can contribute. Due the complexity of selling in many
financial institution talking to customer/compliance/AQ/ the more money you through at
the person to be motivated the worse they will perform.
9. Lets cover all bases
So who do you really motivate someone?
Dan Pinks research suggests:
Autonomy - self direction
Mastery - learning to be better
Motivate how to master their job and the business .Let the learner
to be in charge and see how they can develop. Let them know
where to find the information. People like to get better at
something, as long as they are in charge.
Give them the path
Give them opportunity to complete this at there pace
But how do you show them that they have achieved something?
10. Dibb dibb, dob, dob
Do we all remember the girls guides, the scouts and brownies? What do they all have in common, badges. All
had to do certain tasks to earn badges to put on there band that they wore proudly round there neck at
every meeting. They had to clearly demonstrate to there leader they completed the actions needed to gain
that badge e.g. sewing badge, show a button they sewed on themselves
Richard Wyles research 'Badges if honour' shows that badges aren't
just for the brownies, its leaking into the work place at great speed.
'Open badges are a disruptive innovation, a new idea taking root at the
edges of. Market and which can shakes up the status quo, eventually
displacing or transforming the established way of doing things'
11. How to motivate?
Conclusion
o Split up the tasks into easy manageable chunks.
o Have the learner working on there own to achieved those tasks as well as working with others
Manager has to support this development.
o Let the learner go at there pace, showing them the start and the finish line to every project to
complete that task.
o Show them their achievements – a badge for every task completed
o Let the learner have the ability to show off there badges and to be proud of them.
12. Sources of Information
http://psychology.about.com/od/mindex/g/motivation-definition.htm
What Is Motivation?
By Kendra Cherry, About.com Guide
http://www.tutor2u.net/business/gcse/people_motivation_theories.htm
Theories of Motivation
Author: Jim Riley Last updated: Sunday 23 September, 2012
http://www.youtube.com/watch?v=u6XAPnuFjJc
Dan Pink
RSA Animate - Drive: The surprising truth about what motivate us.
Richard Wyles ‘Badges of Honour’ published on June issue of e
Learning Age,