...Sense of what is important; somethings are more important than others. Extrinsic Values – physical environment; upper management; co workers; pay; benefits; job security Intrinsic Values – promotability, overtime, nature of work itself (do you fit the work itself?) Generational Differences – has a lot of implications in the workplace Trade-off effect for valuing extrinsic over intrinsic Moods: -Causes -events that are positive/negative (being hungry) -weather -Effects -affects your performance and the people around you performance Work attitude – collection of feelings, beliefs, and thoughts about the job or organization. Job satisfaction - most studied phenomenon in the field of organizational behavior. Causes? Extrinsic – pay, feedback, schedule Intrinsic – contribution to the company, fulfillment to the company Effects of job satisfaction – Absenteeism – yes and no ( if you are sick no, if you miss one day then yes) Tardiness – Turnover – Huge impact. If you don’t like the job, you will not want to stay. OCB (Organizational Citizenship Behavior) – (Doing things you don’t have to do) Heart Diseases – Yes Stress – Yes What determines job satisfaction? Four Factors: 1. Personality 2. Intrinsic & Extrinsic characteristics 3. Intrinsic vs. Extrincis values 4. Peer influences Discrepancy model of job satisfaction -People have an ideal job -If you have high expectations and they aren’t met, lower them...
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...involved question of what, how, why, who, where, and when and also test the model empiricallyin the literature. | An examination of a Factor Structure and Scale Reliability of the Work Motivation Scale, the Motivation Sources Inventory | Some weaknesses of the MSI are lack of research and development on the meta-theory of Leonard et al.’s (1999). To promote further research in this area, may can be re-examination and possible refinement of the MSI or development of an alternative instrument.. | Motivation Levels of Mis Managers Versus Those of their employees | The degree of MIS personnel are found that different from their management peers in other parts of the company. MIS managers may can consider some action to reduces the negative effects among differences. MIS management had existed a very healthy motivational environment. Try to pay some attention with a reasonable expectation of rapid resolutions on the problems. | HDM Modeling as a Tool to Assist Management With Employees Motivation : The Case of Silicon Forest | The wants and desires of employees so important because it can motivates them to work hard. According to the social psychological motivator, the group and men more value on autonomy/responsibility/variety of task while the female group more highly valued growth/development/advancement. Pairwise comparisons is a...
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...The Journal of Psychology, 2005, 139(4), 369–382 The Prediction of Stress by Values and Value Conflict DAVE BOUCKENOOGHE MARC BUELENS Department Of People and Organization Vlerick Leuven Gent Management School, Belgium JOHNNY FONTAINE Department of Personnel Management, Work, and Organizational Psychology Gent University, Belgium KARLIEN VANDERHEYDEN Department of People and Organization Vlerick Leuven Gent Management School, Belgium ABSTRACT. The authors investigated the relationships among stress, values, and value conflict. Data collected from 400 people working in a variety of companies in Flanders indicated that the values of openness to change, conservation, self-transcendence, and self-enhancement were important predictors of stress. Participants open to change reported less stress, whereas participants who had high scores on conservation, self-enhancement, and self-transcendence perceived more stress. People who reported high value conflict also experienced more stress. Separate analyses for men and women showed that there were gender differences in the relationships observed between the 4 value types and stress. These data have noteworthy theoretical and practical implications. Key words: stress, values and value conflict CONSIDERABLE SKEPTICISM AND CONFUSION exist in research on values because of the plethora of questionnaires and definitions that have been used in the past (Hofstede, 1984; Kluckhohn, 1951; Rokeach, 1973; Schwartz & Bilsky, 1987; Super, 1980)...
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...perception that one's job fulfills or allows for the fulfillment of one's important job values"( Noe 308). Job satisfaction is ultimately based on values, perceptions and ideas of what is important. Employees will be satisfied with their jobs as long as they perceive that their jobs meet their values. There are various reasons as to why employees become unhappy with their jobs, including stress, lack of recognition, limited opportunities for growth, pay and benefits, as well as many others. Management should try their best to improve these factors in hopes to achieve a low turnover rate which will in turn help in the success of the business. Beginning with the hiring process, employers should actively seek employees who have a high interest level in that specific field or position. This point is very important according to Kristen Gregory who states, "an employee who has no interest in his or her field, or the position in which he or she begins in a job, may initially put forth his or her best effort. However, this employee will often become bored with the work because there is no intrinsic motivation to succeed. Finding the daily job mundane reduces the individual’s desire to show up to work and to do the job well. In this case, the employee may continue to come to work, but his or her efforts will be minimal" (Gregory, 29).During interviews, employers should ask questions relating to...
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...(Ryan, Kasser, Sheldon & Deci 1996). From this viewpoint, the basic psychological needs for autonomy, relatedness, and competence are expected to be directly met by intrinsic strivings and goals (Deci & Ryan 1991; Ryan 1995). Those inner psychological needs are the assumed source of a genuine sense of personal welfare or eudaimonia (Ryan & Deci 1995; Ryff 1995; Waterman 1993). In contradiction, strong emphasis on reaching extrinsic aims and rewards such as bonuses, social recognition, and status can meet these basic needs indirectly and may truly distract from their implementation. Besides, extrinsic strives, when they are predominant priorities, may result in engagement of egoistic behavior of an individual accompanied with stress and pressure (Ryan 1982; Ryan, Koestner, & Deci 1991), which another study indicates to be associated with low level of vitality and well-being rather than self-determined involvement in the task (Nix, Ryan, Manly, & Deci...
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...how this population can live longer, happier, and healthier. As technology advances and medical knowledge increases, more research is being compiled to better understand exactly how the aging process works, and how longevity can be improved. Investigation and research has indicated that several factors could increase the longevity of not just this specific population, but of people in general. One such factor is involvement in an organized religion. It has been found that religious involvement of any type fosters a positive view of quality of life, provides a network of social support, and often promotes healthy habits and good stress management. Another such factor is strong cognitive skills. Studies have demonstrated that good stress management and the use of analytical skills that later result in what is referred to as “wisdom” can belay the effects of cognitive decline and other mental deficits. Lastly, studies of participation in daily physical activity in both early and later life can increase longevity by improving cardiovascular health and reducing the risk of other related health issues. Although many elements can contribute to increasing longevity, the most influential factors are organized religion, cognition, and physical activity. Membership in an organized religion has demonstrated an ability to improve longevity for the aging population. For instance, 92% of adults believe in God, with the majority of this percent over the age of 65 (Hunter & Merrill, 2011)...
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...attention to what they eat and how much of, it they are eating. Poor food choices and portion control can have negative effects on the body that ultimately results in weight gain or other health issues. Making better food choices helps control compulsive eating habits, and helps with weight loss. A decision to eat healthy starts with motivation. When it comes to motivation their two factors that influence a person’s behaviors and how he or she will maintain a healthy lifestyle. The motivation, to engage in healthy eating habits, starts in the brain and must be constant. There are two different types of motivation, which helps an individual engage in behaviors that will promote healthy eating habits. Extrinsic and intrinsic motivations at some point or another will both have an effect on healthy eating habits. The two motivators can be useful in motivating individuals to eat healthy when used in the right manner and for the right reasons. Environment and hereditary factors also play a strong role in maintaining healthy eating habits. This paper will discuss the influence of intrinsic and extrinsic factors, and the role the environment and heredity play in unhealthy eating. Intrinsic and Extrinsic Factors Many people may find too difficult to find the motivation to engage healthy eating habits. When feeling pressured to eat healthy or lose weight. Intrinsic and extrinsic factors are important...
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...believed to be your personality is inherited and is in your parental genes, you are born with a set of characteristics. Your personality is similar to your parents/siblings’ personalities for this reason. Behaviour is natural, steady and permanent and will not change due to environmental factors. An example of this would be the Williams sisters in tennis, who are both world-class tennis players. Trait theorists would say that these genes were inherited as they were successful from a young age; meaning they were born with their personality, which caused them to be successful. However, trait views are too general and simplistic and that personality alone cannot predict success in a sporting environment and has no consideration of environmental effect. It can also predict behaviour in a limited manner but traits cannot predict how an individual will behave in a particular situation. Eysenck Personality Types There are 4 types of personality that Eysenck explained; Stable, Neurotic, Introvert and Extrovert. Stable This is a predictable, steady-going personality type, which are generally mood predictable and they are relatively calm; an example of this would be Djokovic, the tennis player. He is calm and collected whilst playing tennis and is relatively predictable. These kinds of athletes are great for sports that require a constant emotional state, like golf or swimming as they can be mood predictable and perform well consistently as they are less likely to become frustrated...
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...aspects, it is important to know that the negative aspect is much more than the positive. This essay will also be discussing what actually is exercise addiction and the effects it has on the individual who suffers from it. The essay will then conclude with how an exercise scientist can help the individual suffering from exercise dependence. What are some of the positives of exercise? Exercising regularly can create some really positive health benefits to the individual. Positive Health reasons for exercise, according to the American Medical Association (1999, P.394), are benefits...
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...social and cognitive factors within a person that initiate or activate a behavior. B. There are three major components to motivation. 1. Activation, persistence, and intensity are the three major components associated within motivating an individual. II. There are two major categories involved with motivation: Intrinsic and Extrinsic motivation, and the balance that lies between them, known as the overjustification effect. A. What is Intrinsic motivation? 1. Intrinsic motivation refers to behavior that is driven by internal rewards. a. “Intrinsic motivation occurs when we act without any obvious external rewards” (Coon & Mitterer, 2010, para 2). b. “Intrinsic motivation refers to the reason why we perform certain activities for inherent satisfaction or pleasure” (Brown, 2007, para 1). 2. There are many factors that have been identified as increasing intrinsic motivation. a. Challenge, curiosity, control, cooperation, competition, and recognition are all factors shown in studies that increase intrinsic motivation. 3. Ideally, a business would have employees motivated intrinsically. a. The benefit of intrinsic motivation in the workplace is that an employee does their work efficiently because they want to, and not because they will receive an external reward. B. What is Extrinsic Motivation? 1. “Extrinsic motivation refers to behavior that is driven...
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...valuable. Consequentialism is going to emphasize that actions maximizing intrinsic value for all people affected by a situation are morally right while Kant is going to stress that only the motive behind an action determines whether an action is right, regardless of the consequences. Although consequentialism attributes the rightness of an action only on a consequence, consequentialist theories are more comprehensive theories of right action because they consider both motives and consequences in making moral decision, whereas Kant’s theory does not. Consequentialist theories of right action have two components. The first component states that a consequentialist theory will always answer what is intrinsically valuable. An object or thing that has intrinsic value is something that has value for its own sake. For example, pleasure and the feeling of happiness are intrinsically valuable because they are good in and of itself. The specific thing that is deemed intrinsically valuable can change according to what consequentialist theory one accepts. For example, utilitarians find the welfare of sentient beings intrinsically valuable while a hedonistic utilitarian finds only pleasure intrinsically valuable. The second component to consequentialist theories explains a principle of right action. In the view of a consequentialist, right action is the action that will produce the greatest net sum of intrinsic value for all people in the long run for all people affected by an action...
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...Trauma, Development, and Spirituality According to the American Association of Children’s Residential Centers (AACRC), trauma is considered to be the result of occurrences of mental or physical injury such as sexual or physical abuse sexual abuse, seeing brutality, or natural tragedy (AACRC, 2014). But trauma is not limited to events per se; alternatively, trauma can also be brought about by occurrences of daily living that are emotional in nature and not quite as obvious. Traumatic stress can be evoked by trials surrounding relationships, physical issues, severe neglect, or by circumstances that overpower a person’s ability to adjust (American Association of Children’s Residential Centers, 2014). This essay will discuss how culture can influence traumatic experiences, the impact of trauma on neurobiological development, and how spiritual development can counter the effects of trauma. Cross Cultural View of Trauma Research conducted in Western countries has typically revealed a disproportionately large percentage of accounts of abuse of children among ethnic minority groups. However, mistreatment is not primarily connected to any particular ethnic group, but has been regarded as a global issue (World Health Organization [WHO], 2002 as cited by Cyr, Michel, & Dumais, 2013). The intricacy of examining child abuse from a culturally diverse viewpoint can be made clear by a number of components impeding the progress of awareness about this issue. Specifically, despite the fact...
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...Done By: Nigel Niam (a1694748) (Leadership and Volunteer Motivation: A Study Using Self-Determination Theory) 1. The research carried out by Oostlander aimed to analyse the effects of autonomy-supportive leadership on volunteer motivation. Self-Determination Theory (SDT) was used because it differentiates autonomous motivation and controlled motivation (Deci & Ryan, 2008a). Volunteers work best under autonomous motivation as it doesn’t restrict or control them; providing intrinsic motivation. They do not function as well under controlled motivation because they feel forced to volunteer as opposed to volunteering out of compassion and interest (Deci & Ryan 2000). Research done by the author; found that high levels of intrinsic motivation will counteract the effects of restrictive situations. People who volunteer based on interest have higher motivation in restrictive environments than those motivated by extrinsic factors (Oostlander et al, 2014). This compliments previous research done by (Hagger and Chatzisarantis, 2011) and (Gagne & Deci, 2005). Furthermore, SDT suggests Autonomy-Supported Leadership does not bode well with the extrinsic nature of controlled motivation (Gagne and Deci 2005). Oostlander’s study found that Autonomy-Supported Leadership enhances stress and guilt from control-oriented volunteers. These volunteers look towards extrinsic rewards to motivate them when in a non-restrictive environment. However, it is not evident in autonomy oriented...
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...Motivation and Stress: A Discussion of Management Recommendations for a Local Hospital The following report was written by a private consultant hired to examine the issues being experienced by Delmar General Hospital with their nursing staff. The report begins with a discussion of nursing, moves on to an overview of motivational theories, as well as stress and its effects on motivation. The issues occurring within this hospital with their nursing staff will be reviewed and interpreted by the private consultant. The private consultant will then conclude with a discussion of her final recommendations in terms of what can be done by Delmar General and their management staff to increase motivation and decrease stress levels, with examples from supporting research. No matter what ones goal may be, motivation always plays a big role in achievement. In the workplace, individuals must be motivated to perform their best however, frequent conflicts can often hinder ones motivation levels by causing stress. Managers within the workplace can attempt to achieve maximum productivity while maintaining a positive employee affect through the use of various kinds of motivational plans. The nursing profession is one of many within healthcare that deal with a lot of stress and motivational issues. Currently nursing is facing a series of issues that makes understanding stress and motivation very important for healthcare managers. It was estimated by the US Department...
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...The body’s Army of Defenses Mary Brown Rasmussen College NU231/NUR2349 Professional Nursing 1 Instructor Mash 05/14/201 With every second of the day the Human body is waging a war against enemy forces that have been sent to defeat them. The hostile enemy army of bacteria, fungi and viruses swarm on our skin trying to siege the human body. However, our body’s recognition of these enemies rely on two intrinsic defense systems, they are the innate and the adaptive systems. These two systems work independent of each other and also rely on each other cooperatively in the defense of disease. This system of defense is what is called our immunity. If the immune system is operating effectively it will protect the body from foreign invaders vigorously and sometimes without regard to the good and bad cells. One system that is nonspecific to foreign substances is the innate system. The innate, sometimes called the natural immunity is the first line of defense for the body (Marieb, 2013). Skin barriers and mucosal bodies such as acidity of the skin, lysozyme found in salvia, mucus found in the respiratory track and defensins found in mucous membranes are all part of the innate immune system (Marieb, 2013). Internal innate systems include phagocytes and macrophages by killing and ingesting their prey with enzymes (Marieb, 2013). The innate system also includes the inflammatory response which prevents agents from spreading to adjacent tissues and promotes tissue...
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