...PSYCHOLOGY PRINCIPLES IN PRACTICE Chapter 13 MOTIVATION AND EMOTION Section 1: The Psychology of Motivation Section 2: Biological Needs: Focus on Hunger Section 3: Psychological Needs Section 4: Emotions 1 HOLT, RINEHART AND WINSTON Chapter 13 Section 1: The Psychology of Motivation PSYCHOLOGY PRINCIPLES IN PRACTICE Question: What are the four theories of motivation? FOUR THEORIES OF MOTIVATION Instinct Theory – behavior patterns are genetically transmitted Drive Reduction Theory – people act to reduce drives and their associated tensions Humanistic Theory – people act out of the desire for growth and fulfillment beyond basic survival needs Sociocultural Theory – individual needs and motives are influenced by culture and society 2 HOLT, RINEHART AND WINSTON Chapter 13 Section 2: Biological Needs: Focus on Hunger PSYCHOLOGY PRINCIPLES IN PRACTICE Question: What is the hunger drive, and what are the causes of obesity? HUNGER DRIVE The hunger drive is the urge to eat arising from the need to supply the body with food. 3 HOLT, RINEHART AND WINSTON Chapter 13 Section 2: Biological Needs: Focus on Hunger PSYCHOLOGY PRINCIPLES IN PRACTICE Question: What is the hunger drive, and what are the causes of obesity? CAUSES OF OBESITY Biological – obesity seems to run in families and genes help determine the number of fat cells a person has Psychological – people tend to eat more when they are under stress or...
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...Application of motivation and emotion principles in weight loss programs to lose weight effectively. Abstract Application of principles of motivation and emotion has significant influence on the effectiveness of weight loss in weight loss programs. I agree with this view and will justify it by introducing principles and backing them up with official academic research as evidence. Adverse emotions can facilitate weight gain and disruptions in dieting. I believe principles such as Drive Theory, Self-Determination, Self-Confrontation and Self-Efficacy can counter weight gain and promote weight loss in weight loss programs. The concept of exercise opposes this view as it states that it the level and moderation of physical activity directly affects motivation and emotion and hence, the regulation of motivation and emotion cannot do without exercise. However, further analysis will explain why this opposing argument is not concrete. The essay will demonstrate tighter links with how principles of motivation and emotion affect the measures of effectiveness in weight loss programs. Application of motivation and emotion principles in weight loss programs to lose weight effectively. Effects of motivation and emotion are the underlying core factors behind weight loss success. Research has shown that motivation is a strong determinant in self-regulation during weight loss (Teixeira et al., 2006). Also, it is reported that there is positive relationships between emotion-oriented...
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...* Contents Summary 2 1.0 Introduction 2 2.0 Definition of Motivation 2 3.0 theories of motivation 3 3.1 Hertzberg’s two (2) factor theory 3 3.2 McGregor’s X and Y theory 3 3.3 Maslow’s Hierarchy of needs 3 3.4 McClelland’s Human Motivation theory 4 4.0 Failure of employee motivation programs 4 4.1 Empirical Study 1 4 4.2 Empirical study 2 5 5.0 Improving employee motivation 6 5.1 Applying McGregor’s X and Y theory 6 5.2 Applying McClelland’s Acquire needs theory 6 5.3 Applying Hertzberg’s two factor theory 6 5.4 Applying Maslow’s Hierarchy of needs theory 7 6.0 Conclusion 7 7.0 References 8 8.0 Appendices 9 Source: Maslow’s Love and Belonging Needs 10 * Summary The purpose of this documentation is to highlight the different factors that influence employee motivation. Different type of people a motivated by different factors, some are intrinsically (non-materialistic) motivated while others are motivated extrinsically (materialistic). This document also provides an analysis of two (2) empirical studies relating to the reasons of failure in the employee motivation program. There are various ways to improve motivation amongst employees, as this will be presented within this documentation. * 1.0 Introduction Employee motivation continue to be an imperative issue for leaders and mangers. Unmotivated employees are inclined to devote minimal or no effort in their jobs, produce low quality work, exit the company if given the opportunity...
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...2014 -HFT2220-Human Resources Management -Sections RXD -Fall 2014 Employees Motivation in Hospitality Industry 李春峥 5468744 童品涵 5469018 潘 超 5486745 2014-12-11 Content 1. Background ....................................................................................................... 3 1.1 Case 1 ........................................................................................................ 3 1.2 Case 2 ........................................................................................................ 4 2. Theory and System about employee motivation ............................................ 5 2.1 Two-factor theory： ................................................................................. 5 2.2 Expectation theory： ............................................................................... 6 2.3 Equity theory： ........................................................................................ 7 2.4 Reinforcement theory： .......................................................................... 7 2.5 Incentive principle and system ............................................................... 8 2.6 Full Spectrum Organization Employee Motivation Strategy .............. 9 3. Workplace C .A.R.E........................................................................................ 10 4. Conclusion ....................................................................................................... 12 Reference ..................................
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...Exceptional Motivation Based on Dick and Rick Hoyt Contents Executive Summary………..………………………….……………………………..….. Page 3 Introduction………………….….……………….……………………………………..…… Page 4 Literature Review.…………….…..………………………………………………......... Page 5 Discussion..................…………………………………………………………............ Page 8 Conclusion……….....……………………………………………………...……..………. Page 11 References….………….…………………………………………….…….……….….….. Page 12 Executive Summary Motivation is defined as “the forces within an individual that account for the level, direction and persistence expended at work” (Wood, Zeffane, Fromholtz, Wiesner & Creed, 2010). |This report will focus upon three motivational theories to explain the exceptional motivation ‘Team Hoyt’ depict and outline the particularly important factors that influence this behaviour in the workplace. ‘Team Hoyt’ is a rather unusual father son athletic duo made up of a Dick and Rick Hoyt. The son, Rick, has cerebral palsy and if fully paralysed. To fulfil Rick’s passion for competing his father, Dick, carries him through marathons and triathlons; a seemingly impossible task without the appropriate level of motivation. Maslow’s Hierarchy of needs is a theory based on human motivation; it shows that people are motivated to meet lower order needs before moving onto higher order needs. Since Rick and Dick have already satisfied the lower order needs, well at least partially, they are motivated to obtain higher order needs...
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...MOTIVATION Whenever we think about life and its necessities we find that there are too many things which are required to live a successful life. In general terms we say that we need food, clothing, housing, education etc. to live a successful or happy life (Psychology today 2012). To get a successful life a person attempts many things like getting education, getting a better job, marrying and so on. Motivation plays an important role in achieving all these things. We can say that motivation is a force which stimulates the desire to do the things. But the question is from where do we get the motivation? Well, a person can get the motivation from the people around him or from the persons whom he can observe or from the person about whom he knows (Psychology today 2012). There are several theories which have been written to explain motivation. These theories include Instinct theory of motivation, Incentive theory of motivation, drive theory of motivation, arousal theory of motivation and humanistic theory of motivation. Obviously, these theories have their explanations but our concern here is not to discuss the theories (About.com 2012). If I talk about myself and how do I get motivation, I have only one answer and that is my Father. He has motivated me throughout my carrier. I am highly influenced by his qualities and his living standards. Not only his life but also his helpful suggestions have helped me to make my carrier (Angel fire 2012). First I would like to talk about...
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...Running head: COMPARE AND CONTRAST CHART AND PAPER Compare and Contrast Chart and Paper Alice Dailey Grand Canyon University 313 N June 2, 2012 Module 5 Compare and Contrast Chart and Paper Comparison of Maslow’s Hierarchy of Needs with Skinner’s Behaviorist Theory |Issue |Maslow |Skinner | |Define Motivation |Maslow identifies two types of needs; deficiency |Skinner theory of motivation was stem between | | |needs and growth needs. People are motivated to |behavior and consequences. His theory used operant | | |satisfy needs at the lower of hierarchy before |conditioning in which reinforce and punishers shaped | | |seeking to satisfy those at the higher level needs. |behavior. | |How Motivation Changes |Maslow’s hierarchy of needs moves from basis to move |Skinner’s principles of motivation Practical | |For Elementary Versus |advance, from need to know to understanding, and the |reinforces: Elementary; reinforcement schedule, | |Secondary Students |desire to become all that one is capable of becoming.|reward students for desires behavior, motivate | | | |students to...
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...way”. In Taylors view, if a work is analysed scientifically it will be possible to find one best way to do it. It implies application of scientific principles for studying & identifying management problems. In this, he proposed that by optimizing and simplifying jobs, productivity would increase. He also advanced the idea that workers and managers needed to cooperate with one another. This was very different from the way work was typically done in businesses beforehand. A factory manager at that time had very little contact with the workers, and he left them on their own to produce the necessary product. There was no standardization, and a worker's main motivation was often continued employment, so there was no incentive to work as quickly or as efficiently as possible. Taylor believed that all workers were motivated by money, so he promoted the idea of "a fair day's pay for a fair day's work." In other words, if a worker didn't achieve enough in a day, he didn't deserve to be paid as much as another worker who was highly productive (Taylor, 1909). Hence scientific management is a thoughtful, organized, dual approach towards the job of management against hit or miss or Rule of Thumb. Principles of Scientific Management 1. Development of Science for each part of men’s job (replacement of rule of thumb) a. This principle suggests that work assigned to any employee should be observed, analyzed with respect to each and every element and part and time involved in it...
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...MGT 501 – Employee Motivation Raeford University One More Time: How Do You Motivate Employees? - Summary Herzberg (2003) presented an article that discussed the concept of motivation with regards to employees. Initially the idea of direct motivation, known as KITA or “a kick in the pants” (Herzberg, p. 87) was addressed. KITA was then broken down into three forms: negative physical, negative psychological, and positive KITA. Essentially KITA was more closely equated to movement than motivation; where the receiver moved and/or reacted to the motivation placed upon them from another (Herzberg). The article then explained why KITA was not motivation. Provided were the nine different “positive KITA personnel practices that were developed as attempts to instill ‘motivation’” (Herzberg, 2003, p. 87). Herzberg then discussed his motivation-hygiene theory with the concept that “the opposite of job satisfaction is not job dissatisfaction but, rather, no job satisfaction; and similarly, the opposite of job dissatisfaction is not job satisfaction, but no job satisfaction” (Herzberg, p. 89). His theory culminated into the lists of the intrinsic motivators and extrinsic hygiene factors that satisfaction was measured by. Next, the article talked about the eternal triangle of three different personnel management philosophies. One was based on organizational theory; one based on industrial engineering and one on behavioral science (Herzberg, 2003). From these philosophies...
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...two theories of motivation to motivating the supermarket staff | 4 | | Team | 4 | | Principles the two factor theory | 6 | | Applicability of the factors theory | 7 | | Principles of the Expectation Theory | 7 | | Validity of the Expectation Theory | 8 | | Reliability of the Expectation Theory | 8 | | Applicability of the Expectation Theory | 8 | Task 2 | Explanation of what approaches the manager could use to build cohesive, cooperative and effective teams | 8 | | Process to build cohesive, cooperative and effective teams | 10 | | Conclusion | 11 | | References and Bibliography | 12 | Introduction Motivation is the process of guiding, initiating, developing and maintaining relationship with employees in the organization that why people of the employee should give their best efforts for the achievement of organization success. Motivation is one of the most important management techniques that must be used in the Human resources that include the top management to the last level employee of the organization. So every organization tries to think how to motivate their employees and how the goal of the company should be gained. And that’s why different types of motivation theories developed by the authors that was really more successful on the practical world of the organization. Among different types of motivation two different types of theory are discussed in the below that are (Herzberg, F. et al 1959): * The Two factors theory developed...
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...|Summary Motivation, Leadership and management and human resource management are important factors in the working of any organization. Each of them have certain theories or principles founded by various researchers and scholars. These theories have gained some criticisms over time. Under motivation there are two types of theories: content and process theories. Content theories include Maslow’s Hierarchy of Needs, Herzberg’s Motivation-Hygiene theory. Process theories include equity theory and expectancy theory. The organizational example is that of a robotics’ manufacturing firm. Leadership and management includes trait theory of leadership, leader behavior theories which focuses on the Michigan Studies and The Ohio state studies and contingency theories of leadership which includes Fiedler’s Contingency theory and the |Path – Goal theory of leadership. This is followed by the fourteen principles of management. The organizational example is that of Continental |Airlines. Lastly, there are three models mentioned under human resource management, the Harvard model, the Michigan model and the Fombrun, Tichy and Devanna model. The organizational example is that of a laundry company called Kwik & Kleen. Table of contents Introduction ………………………………………………………………..Page 1 1. Motivation ………………………………………………………....Page 1 • Maslow’s Hierachy of Needs ……………………………………...Page 1 • Herzberg’s Motivation-Hygiene...
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...Respond to Management Principles for Health Professionals Chapter. 10 Managers must motivate their employees in order to achieve the goals set and to adapt to the demands of the organization. The workers must be able to fit into the framework of the organization (Liebler & McConnell, 2012). There is a strong relationship between adaptation activities, motivation and the control of a manager. People work better if they feel that they have a place within the organization and are more motivated. An organization must set ground rules for integration and ethical behavior within the workplace. These rules will ensure that workers work effectively. Managers must stay in touch with the needs of the workers and address these needs as effectively as possible. Workers who feel that their needs are not addressed will be less productive, lead to high turnover and increased absenteeism (Liebler & McConnell, 2012). Managers must be aware of motivators in the workplace and address them to increase the motivation of their subordinates. These motivators may include improving working conditions, promotions and salaries. Motivational strategies increase the motivation of the workers who feel that they are appreciated for the work that they perform within the organization. Motivated employees feel that they are satisfied with their jobs and work harder to ensure that organizational objectives are met. Reference Liebler J.G. & McConnell C.R., (2012). Management Principles for Health Professionals...
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...Motivation and morale are elements to the success of missions in an organization and for the police force. Motivation and morale are internal influences that come from within each however, external sources and either help or hinder moral and motivation. In this case study of Captain Edith Strong, this is an example of how motivation and morale can suffer when employees are disgruntled. Captain Strong is placed in a common position where she has to figure out a way to raise motivation and morale while keeping the organization running and not compromise mission success. The problem Captain Edith is facing is that patrol officers view their jobs as dissatisfying due to the lack of communication and time with other officers, which causes increased citizen complaints, longer response times, officer filing for work compensation, and rapid employee turnover. What philosophical approach do you believe Captain Strong should take in carrying out this project? In organizations where the workplace environment sets high morale and have motivated employees is typically the one where employees feel as though they are being treated fairly. Captain Strong is faced with a tough situation, she has to focus on the accomplishing the goals of the organization all while supporting the officers in her department, supporting their professional and personal goals and development. The Synergistic supervision approach would be best to use for Captain Strong’s situation. I believe this is the best approach...
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...- 201213 A report to identify and critically analyse a key organisational behavioural and/or human resource issue facing Phillip Morris International in Norway Table of Contents 1. Introduction 3 2. Background of the Study 3 2.1 PMI Strategy 4 3. Organisational Behaviour and HRM Issues 5 I. Leadership 6 II. Management 7 III. Motivation 11 4. Process involved in the preparation 14 5. Conclusion 15 6. References 16 1. Introduction This report aims to critically analyse Phillip Morris International (PMI) strategies and structure of how they manage the Norwegian consumer market. In this report the key issues that are required to be analysed are PMI leadership and management style for gaining more emerging markets across Scandinavia and Europe. PMI has had an autocratic leadership approach, which has been a controversial matter regarding changing laws and regulations in Norwegian tobacco industry. This report will focus on PMI’s approach to organisation behaviour and Human Resource Management practises through its leadership, management ,and HRM theories into practice and employee motivation as a result of PMI’s strategy to monopolies the entire market as a 21st century organisation. According to Buchanan& Huczynski (2010), “The organization behaviour is the systematic study of formal organisations and of what people think, feel, and do in and around organisations”. This report is a brief study from an organizational behaviour and management...
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...Theories of Motivation Abstract Motivation is the enthusiasm that one possesses in order to complete a certain task, action or desired outcome. If one lacks motivation the likelihood of a prolific product or outcome is unlikely. In education, two forms of motivation are focused on in being pertinent to student learning: intrinsic motivation and extrinsic motivation. Examining the five theories of motivation: self-determination theory, attribution theory, expectancy-value theory, social-cognitive theory, and the goal-orientation theory gives educators an insight into various factors that influence the motivation or seemingly “lack of” motivation in everyday students. Educators are made aware of techniques they can use and those to avoid helping to influence each student’s academic motivation constructively. Realizing that motivation does not solely come from the student, but that other variables, controllable and uncontrollable, influence the academic motivation of the typical learner will allow educators, parents and the community to ignite an inexhaustible motivation in “all” students. Theories of Motivation Education for all students, regardless of their abilities, is a constant, increasing concern in our nation. Standards have been put in place for “all” students to achieve, despite learning disabilities, special needs, personal interests, backgrounds, or confidence/motivation levels. Many students are labeled as being unmotivated about learning and lazy...
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