...Sources of Motivation Motivational Process in Human Psychology Sources of Motivation Motivation also known as drive or incentive is a primary parameter that initiates human behavior. Humans are social animals; their need to be accepted and find groups to identify with is inescapable. The three main motives for behaviors are motives, biological needs, and the need for stimuli. In addition, there are both internal and intrinsic motivations and external or extrinsic motivations. Intrinsic motivation comes from within a person’s schema of self-image, biological need or emotional needs. Extrinsic motivation comes from a need to seek approval from outside oneself, such as in a course grade at college, or approval from one’s employer. The reasons a person maintains or initiates a behavior or action can be instrumental to identifying individual potential within a person. Motivation can be either positive or negative; positive motivation is inspirational such as that found in a church sermon, a truly effective leader or keynote speaker, pep rally or something similar. Negative motivation is fear based, such as the motivation to go to work to make the rent payment or to keep a car from getting repossessed (fear of poverty motivation). This is in contrast to motivation to improve a condition; behaviors that are negatively motivated are inspired to keep a situation from getting worse rather than improving the situation. Whether a behavior stems from positive...
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...Explore the importance of motivation and intelligence to an individual’s success in life. Motivation comes from within each individual. Everyone wants to be successful but to achieve success you must have self–determination and self - motivation. (Don L, 2016). Achieving success can be difficult for people who are not motivation. Even motivated people will find success hard to reach as success can often take time. Therefore, obstacles and problems can come in the way of achieving specific goals and ultimately success. Motivation is needed throughout the journey to success in an individual’s life, from getting started to keeping motivated thoughout. Continued motivation leads to success in all aspects of an individual’s life, whether it is academic,...
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...Name: Hasham Tariq Reg no: 12882 Subject: Research Proposal 1 (Rp1) Class: Tuesday 6 to 9 Assignment: Abstract/References of 10 research papers (Motivation/Discrimination) Submitted to: Dr Akif Hussain / Dr Imtiaz Subhani 1. When Searching Hurts: The Role of Information Search in Reactions to Gender Discrimination Abstract Two laboratory studies conducted with Dutch students explored women’s motivation to search for evidence of gender discrimination and its effects on psychological well-being. Study 1 (N = 161) considered situational self-relevance of one’s personal outcomes (personal failure or success) on women’s motivation to collect information about gender discrimination. Study 2 (N = 106) manipulated information search and studied its effects on well-being when information contains evidence of gender discrimination or personal failure. Results revealed that women are motivated to search for evidence of discrimination when outcomes are highly self-relevant (Study 1) or the need to search is high (Study 2). Furthermore women suffer from evidence of prejudice, but only when they are personally affected by this prejudice and evidence suggests it is pervasive. References -When Searching Hurts: The Role of Information Search in Reactions to Gender Discrimination Katherine Stroebe, Manuela Barreto and Naomi Ellemers SEX ROLES, Volume 62, Numbers 1-2 (2010), 60-76, DOI: 10.1007/s11199-009-9700-y Published online: 24 September 2009 # Springer Science...
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...Motivation is a theoretical construct, used to explain behavior. It is the scientific word used to represent the reasons for our actions, our desires, our needs, etc. Motives are hypothetical constructs, used to explain why people do what they do. A motive is what prompts a person to act in a certain way or at least develop an inclination for specific behavior.[1] For example, when someone eats food to satisfy the need of hunger, or when a student does his/her work in school because they want a good grade. Both show a similar connection between what we do and why we do it. According to Maehr and Meyer, "Motivation is a word that is part of the popular culture as few other psychological concepts are".[2] Wikipedia readers will have a motive (or motives) for reading an article, even if such motives are complex and difficult to pinpoint. At the other end of the range of complexity, hunger is frequently the motive for seeking out and consuming food.Types of theories and models[edit] Motivation theories can be classified on a number of basis. Natural vs. Rational based on whether the underlying theory of human Cognition is based on natural forces (drives, needs, desires) or some kind of rationality (instrumentality, meaningfulness, self-identity). Content vs. Process based on whether the focus is on the content ("what") motivates vs process ("how") motivation takes place. Monist and pluralistic motivational theories[edit] A class of theories about why people do things seeks...
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...237 The relaTionship beTween employee moTivaTion and job involvemenT S Govender and SB Parumasur School of Management Studies, University of KwaZulu-Natal Accepted March 2010 Abstract The study aims to assess the current level of, and relationship between, employee motivation and job involvement among permanent and temporary employees in various departments in a financial institution. This cross-sectional study was undertaken on 145 employees who were drawn by using a simple random sampling technique. Data were collected using the Employee Motivation Questionnaire (Fourie, 1989) and the Job Involvement Questionnaire (Lodahl & Kejner, 1965) and, was analysed using descriptive and inferential statistics. The results indicate that there are significant intercorrelations among the majority of dimensions and sub-dimensions of employee motivation and job involvement. Recommendations are presented to provide practitioners and managers with guidelines for enhancing employee motivation and job involvement respectively. JEL J28, M12 1 Introduction Motivating staff may be a critical factor in ensuring that an organisation thrives and succeeds in an increasingly competitive environment. The rationale is that, as employees become increasingly motivated to perform in their jobs, the likelihood of their becoming job involved increases significantly. Hence, the researchers postulate the existence of a direct relationship between motivation and job involvement. This suggests an important...
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...Motivates Opinion Leaders To Make Social-Network Referrals? MENGZE SHI Rotman School of Management, University of Toronto mshi@rotman.utoronto.ca ANDREA C. WOJNICKI Independent marketing consultant Andrea.Wojnicki@ gmail.com This study investigated the effectiveness of intrinsic versus extrinsic motivations for consumers’ online social-network referrals, specifically across “opinion leaders” and “non–opinion leaders.” The authors utilized a unique dataset that matched a survey with an online field experiment. The empirical results indicated “money talks”—that is, online referral rates were higher when extrinsic rewards were conferred. Notably, the effect of an extrinsic reward was significantly stronger among opinion leaders. In this paper, the authors highlight the significance of reputational concerns and referral motivations in this context. Opinion leaders may have developed a reputation of intrinsically motivated referrals across their social networks, shielding them from potential loss of social capital associated with extrinsic rewards. INTRODUCTION Given the commercially and academically documented impact of social networks in the marketplace, many marketers seek to harness the power of consumer referrals or word of mouth (WOM), whether it be online through social media (Kaiser, Kröckel, and Bodendorf, 2013) or offline. In the quest to inspire consumers to talk, some marketers offer rewards (i.e., discounts or gift certificates) for social-network referrals—the implicit...
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...Employee Profile: Motivation Action Plan Brenda Baillargeon MGT/311 – Organizational Development August 6, 2012 Steve Rosales Employee Profile: Motivation Action Plan Motivation is individual effort expended with intensity, direction, and persistence toward reaching a goal. Managers have a responsibility to understand, support, and encourage motivational procedures and habits for their employees. Individual characteristics determine which motivational strategies would be most appropriate for each employee at Riordan Manufacturing. Employee assessment results will be utilized to motivate each of the three employees. Different theories exist in how to motivate people to accomplish tasks. Robbins & Judge, 2010, stated that individuals stick with tasks and achieve their goals because of motivation. Determining which motivational strategies would be most effective for employees was based on individual assessment results. First, Felicia Baillargeon would benefit from an employee development program to encourage social interaction between employees. This also enables individuals to move into leadership positions (Ingram, D. 2012). Job rotation may benefit Felicia and offer more social skills minimizing distorted perceptions of reality in others. Job enrichment including open feedback channels to encourage employee to monitor personal growth and performance skills. My second employee, Stephanie would benefit from an employee recognition program. This would boost...
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...Explore how motivation theory has developed over time and assess how motivation can influence business performance Weiyang Mai (Amigo) Table of Contents 1. Introduction 1 1.1 General introduction of Motivation 1 1.2 The definition of Motivation 1 1.3 The benefit of Motivation on the workplace 3 1.4 The development of the theories of motivation 4 2. The introduction of Galanz company 8 3. Motivation in Galanz company 9 4. Conclusion 15 5. List of reference 18 Introduction 1.1 General introduction of Motivation A company is a human body, so employees are like its blood. Employees are the most important asset in the creative economy. Enterprises create a kind of environment to keep the excellent talents which it's the most sensible initiative can carry out. Thus, enterprises must know the skills of employees' motivation and concentrate on motivating employees. It's the required courses about that if enterprise wants to become a successful company. Moreover, how to motivate staff in the workplace is a hot topic to discuss. 1.2 The definition of Motivation Firstly, to put it simply motivation is generalized as "enthusiasm for doing something" (Cambridge dictionary online, 2011). Moreover, Mullins (2005: 471) declares that motivation means "the direction and persistence of action." And identifies three common characteristics of motivation: (1) "individual phenomenon”, (2) “intentional” and...
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...Maslow's Theory of Motivation - Hierarchy of Needs In 1943, Dr. Abraham Maslow 's article "A Theory of Human Motivation " appeared in Psychological Review, which were further expanded upon in his book: Toward a Psychology of Being In this article, Abraham H. Maslow attempted to formulate a needs-based framework of human motivation and based upon his clinical experiences with people, rather than as did the prior psychology theories of his day from authors such as Freud and B.F. Skinner, which were largely theoretical or based upon animal behavior. From this theory of motivation, modern leaders and executive managers find means of motivation for the purposes of employee and workforce management. Abraham Maslow's book Motivation and Personality (1954), formally introduced the Hierarchy of Needs. The basis of Maslow's motivation theory is that human beings are motivated by unsatisfied needs, and that certain lower factors need to be satisfied before higher needs can be satisfied. According to Maslow, there are general types of needs (physiological, survival, safety, love, and esteem) that must be satisfied before a person can act unselfishly. He called these needs "deficiency needs." As long as we are motivated to satisfy these cravings, we are moving towards growth, toward self-actualization. Satisfying needs is healthy, while preventing gratification makes us sick or act evilly. As a result, for adequate workplace motivation, it is important that leadership understands...
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...The Root of Employee Motivation Employee motivation is a critical factor when trying to achieve success within any company. Not only does employee motivation influence the work performance of each employee, but it also determines the climate within the workplace. The atmosphere in the place of work goes hand in hand with the motivation of the employees occupying this workspace. There are several theories and models that help establish an understanding of human motivational drivers. These models can also be used to determine the motivational forces that influence an employee’s motivation and enthusiasm for the work that they are engaging in. A significant theory in determining the needs of employees and furthermore mankind is Maslow’s Hierarchy of Needs. Maslow’s Hierarchy of Needs is broken down into five sections of different types of needs that clarify and identify the most and least influential drivers of human motivation. According to Maslow’s model the most imperative needs of an individual are Physiological, such as air, food, and water. The second most vital need is safety, more specifically health and the feeling of security. Once these two types of needs have been satisfied the third type of need, the belongingness needs, which include love, family, friendship, and social relationships will become an important motivational driver. Not only social relationships but also the relationship with one’s self, such as self-respect and self-esteem has now become important as...
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...Perception & Impression Management Perception: Meaning and Definition Perception is the process of receiving information about and making sense of the world around us. It involves deciding which information to notice, how to categorize this information, and how to interpret it within the framework of our existing knowledge and experience. Perception includes all those processes by which an individual receives information about the environment-seeing, hearing, feeling, tasting and smelling. The study of these perceptual processes shows that their functioning is affected by three classes of variables : the object or event is being perceived, the environment in which the perception occurs, and the individual doing the perceiving. Perception and Behaviour at Work Perception is a complex cognitive process which in sum, is a unique interpretation of a situation not an exact recording of it. It may reveal a picture of the world which is different from reality. Recognition of difference between the perceptual world and the real world is vital to the study of Behaviour at Work. Specific Applications of Perceptions in Organization: * In an interview-selection of the candidate, * Hiring of new employees to the Organization * To note down the realistic job expectations. * Performance Appraisal of the employee * Assessing the employee loyal to the Organization made by the Managers * Creating Favourable impressions about the Organization, employee as well...
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...[pic] [pic]Motivation From Wikipedia, the free encyclopedia Jump to: navigation, search | |Look up motivation in Wiktionary, the free dictionary. | | |This article needs attention from an expert on the subject. See the talk page for details. WikiProject Psychology or the Psychology| | |Portal may be able to help recruit an expert. (February 2010) | Motivation is the driving force which causes us to achieve goals. Motivation is said to be intrinsic or extrinsic. The term is generally used for humans but, theoretically, it can also be used to describe the causes for animal behavior as well. This article refers to human motivation. According to various theories, motivation may be rooted in a basic need to minimize physical pain and maximize pleasure, or it may include specific needs such as eating and resting, or a desired object, goal, state of being, ideal, or it may be attributed to less-apparent reasons such as altruism, selfishness, morality, or avoiding mortality. Conceptually, motivation should not be confused with either volition or optimism.[1] Motivation is related to, but distinct from, emotion. |Contents | |[hide] ...
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...MGT302 Organizational behavior Assignment 1: Motivation Theory and Practice Analyze, compare, and contrast the two contemporary theories of motivation (a) equity theory and, (b) expectancy theory. Include in your discussion, an evaluation of each theory and the implications to managers in a global work environment. Your analysis should include identification of the strengths and weaknesses of each theory using scholarly references to defend your arguments. by Tassos Pericleous Student’s Number: 20153386 American College Semester 1 November 2015 Abstract The purpose of this paper was to analyze, compare, and contrast the two contemporary theories of motivation equity theory and, expectancy theory. Evaluate each theory and the implications of the theories to managers in a global work environment. Analysis should include identification of the strengths and weaknesses of each theory using scholarly references to defend your arguments. Motivation is the answer to the question “Why we do what we do?”. The motivation theories try to figure out what the “M” is in the equation: “M motivates P” (Motivator motivates the Person). It is one of most important duty of an entrepreneur to motivate people. Motivation theories can be classified broadly into two different perspectives: Content and Process theories. This paper explores the two contemporary theories of motivation process theories, equity (Adam’s) theory and expectancy (Vroom’s) theory. Analysis of equity theory...
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...Knowledge sharing in organisational contexts: a motivation-based perspective Alice Lam and Jean-Paul Lambermont-Ford Abstract Purpose – Facilitating knowledge sharing within organisations is a difficult task: the willingness of individuals to share and integrate their knowledge is one of the central barriers. This paper aims to develop a motivation-based perspective to explore how organisations resolve the social dilemma of knowledge sharing. Design/methodology/approach – The analysis builds on a three-category taxonomy of motivation, adding ‘‘hedonic’’ motivation to the traditional dichotomy of ‘‘extrinsic’’ and ‘‘intrinsic’’ motivation. It uses case studies gleaned from the literature to explore the interactive effects between the different motivators in two different types of knowledge-intensive organisations: professional bureaucracy and operating adhocracy. Findings – Within a professional bureaucracy, the social dilemma of knowledge sharing may be overcome through normative motivation, with provision of hedonic motivation through extrinsic incentives such as training and career progression. In an operating adhocracy where interdependent teamwork is vital, it may be overcome through normative alignment reinforced by intensive socialisation. Extrinsic motivators that align with hedonic motivation may also reinforce the propensity for knowledge sharing. In both organisational types, financial extrinsic incentives do not appear to be relevant on their own, and may ‘‘crowd...
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...1.0 INTRODUCTION Employee is motivated to increase their job performances. The questions are what motivation is and why it is important to motivate employee in workplace? Over the last twenty decades, motivation is number one factor in increasing level of performance. It is operationally defined as inner force that drives individuals to accomplish personal and organizational goals. In other words, motivated employees are needed in our rapidly changing workplaces. This is because every individual or employee needs motivation and so do organization. Employee who is highly motivated will help him achieve his personal goals and increase his job satisfaction and productive. Islam R and Hj Ismail A.Z (2008), based the study of Employee motivation A Malaysian perspective, the purpose of the research paper is to identify the motivation factors of employees that working in the various Malaysian organization. Based on the finding, it indicate that factor such as gender, race, education, employment status and marital status were found some impact on motivation. This finding gives a guideline for manager to develop a motivation program for employees Somehow, the motivation helps in self development of employee and always received gain by working with a dynamic team. And similarly, motivation is important to a workplace in organization as motivation will lead to an optimistic and challenging attitude at work place. Always remember, the more employee are motivated, the more empowerment...
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