...Through the years, there are prominent workplace and behavioral psychologists who delved into motivation theory and how it affects the organization. Here are some of the theories. Moreover, here’s how they can be instruments for increasing employee motivation and improve workplace relationships and productivity. Thorndike’s Reinforcement Theory Simply put, the reinforcement theory of Edward Thorndike explores the cognitive process involved in shaping employee behavior by controlling the consequence of such behavior. In addition, the theory uses rewards and punishments to reinforce desired behavior or extinguish undesirable ones. The focus of Thorndike’s theory is the relationship of the behavior and the consequences associated with it. Moreover, a key component of in this theory is the timing of the consequences Fixed interval, fixed ratio, variable interval, and variable ratio. Reinforcement Theory in Action 1. Fixed interval – Reinforcement is given after a fixed period of time. A good example is the regular pay checks given to employees. 2. Fixed ratio – Reinforcement is given after a certain number of behavior occurrence. Sales target bonus is a good example. Once a certain sales target is reached, a specific bonus is given. 3. Variable interval – Reinforcement is given at special period without specific timings. Employee citations and promotions are good examples. 4. Variable ratio – Reinforcement is given at varying instances of behavior. Special awards and incentives for specific performances are samples...
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...Personal Motivation My main strength is my ability to excel in sports. Since I was a little kid I have played a variety of sports, ranging from soccer, baseball, swimming, and track. I was always one of the best players on my team and it gave me pride to do well for my team. Other strengths that I possess are being organized, being on time, and giving things that I love doing 100%. I’m good at completing a large amount of work in a small margin of time, I’m good at listening to people’s problems, I excel when working in groups, I’m a fast reader, I’m generous when it comes to people in need, and I can put myself in someone else’s shoes. A big weakness I have is procrastination. I often, if not always, will save my tasks for the last minute. This has become a bad habit that I would like to kick, but am just to accustom to it to start trying. Some other weaknesses that burden my life are my inability to publically speak well, not studying subjects that I need to, and my very bad memory. Some smaller, but still annoying weaknesses I have are not having great dribbling skills in soccer, not being able to focus on boring things for long periods of time, not eating healthy (at all), not scheduling appointments when I should, not having enough tolerance for people with radically different views than me, and not being content with the good things that I already have. When analyzing how my strengths and weaknesses compare, I am motivated to not let people down, but have...
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...|Home |Part 2 |In Real Life | | | |Personal/Professional Development Essays & Real Life Application of Adult Motivation Principles | |Interacting with Colleagues and Parents | |Part 1: The Effective use of Conflict in Small Group Discussion | |Scroll down to: Prevention; Detection; Action; Communicate Effectively; | |Researchers have found that conflict, in small discussion groups, can lead to the discovery of new ideas and | |opinions. Through efforts to maintain group norms, effective group members can reduce the negative effects of | |conflict by Prevention, Detection and Action. | |New ideas and opinions help discussion groups ready for productive and effective outcomes. In their book on | |organisation behaviour, Hersey & Blanchard noted: As the group gains experience, knows each other better, and | |attains some expertise, it will progress to a higher stage of readiness. (1988) i To advance to a higher state | |of readiness, all group members should have an opportunity express their ideas and opinions without fear of...
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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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...The personal interest is an attitude which consists in pulling the best party of circumstances by compromising if need with the ethics principles and by acting only in his own interest to the detriment of others. Any action results from a motivation. If we harm others, it is from a motivation; and if we help others, it is also from a motivation. We say of an honest and ethical person that she is "made lose interest" whereas a "interested” person is considered as deceitful and selfish. Nevertheless, he is natural on behalf of each of us, to pursue or to protect his interests. The interest is necessary for the man. But the interest, it is also the search for what can benefit us and this can raise an ethical problem. The motivation is neither personality's line independent from the context, nor consequence Almost automatic of a good management or an adequate organization. It is about the resultant of economic, organizational, technological and cultural constraints, and about their interactions with needs, values and aspiration of the individuals. The motivation is not a stable process, it is ceaselessly questioned. We can then wonder if the personal interest is the result of the human motivation and afterward if the rewards and the punishments are the only effective tools for a manager. We shall begin by seeing that the personal interest is the base of any motivations then we shall see that the punishments and the rewards are very effective tools in our company and afterward we shall...
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...Abstract In this paper, it will define personal motivation of each employee of the organization or business. The discussion is a brief description of both situations and why he or she would be motivated or unmotivated. The next part of the paper defines how the situation aligns with the various motivational theories. Then the next part defines the specific motivational technique (if any) was at play in the motivational situation. In the case of an unmotivated situation and what technique should be implemented to correct the issue. Personal Motivation A personal motivation starts out with the employer or the organization, which that he or she works for. The personal motivation various theories are about people who have good or bad attitudes about the organization or workplace. Personal motivation is “fundamental to his or hers personal success both in sales and in general life. Given its obvious importance he or she think that people would be experts on motivating themselves wouldn’t people” (Ingram, 2007, p. 1). Motivated and Unmotivated The first topic to explain is a brief description of both situations and motivated and unmotivated. The word motivated means to set goals for the workplace so the employees can look forward to something at the end of the year or quarter. In any business trying to motivate employees could be a difficult task because some employees in general work hard for the...
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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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...Motivation Case Study Local clinic managers at Western Health System had become de-motivated and sought management positions with the competition. The director of human resources recognized that the organization lacked some motivation factors that would help retain their managers. In response, Western Health System implemented a leadership development program, “Exploration,” that would increase responsibility, achievement, and professional and personal growth. Within the leadership development program “A-Club” was developed. This club was available only to identified high-potential managers and membership was by invitation only. Program Critique Leadership Development Program Western Health System saw a need to retain their local managers so they developed a program that would motivate their managers to continue employment with them. The A-Club met two or three times a year to partake in a clinic visit or to make important clinic decisions. A-Club members were also encouraged to present personal development ideas to leadership for funding decisions. Western Health System failed to provide critical information on the development of their leadership program. Exploration was developed for all managers; however the A-Club was only for managers that were identified as high-potential managers. They failed to provide any information on how someone was identified as a high-potential manager. They also failed to provide any information on what the Exploration program offered...
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..."I think I am/am not an entrepreneur. I am a ... entrepreneur because...” 15/9/201 Introduction In this assignment, I will explain as to why I think I am a lifestyle entrepreneur and the reasons as to why I think I am classified as this type of entrepreneur. I will discuss what a lifestyle entrepreneur is as well as the major motivations that form an integral part of the lifestyle entrepreneur’s choice to follow the specified path. The following motivations of autonomy, family and leisure time, passion and intrinsic reward and satisfaction as well as life quality will be discussed at different stages of my assignment. I will also show how some of these motivations integrate together to form a basis for the lifestyle entrepreneur. What is a lifestyle entrepreneur? As noted by Henderson (2002:49), to support a desired lifestyle or provide a family income is reasons as to why a lifestyle entrepreneur will start a new venture. These entrepreneurs also seek independence and control over their own schedule. Whilst Mottiar (2007:67) argues that a lifestyle entrepreneur is concerned with maintaining income at a level sufficient enough to provide them and their family with adequate funds to allow them to enjoy their chosen lifestyle. As can been seen in the above, lifestyle entrepreneurs aim to make as much money as they require to live and maintain the lifestyle of their choice (Janssen-Selvadurai, 2010:187). Important components to the lifestyle entrepreneur that act as motivating...
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...Motivation is the result of the interaction of the individual and situation. Motivation is” the processes that account for an individual’s intensity, direction and persistence of effort towards attaining a goal” (Robbins 2003) Intensity is concerned with how hard a person tries. This is the element most of us focus on when we talk about motivation. Direction is the orientation that benefits the organization and persistence is a measure of how long a person can maintain his/her effort. Motivation individuals stay with a task long enough to achieve their goal. Motivation means to move. It includes three common characteristics: It concerned with what activates human behavior, It involves what directs this behavior towards a particular goals, and Motivation concerned how this behavior is sustained. The motivation factors are; Job security, Sympathetic help with personal problems, Personal loyalty to employees, Interesting work, Good working conditions, Tactful discipline, Good wages, Promotions and growth in the organization, Feeling of being in on things, and Full appreciation of work done. Process of motivations are; Needs (desire or wants), Drives, Goal, and Relief/ Incentives. JOB SATISFACTION. It is defined as an individual’s general attitudes toward his/her job. A high level of job satisfaction equals positives attitudes towards the job and vice-a-versa. Job satisfaction is the sense of fulfillment and pride felt by people who enjoy their work and do it well. For...
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...choice he must make between a Deputy Principal position at his current school, or leaving to take up the prestigious position of principal at the International School of Melbourne. Through application of these theories, focusing primarily on motivation and job satisfaction variables, it will be clear that Sandra, Michael’s wife, opinion that the ISM position is a better fit for Michael is a reasonable statement. Although the role of Deputy Principal Head of IT is a closer match for Michaels expertise and passion, it will be proposed that this role will have to overcome greater factors of potential dissatisfaction and that the Principal postion contains motivators that will sustain for a longer period. This analysis will provide an insight into the internal thought processes and relationship to the discussed theories which will be summarized into a conclusive judgement. ‘Motivation can broadly be divided into two types namely internal or intrinsic motivation and external or extrinsic motivation’ (Indian Streams Research Journal, 2013, p1.). Motivation is a critical driver of any organisations intellectual capital and underlies what employees choose to do, the quality and quantity of such tasks and how long for. In other words, motivation is strongly linked to job satisfaction. Job...
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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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...Motivation and Empowerment Paper CJA/474 Motivation and Empowerment Paper Introduction The criminal justice field is one that centers on motivation and empowerment amongst employees. These are concepts that not only guide, but also maintain constructive behaviors. Motivation and empowerment are that force every professional needs to preserve their goals and ambitions. This paper will provide three academic theories of motivation including an explanation on each theory. It will also define empowerment and its components. Next, it will compare and contrast motivation and empowerment. In this paper there will also be an evaluation on the implications of empowerment and delegation in a criminal justice organization. Lastly this paper will outline the theory of Transformational Leadership and contrast the roles of motivation and empowerment in leadership style. Define and state at least three (3) academic theories of motivation In any organization the key role of managers is the motivation of their personnel. This can be done in many different ways. This section will discuss three academic theories on how to properly motivate employees. The first theory is Abraham Maslow’s hierarchy of needs theory. This theory states that certain needs have to be met before an individual will work towards fulfilling other needs. The first set of needs that need to be met our survival needs; they include things such as food water and air. Until these needs are met an individual cannot focus...
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...that has negatively affected sales and backorders. This has resulted in low staff morale and increased job insecurity. In this case study, I will discuss important motivation tools such as empowerment, self-improvement and life enhancement, and also how to apply them at Better Power based on Maslow’s hierarchy of needs theory. Motivation Motivation is an internal and external process that stimulates the needs and energy in individuals to be more interested and committed to a job in order to achieve an objective. There are two types of motivation namely, Intrinsic and extrinsic motivation. Intrinsic motivation is internally driven by an enjoyment or having by having an interest in a task. Extrinsic motivation is when an individual performs a task in order to gain a reward such as money, promotion or fame (academia 2014). There are several theories that attempt to explain motivation; these include Maslow’s hierarchy of needs, McGregor theory X and theory Y, Herzberg’s two-factor theory, Alderfer’s ERG theory, Self-determination theory, Temporal motivation theory and Achievement motivation theory. Maslow’s hierarchy of needs theory Maslow’s hierarchy of needs theory was proposed by Abraham Maslow, a psychologist who developed the theory of human motivation in his 1943 paper "A Theory of Human Motivation" (McLeod 2007). Maslow suggested that every individual has a hierarchy of needs that includes:- Physiological needs which include a person’s physical requirements such...
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...Employee motivation Importance of employee motivation How Employee motivation contributes to productivity How employee motivation contributes to Job satisfaction Best Practices Importance of Employee Motivation For a long time, employees where considered in companies as just an input in the production; but in order for a human being to perform in effective levels it is important for the employee to be motivated. Motivating employees was an important topic as far back as 1789. Samuel Slater, a pioneer who introduced textile manufacturing to America, was concerned about creating a work setting where it was comfortable for workers to do their jobs. (Gibson, 2012, P.125). Motivation is the way business and personal goals are achieved. Motivation is important for any organization, doesn’t matter if the organization is team based or if the employees work independently. The mission and vision of the organization must be aligned with the individuals that work within, this is of high significance for creating a high level of motivation that can lead to higher productivity, financial gain and work quality. The final outcome of any activity within the organization will be outlined by the level of motivation of the employees, without motivation, all capabilities and experiences ere futile. Motivation is what moves productivity, similar to gasoline to an engine, if the engine does not have any fuel, it will not run. It is very common to see how the human resources department...
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