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INTRODUCTION
Motivation is to give reason, incentive, enthusiasm, or interest that causes a specific action or
certain behavior. Motivation is present in every life function. Simple acts such as eating are
motivated by hunger. Education is motivated by desire for knowledge. Motivators can be
anything from reward to coercion.
A common place that we see the need to apply motivation is in the work place. In the work force,
we can see motivation play a key role in leadership success. A person unable to grasp motivation
and apply it will not become or stay a leader. It is critical that anyone seeking to lead or motivate
understand "Howletts Hierarchy of Work Motivators."
Salary, benefits, working conditions, supervision, policy, safety, security, affiliation, and
relationships are all externally motivated needs. These are the first three levels of "Howletts
Hierarchy" When these needs are achieved; the person moves up to level four and then five.
However, if levels one through three are not met, the person becomes dissatisfied with their job.
When satisfaction is not found, the person becomes less productive and eventually quits or is
fired. Achievement, advancement, recognition, growth, responsibility, and job nature are internal
motivators. These are the last two levels of "Howletts Hierarchy." They occur when the person
motivates themselves (after external motivation needs are met.) An employer or leader that meets
the needs on the "Howletts Hierarchy" will see motivated employees and see productivity
increase. Understanding the definition of motivation, and then applying it, is one of the most
prevalent challenges facing employers and supervisors. Companies often spend thousands of
dollars each year hiring outside firms just to give motivation seminars.
Another place motivation plays a key role is in education. A teacher that implements
motivational techniques will see an increased participation, effort, and higher grades. Part of the
teachers’ job is to provide an environment that is motivationally charged. This environment
accounts for students who lack their own internal motivation. One of the first places people begin
to set goals for themselves is in school. School is where we are most likely to learn the
correlation between goals, and the definition of motivation. That correlation is what breeds
success.
MOTIVATION
The term motivation is derived from the Latin word movere, meaning "to move." Motivation can be
broadly defined as the forces acting on or within a person that cause the arousal, direction, and persistence
of goal-directed, voluntary effort.
Motivation is the processes that account for an individual’s intensity, direction, & persistence of
effort toward attaining a goal.
We also define motivation as a process that starts with a physiological or psychological
deficiency or need that activates a behavior or a drive that is aimed at a goal or incentive. We can
say,
P=M+A+E
Here, P= Performance
Motivation is the driving force which help 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 assignment 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. Motivation is related to, but distinct from, emotion.
Motivation is Internal and external factors that stimulate desire and energy in people to be
continually interested in and committed to a job, role, or subject, and to exert persistent effort in
attaining a goal. Motivation is the energizer of behavior and mother of all action. It results from
the interactions among conscious and unconscious factors such as the (1) intensity of desire or
need, (2) incentive or reward value of the goal, and (3) expectations of the individual and of his
or her significant others.
There are two main kinds of motivation: intrinsic and extrinsic. Intrinsic motivation is internal. It
occurs when people are compelled to do something out of pleasure, importance, or desire.
Extrinsic motivation occurs when external factors compel the person to do something. However,
there are many theories and labels that serve as sub tittles to the definition of motivation.
MOTIVATION THEORY
MASLOW’S HIERARCHY OF NEEDS
Abraham Maslow developed the hierarchy of needs, which suggests that individual needs exist
in a hierarchy consisting of physiological needs, security needs, belongingness needs, esteem
needs, and self-actualization needs. Physiological needs are the most basic needs for food,
water, and other factors necessary for survival. Security needs include needs for safety in one's
physical environment, stability, and freedom from emotional distress. Belongingness needs
relate to desires for friendship, love, and acceptance within a given community of individuals.
Esteem needs are those associated with obtaining the respect of one's self and others. Finally,
self-actualization needs are those corresponding to the achievement one's own potential, the
exercising and testing of one's creative capacities, and, in general, to becoming the best person
one can possibly be. Unsatisfied needs motivate behavior; thus, lower-level needs such as the
physiological and security needs must be met before upper-level needs such as belongingness,
esteem, and self-actualization can be motivational.
Applications of the hierarchy of needs to management and the workplace are obvious. According
to the implications of the hierarchy, individuals must have their lower level needs met by, for
example, safe working conditions, adequate pay to take care of one's self and one's family, and
job security before they will be motivated by increased job responsibilities, status, and
challenging work assignments. Despite the ease of application of this theory to a work setting,
this theory has received little research support and therefore is not very useful in practice.
Self-Actualization need: drive to become what one is capable of becoming includes growth,
achieving one’s potential and self-fulfillment.
Esteem need: includes internal factors such as self-respect, autonomy, and achievement, and
external factors such as status recognition, and attention.
Safety need: includes security and protection from physical and emotional harm.
Physiological need: includes hunger, thirst, shelter, sex, and other bodily needs.
Maslow belief as each of these needs becomes substantially satisfied, the next need become
dominant. That means people move up the step of hierarchy. So if anyone want to motivate
someone he needs to understand what level of the hierarchy that a person is currently on and
focus on satisfying the needs at or above the level.
Ten Techniques for Motivation
Motivation in the work environment has changed. Change has become the norm. Also the
motivation level of employees has changed. This can lead to increased dissatisfaction and
decreased productivity.
Multitasking
setting up appointments
To be a pure listener you must be an active listener. Good managers do more than pay attention.
They genuinely care about people and never talk down to them. They ask their employees about
their goals and dreams, their past achievement, their concerns and challenges during this chaotic
time. They listen with their hearts and minds. They respect the employee’s thoughts and
opinions. They realize that the employees sometimes have the best answer for achieving more
through chaos.
Idea board
Initiative Board
Star Spotlight
Certificates
Gift cards
Say thank-you
Lunch
Apply these motivation techniques manager will motivate others to achieve their goals during the
most challenging of times.
Motivation
INTRODUCTION
Motivation is to give reason, incentive, enthusiasm, or interest that causes a specific action or
certain behavior. Motivation is present in every life function. Simple acts such as eating are
motivated by hunger. Education is motivated by desire for knowledge. Motivators can be
anything from reward to coercion.
A common place that we see the need to apply motivation is in the work place. In the work force,
we can see motivation play a key role in leadership success. A person unable to grasp motivation
and apply it will not become or stay a leader. It is critical that anyone seeking to lead or motivate
understand "Howletts Hierarchy of Work Motivators."
Salary, benefits, working conditions, supervision, policy, safety, security, affiliation, and
relationships are all externally motivated needs. These are the first three levels of "Howletts
Hierarchy" When these needs are achieved; the person moves up to level four and then five.
However, if levels one through three are not met, the person becomes dissatisfied with their job.
When satisfaction is not found, the person becomes less productive and eventually quits or is
fired. Achievement, advancement, recognition, growth, responsibility, and job nature are internal
motivators. These are the last two levels of "Howletts Hierarchy." They occur when the person
motivates themselves (after external motivation needs are met.) An employer or leader that meets
the needs on the "Howletts Hierarchy" will see motivated employees and see productivity
increase. Understanding the definition of motivation, and then applying it, is one of the most
prevalent challenges facing employers and supervisors. Companies often spend thousands of
dollars each year hiring outside firms just to give motivation seminars.
Another place motivation plays a key role is in education. A teacher that implements
motivational techniques will see an increased participation, effort, and higher grades. Part of the
teachers’ job is to provide an environment that is motivationally charged. This environment
accounts for students who lack their own internal motivation. One of the first places people begin
to set goals for themselves is in school. School is where we are most likely to learn the
correlation between goals, and the definition of motivation. That correlation is what breeds
success.
MOTIVATION
The term motivation is derived from the Latin word movere, meaning "to move." Motivation can be
broadly defined as the forces acting on or within a person that cause the arousal, direction, and persistence
of goal-directed, voluntary effort.
Motivation is the processes that account for an individual’s intensity, direction, & persistence of
effort toward attaining a goal.
We also define motivation as a process that starts with a physiological or psychological
deficiency or need that activates a behavior or a drive that is aimed at a goal or incentive. We can
say,
P=M+A+E
Here, P= Performance
Motivation is the driving force which help 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 assignment 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. Motivation is related to, but distinct from, emotion.
Motivation is Internal and external factors that stimulate desire and energy in people to be
continually interested in and committed to a job, role, or subject, and to exert persistent effort in
attaining a goal. Motivation is the energizer of behavior and mother of all action. It results from
the interactions among conscious and unconscious factors such as the (1) intensity of desire or
need, (2) incentive or reward value of the goal, and (3) expectations of the individual and of his
or her significant others.
There are two main kinds of motivation: intrinsic and extrinsic. Intrinsic motivation is internal. It
occurs when people are compelled to do something out of pleasure, importance, or desire.
Extrinsic motivation occurs when external factors compel the person to do something. However,
there are many theories and labels that serve as sub tittles to the definition of motivation.
MOTIVATION THEORY
MASLOW’S HIERARCHY OF NEEDS
Abraham Maslow developed the hierarchy of needs, which suggests that individual needs exist
in a hierarchy consisting of physiological needs, security needs, belongingness needs, esteem
needs, and self-actualization needs. Physiological needs are the most basic needs for food,
water, and other factors necessary for survival. Security needs include needs for safety in one's
physical environment, stability, and freedom from emotional distress. Belongingness needs
relate to desires for friendship, love, and acceptance within a given community of individuals.
Esteem needs are those associated with obtaining the respect of one's self and others. Finally,
self-actualization needs are those corresponding to the achievement one's own potential, the
exercising and testing of one's creative capacities, and, in general, to becoming the best person
one can possibly be. Unsatisfied needs motivate behavior; thus, lower-level needs such as the
physiological and security needs must be met before upper-level needs such as belongingness,
esteem, and self-actualization can be motivational.
Applications of the hierarchy of needs to management and the workplace are obvious. According
to the implications of the hierarchy, individuals must have their lower level needs met by, for
example, safe working conditions, adequate pay to take care of one's self and one's family, and
job security before they will be motivated by increased job responsibilities, status, and
challenging work assignments. Despite the ease of application of this theory to a work setting,
this theory has received little research support and therefore is not very useful in practice.
Self-Actualization need: drive to become what one is capable of becoming includes growth,
achieving one’s potential and self-fulfillment.
Esteem need: includes internal factors such as self-respect, autonomy, and achievement, and
external factors such as status recognition, and attention.
Safety need: includes security and protection from physical and emotional harm.
Physiological need: includes hunger, thirst, shelter, sex, and other bodily needs.
Maslow belief as each of these needs becomes substantially satisfied, the next need become
dominant. That means people move up the step of hierarchy. So if anyone want to motivate
someone he needs to understand what level of the hierarchy that a person is currently on and
focus on satisfying the needs at or above the level.
Ten Techniques for Motivation
Motivation in the work environment has changed. Change has become the norm. Also the
motivation level of employees has changed. This can lead to increased dissatisfaction and
decreased productivity.
Multitasking
setting up appointments
To be a pure listener you must be an active listener. Good managers do more than pay attention.
They genuinely care about people and never talk down to them. They ask their employees about
their goals and dreams, their past achievement, their concerns and challenges during this chaotic
time. They listen with their hearts and minds. They respect the employee’s thoughts and
opinions. They realize that the employees sometimes have the best answer for achieving more
through chaos.
Idea board
Initiative Board
Star Spotlight
Certificates
Gift cards
Say thank-you
Lunch
Apply these motivation techniques manager will motivate others to achieve their goals during the
most challenging of times.
Motivation
INTRODUCTION
Motivation is to give reason, incentive, enthusiasm, or interest that causes a specific action or
certain behavior. Motivation is present in every life function. Simple acts such as eating are
motivated by hunger. Education is motivated by desire for knowledge. Motivators can be
anything from reward to coercion.
A common place that we see the need to apply motivation is in the work place. In the work force,
we can see motivation play a key role in leadership success. A person unable to grasp motivation
and apply it will not become or stay a leader. It is critical that anyone seeking to lead or motivate
understand "Howletts Hierarchy of Work Motivators."
Salary, benefits, working conditions, supervision, policy, safety, security, affiliation, and
relationships are all externally motivated needs. These are the first three levels of "Howletts
Hierarchy" When these needs are achieved; the person moves up to level four and then five.
However, if levels one through three are not met, the person becomes dissatisfied with their job.
When satisfaction is not found, the person becomes less productive and eventually quits or is
fired. Achievement, advancement, recognition, growth, responsibility, and job nature are internal
motivators. These are the last two levels of "Howletts Hierarchy." They occur when the person
motivates themselves (after external motivation needs are met.) An employer or leader that meets
the needs on the "Howletts Hierarchy" will see motivated employees and see productivity
increase. Understanding the definition of motivation, and then applying it, is one of the most
prevalent challenges facing employers and supervisors. Companies often spend thousands of
dollars each year hiring outside firms just to give motivation seminars.
Another place motivation plays a key role is in education. A teacher that implements
motivational techniques will see an increased participation, effort, and higher grades. Part of the
teachers’ job is to provide an environment that is motivationally charged. This environment
accounts for students who lack their own internal motivation. One of the first places people begin
to set goals for themselves is in school. School is where we are most likely to learn the
correlation between goals, and the definition of motivation. That correlation is what breeds
success.
MOTIVATION
The term motivation is derived from the Latin word movere, meaning "to move." Motivation can be
broadly defined as the forces acting on or within a person that cause the arousal, direction, and persistence
of goal-directed, voluntary effort.
Motivation is the processes that account for an individual’s intensity, direction, & persistence of
effort toward attaining a goal.
We also define motivation as a process that starts with a physiological or psychological
deficiency or need that activates a behavior or a drive that is aimed at a goal or incentive. We can
say,
P=M+A+E
Here, P= Performance
Motivation is the driving force which help 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 assignment 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. Motivation is related to, but distinct from, emotion.
Motivation is Internal and external factors that stimulate desire and energy in people to be
continually interested in and committed to a job, role, or subject, and to exert persistent effort in
attaining a goal. Motivation is the energizer of behavior and mother of all action. It results from
the interactions among conscious and unconscious factors such as the (1) intensity of desire or
need, (2) incentive or reward value of the goal, and (3) expectations of the individual and of his
or her significant others.
There are two main kinds of motivation: intrinsic and extrinsic. Intrinsic motivation is internal. It
occurs when people are compelled to do something out of pleasure, importance, or desire.
Extrinsic motivation occurs when external factors compel the person to do something. However,
there are many theories and labels that serve as sub tittles to the definition of motivation.
MOTIVATION THEORY
MASLOW’S HIERARCHY OF NEEDS
Abraham Maslow developed the hierarchy of needs, which suggests that individual needs exist
in a hierarchy consisting of physiological needs, security needs, belongingness needs, esteem
needs, and self-actualization needs. Physiological needs are the most basic needs for food,
water, and other factors necessary for survival. Security needs include needs for safety in one's
physical environment, stability, and freedom from emotional distress. Belongingness needs
relate to desires for friendship, love, and acceptance within a given community of individuals.
Esteem needs are those associated with obtaining the respect of one's self and others. Finally,
self-actualization needs are those corresponding to the achievement one's own potential, the
exercising and testing of one's creative capacities, and, in general, to becoming the best person
one can possibly be. Unsatisfied needs motivate behavior; thus, lower-level needs such as the
physiological and security needs must be met before upper-level needs such as belongingness,
esteem, and self-actualization can be motivational.
Applications of the hierarchy of needs to management and the workplace are obvious. According
to the implications of the hierarchy, individuals must have their lower level needs met by, for
example, safe working conditions, adequate pay to take care of one's self and one's family, and
job security before they will be motivated by increased job responsibilities, status, and
challenging work assignments. Despite the ease of application of this theory to a work setting,
this theory has received little research support and therefore is not very useful in practice.
Self-Actualization need: drive to become what one is capable of becoming includes growth,
achieving one’s potential and self-fulfillment.
Esteem need: includes internal factors such as self-respect, autonomy, and achievement, and
external factors such as status recognition, and attention.
Safety need: includes security and protection from physical and emotional harm.
Physiological need: includes hunger, thirst, shelter, sex, and other bodily needs.
Maslow belief as each of these needs becomes substantially satisfied, the next need become
dominant. That means people move up the step of hierarchy. So if anyone want to motivate
someone he needs to understand what level of the hierarchy that a person is currently on and
focus on satisfying the needs at or above the level.
Ten Techniques for Motivation
Motivation in the work environment has changed. Change has become the norm. Also the
motivation level of employees has changed. This can lead to increased dissatisfaction and
decreased productivity.
Multitasking
setting up appointments
To be a pure listener you must be an active listener. Good managers do more than pay attention.
They genuinely care about people and never talk down to them. They ask their employees about
their goals and dreams, their past achievement, their concerns and challenges during this chaotic
time. They listen with their hearts and minds. They respect the employee’s thoughts and
opinions. They realize that the employees sometimes have the best answer for achieving more
through chaos.
Idea board
Initiative Board
Star Spotlight
Certificates
Gift cards
Say thank-you
Lunch
Apply these motivation techniques manager will motivate others to achieve their goals during the
most challenging of times.
Motivation
INTRODUCTION
Motivation is to give reason, incentive, enthusiasm, or interest that causes a specific action or
certain behavior. Motivation is present in every life function. Simple acts such as eating are
motivated by hunger. Education is motivated by desire for knowledge. Motivators can be
anything from reward to coercion.
A common place that we see the need to apply motivation is in the work place. In the work force,
we can see motivation play a key role in leadership success. A person unable to grasp motivation
and apply it will not become or stay a leader. It is critical that anyone seeking to lead or motivate
understand "Howletts Hierarchy of Work Motivators."
Salary, benefits, working conditions, supervision, policy, safety, security, affiliation, and
relationships are all externally motivated needs. These are the first three levels of "Howletts
Hierarchy" When these needs are achieved; the person moves up to level four and then five.
However, if levels one through three are not met, the person becomes dissatisfied with their job.
When satisfaction is not found, the person becomes less productive and eventually quits or is
fired. Achievement, advancement, recognition, growth, responsibility, and job nature are internal
motivators. These are the last two levels of "Howletts Hierarchy." They occur when the person
motivates themselves (after external motivation needs are met.) An employer or leader that meets
the needs on the "Howletts Hierarchy" will see motivated employees and see productivity
increase. Understanding the definition of motivation, and then applying it, is one of the most
prevalent challenges facing employers and supervisors. Companies often spend thousands of
dollars each year hiring outside firms just to give motivation seminars.
Another place motivation plays a key role is in education. A teacher that implements
motivational techniques will see an increased participation, effort, and higher grades. Part of the
teachers’ job is to provide an environment that is motivationally charged. This environment
accounts for students who lack their own internal motivation. One of the first places people begin
to set goals for themselves is in school. School is where we are most likely to learn the
correlation between goals, and the definition of motivation. That correlation is what breeds
success.
MOTIVATION
The term motivation is derived from the Latin word movere, meaning "to move." Motivation can be
broadly defined as the forces acting on or within a person that cause the arousal, direction, and persistence
of goal-directed, voluntary effort.
Motivation is the processes that account for an individual’s intensity, direction, & persistence of
effort toward attaining a goal.
We also define motivation as a process that starts with a physiological or psychological
deficiency or need that activates a behavior or a drive that is aimed at a goal or incentive. We can
say,
P=M+A+E
Here, P= Performance
Motivation is the driving force which help 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 assignment 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. Motivation is related to, but distinct from, emotion.
Motivation is Internal and external factors that stimulate desire and energy in people to be
continually interested in and committed to a job, role, or subject, and to exert persistent effort in
attaining a goal. Motivation is the energizer of behavior and mother of all action. It results from
the interactions among conscious and unconscious factors such as the (1) intensity of desire or
need, (2) incentive or reward value of the goal, and (3) expectations of the individual and of his
or her significant others.
There are two main kinds of motivation: intrinsic and extrinsic. Intrinsic motivation is internal. It
occurs when people are compelled to do something out of pleasure, importance, or desire.
Extrinsic motivation occurs when external factors compel the person to do something. However,
there are many theories and labels that serve as sub tittles to the definition of motivation.
MOTIVATION THEORY
MASLOW’S HIERARCHY OF NEEDS
Abraham Maslow developed the hierarchy of needs, which suggests that individual needs exist
in a hierarchy consisting of physiological needs, security needs, belongingness needs, esteem
needs, and self-actualization needs. Physiological needs are the most basic needs for food,
water, and other factors necessary for survival. Security needs include needs for safety in one's
physical environment, stability, and freedom from emotional distress. Belongingness needs
relate to desires for friendship, love, and acceptance within a given community of individuals.
Esteem needs are those associated with obtaining the respect of one's self and others. Finally,
self-actualization needs are those corresponding to the achievement one's own potential, the
exercising and testing of one's creative capacities, and, in general, to becoming the best person
one can possibly be. Unsatisfied needs motivate behavior; thus, lower-level needs such as the
physiological and security needs must be met before upper-level needs such as belongingness,
esteem, and self-actualization can be motivational.
Applications of the hierarchy of needs to management and the workplace are obvious. According
to the implications of the hierarchy, individuals must have their lower level needs met by, for
example, safe working conditions, adequate pay to take care of one's self and one's family, and
job security before they will be motivated by increased job responsibilities, status, and
challenging work assignments. Despite the ease of application of this theory to a work setting,
this theory has received little research support and therefore is not very useful in practice.
Self-Actualization need: drive to become what one is capable of becoming includes growth,
achieving one’s potential and self-fulfillment.
Esteem need: includes internal factors such as self-respect, autonomy, and achievement, and
external factors such as status recognition, and attention.
Safety need: includes security and protection from physical and emotional harm.
Physiological need: includes hunger, thirst, shelter, sex, and other bodily needs.
Maslow belief as each of these needs becomes substantially satisfied, the next need become
dominant. That means people move up the step of hierarchy. So if anyone want to motivate
someone he needs to understand what level of the hierarchy that a person is currently on and
focus on satisfying the needs at or above the level.
Ten Techniques for Motivation
Motivation in the work environment has changed. Change has become the norm. Also the
motivation level of employees has changed. This can lead to increased dissatisfaction and
decreased productivity.
Multitasking
setting up appointments
To be a pure listener you must be an active listener. Good managers do more than pay attention.
They genuinely care about people and never talk down to them. They ask their employees about
their goals and dreams, their past achievement, their concerns and challenges during this chaotic
time. They listen with their hearts and minds. They respect the employee’s thoughts and
opinions. They realize that the employees sometimes have the best answer for achieving more
through chaos.
Idea board
Initiative Board
Star Spotlight
Certificates
Gift cards
Say thank-you
Lunch
Apply these motivation techniques manager will motivate others to achieve their goals during the
most challenging of times.
Motivation
INTRODUCTION
Motivation is to give reason, incentive, enthusiasm, or interest that causes a specific action or
certain behavior. Motivation is present in every life function. Simple acts such as eating are
motivated by hunger. Education is motivated by desire for knowledge. Motivators can be
anything from reward to coercion.
A common place that we see the need to apply motivation is in the work place. In the work force,
we can see motivation play a key role in leadership success. A person unable to grasp motivation
and apply it will not become or stay a leader. It is critical that anyone seeking to lead or motivate
understand "Howletts Hierarchy of Work Motivators."
Salary, benefits, working conditions, supervision, policy, safety, security, affiliation, and
relationships are all externally motivated needs. These are the first three levels of "Howletts
Hierarchy" When these needs are achieved; the person moves up to level four and then five.
However, if levels one through three are not met, the person becomes dissatisfied with their job.
When satisfaction is not found, the person becomes less productive and eventually quits or is
fired. Achievement, advancement, recognition, growth, responsibility, and job nature are internal
motivators. These are the last two levels of "Howletts Hierarchy." They occur when the person
motivates themselves (after external motivation needs are met.) An employer or leader that meets
the needs on the "Howletts Hierarchy" will see motivated employees and see productivity
increase. Understanding the definition of motivation, and then applying it, is one of the most
prevalent challenges facing employers and supervisors. Companies often spend thousands of
dollars each year hiring outside firms just to give motivation seminars.
Another place motivation plays a key role is in education. A teacher that implements
motivational techniques will see an increased participation, effort, and higher grades. Part of the
teachers’ job is to provide an environment that is motivationally charged. This environment
accounts for students who lack their own internal motivation. One of the first places people begin
to set goals for themselves is in school. School is where we are most likely to learn the
correlation between goals, and the definition of motivation. That correlation is what breeds
success.
MOTIVATION
The term motivation is derived from the Latin word movere, meaning "to move." Motivation can be
broadly defined as the forces acting on or within a person that cause the arousal, direction, and persistence
of goal-directed, voluntary effort.
Motivation is the processes that account for an individual’s intensity, direction, & persistence of
effort toward attaining a goal.
We also define motivation as a process that starts with a physiological or psychological
deficiency or need that activates a behavior or a drive that is aimed at a goal or incentive. We can
say,
P=M+A+E
Here, P= Performance
Motivation is the driving force which help 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 assignment 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. Motivation is related to, but distinct from, emotion.
Motivation is Internal and external factors that stimulate desire and energy in people to be
continually interested in and committed to a job, role, or subject, and to exert persistent effort in
attaining a goal. Motivation is the energizer of behavior and mother of all action. It results from
the interactions among conscious and unconscious factors such as the (1) intensity of desire or
need, (2) incentive or reward value of the goal, and (3) expectations of the individual and of his
or her significant others.
There are two main kinds of motivation: intrinsic and extrinsic. Intrinsic motivation is internal. It
occurs when people are compelled to do something out of pleasure, importance, or desire.
Extrinsic motivation occurs when external factors compel the person to do something. However,
there are many theories and labels that serve as sub tittles to the definition of motivation.
MOTIVATION THEORY
MASLOW’S HIERARCHY OF NEEDS
Abraham Maslow developed the hierarchy of needs, which suggests that individual needs exist
in a hierarchy consisting of physiological needs, security needs, belongingness needs, esteem
needs, and self-actualization needs. Physiological needs are the most basic needs for food,
water, and other factors necessary for survival. Security needs include needs for safety in one's
physical environment, stability, and freedom from emotional distress. Belongingness needs
relate to desires for friendship, love, and acceptance within a given community of individuals.
Esteem needs are those associated with obtaining the respect of one's self and others. Finally,
self-actualization needs are those corresponding to the achievement one's own potential, the
exercising and testing of one's creative capacities, and, in general, to becoming the best person
one can possibly be. Unsatisfied needs motivate behavior; thus, lower-level needs such as the
physiological and security needs must be met before upper-level needs such as belongingness,
esteem, and self-actualization can be motivational.
Applications of the hierarchy of needs to management and the workplace are obvious. According
to the implications of the hierarchy, individuals must have their lower level needs met by, for
example, safe working conditions, adequate pay to take care of one's self and one's family, and
job security before they will be motivated by increased job responsibilities, status, and
challenging work assignments. Despite the ease of application of this theory to a work setting,
this theory has received little research support and therefore is not very useful in practice.
Self-Actualization need: drive to become what one is capable of becoming includes growth,
achieving one’s potential and self-fulfillment.
Esteem need: includes internal factors such as self-respect, autonomy, and achievement, and
external factors such as status recognition, and attention.
Safety need: includes security and protection from physical and emotional harm.
Physiological need: includes hunger, thirst, shelter, sex, and other bodily needs.
Maslow belief as each of these needs becomes substantially satisfied, the next need become
dominant. That means people move up the step of hierarchy. So if anyone want to motivate
someone he needs to understand what level of the hierarchy that a person is currently on and
focus on satisfying the needs at or above the level.
Ten Techniques for Motivation
Motivation in the work environment has changed. Change has become the norm. Also the
motivation level of employees has changed. This can lead to increased dissatisfaction and
decreased productivity.
Multitasking
setting up appointments
To be a pure listener you must be an active listener. Good managers do more than pay attention.
They genuinely care about people and never talk down to them. They ask their employees about
their goals and dreams, their past achievement, their concerns and challenges during this chaotic
time. They listen with their hearts and minds. They respect the employee’s thoughts and
opinions. They realize that the employees sometimes have the best answer for achieving more
through chaos.
Idea board
Initiative Board
Star Spotlight
Certificates
Gift cards
Say thank-you
Lunch
Apply these motivation techniques manager will motivate others to achieve their goals during the
most challenging of times.
Motivation
INTRODUCTION
Motivation is to give reason, incentive, enthusiasm, or interest that causes a specific action or
certain behavior. Motivation is present in every life function. Simple acts such as eating are
motivated by hunger. Education is motivated by desire for knowledge. Motivators can be
anything from reward to coercion.
A common place that we see the need to apply motivation is in the work place. In the work force,
we can see motivation play a key role in leadership success. A person unable to grasp motivation
and apply it will not become or stay a leader. It is critical that anyone seeking to lead or motivate
understand "Howletts Hierarchy of Work Motivators."
Salary, benefits, working conditions, supervision, policy, safety, security, affiliation, and
relationships are all externally motivated needs. These are the first three levels of "Howletts
Hierarchy" When these needs are achieved; the person moves up to level four and then five.
However, if levels one through three are not met, the person becomes dissatisfied with their job.
When satisfaction is not found, the person becomes less productive and eventually quits or is
fired. Achievement, advancement, recognition, growth, responsibility, and job nature are internal
motivators. These are the last two levels of "Howletts Hierarchy." They occur when the person
motivates themselves (after external motivation needs are met.) An employer or leader that meets
the needs on the "Howletts Hierarchy" will see motivated employees and see productivity
increase. Understanding the definition of motivation, and then applying it, is one of the most
prevalent challenges facing employers and supervisors. Companies often spend thousands of
dollars each year hiring outside firms just to give motivation seminars.
Another place motivation plays a key role is in education. A teacher that implements
motivational techniques will see an increased participation, effort, and higher grades. Part of the
teachers’ job is to provide an environment that is motivationally charged. This environment
accounts for students who lack their own internal motivation. One of the first places people begin
to set goals for themselves is in school. School is where we are most likely to learn the
correlation between goals, and the definition of motivation. That correlation is what breeds
success.
MOTIVATION
The term motivation is derived from the Latin word movere, meaning "to move." Motivation can be
broadly defined as the forces acting on or within a person that cause the arousal, direction, and persistence
of goal-directed, voluntary effort.
Motivation is the processes that account for an individual’s intensity, direction, & persistence of
effort toward attaining a goal.
We also define motivation as a process that starts with a physiological or psychological
deficiency or need that activates a behavior or a drive that is aimed at a goal or incentive. We can
say,
P=M+A+E
Here, P= Performance
Motivation is the driving force which help 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 assignment 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. Motivation is related to, but distinct from, emotion.
Motivation is Internal and external factors that stimulate desire and energy in people to be
continually interested in and committed to a job, role, or subject, and to exert persistent effort in
attaining a goal. Motivation is the energizer of behavior and mother of all action. It results from
the interactions among conscious and unconscious factors such as the (1) intensity of desire or
need, (2) incentive or reward value of the goal, and (3) expectations of the individual and of his
or her significant others.
There are two main kinds of motivation: intrinsic and extrinsic. Intrinsic motivation is internal. It
occurs when people are compelled to do something out of pleasure, importance, or desire.
Extrinsic motivation occurs when external factors compel the person to do something. However,
there are many theories and labels that serve as sub tittles to the definition of motivation.
MOTIVATION THEORY
MASLOW’S HIERARCHY OF NEEDS
Abraham Maslow developed the hierarchy of needs, which suggests that individual needs exist
in a hierarchy consisting of physiological needs, security needs, belongingness needs, esteem
needs, and self-actualization needs. Physiological needs are the most basic needs for food,
water, and other factors necessary for survival. Security needs include needs for safety in one's
physical environment, stability, and freedom from emotional distress. Belongingness needs
relate to desires for friendship, love, and acceptance within a given community of individuals.
Esteem needs are those associated with obtaining the respect of one's self and others. Finally,
self-actualization needs are those corresponding to the achievement one's own potential, the
exercising and testing of one's creative capacities, and, in general, to becoming the best person
one can possibly be. Unsatisfied needs motivate behavior; thus, lower-level needs such as the
physiological and security needs must be met before upper-level needs such as belongingness,
esteem, and self-actualization can be motivational.
Applications of the hierarchy of needs to management and the workplace are obvious. According
to the implications of the hierarchy, individuals must have their lower level needs met by, for
example, safe working conditions, adequate pay to take care of one's self and one's family, and
job security before they will be motivated by increased job responsibilities, status, and
challenging work assignments. Despite the ease of application of this theory to a work setting,
this theory has received little research support and therefore is not very useful in practice.
Self-Actualization need: drive to become what one is capable of becoming includes growth,
achieving one’s potential and self-fulfillment.
Esteem need: includes internal factors such as self-respect, autonomy, and achievement, and
external factors such as status recognition, and attention.
Safety need: includes security and protection from physical and emotional harm.
Physiological need: includes hunger, thirst, shelter, sex, and other bodily needs.
Maslow belief as each of these needs becomes substantially satisfied, the next need become
dominant. That means people move up the step of hierarchy. So if anyone want to motivate
someone he needs to understand what level of the hierarchy that a person is currently on and
focus on satisfying the needs at or above the level.
Ten Techniques for Motivation
Motivation in the work environment has changed. Change has become the norm. Also the
motivation level of employees has changed. This can lead to increased dissatisfaction and
decreased productivity.
Multitasking
setting up appointments
To be a pure listener you must be an active listener. Good managers do more than pay attention.
They genuinely care about people and never talk down to them. They ask their employees about
their goals and dreams, their past achievement, their concerns and challenges during this chaotic
time. They listen with their hearts and minds. They respect the employee’s thoughts and
opinions. They realize that the employees sometimes have the best answer for achieving more
through chaos.
Idea board
Initiative Board
Star Spotlight
Certificates
Gift cards
Say thank-you
Lunch
Apply these motivation techniques manager will motivate others to achieve their goals during the
most challenging of times.
Motivation
INTRODUCTION
Motivation is to give reason, incentive, enthusiasm, or interest that causes a specific action or
certain behavior. Motivation is present in every life function. Simple acts such as eating are
motivated by hunger. Education is motivated by desire for knowledge. Motivators can be
anything from reward to coercion.
A common place that we see the need to apply motivation is in the work place. In the work force,
we can see motivation play a key role in leadership success. A person unable to grasp motivation
and apply it will not become or stay a leader. It is critical that anyone seeking to lead or motivate
understand "Howletts Hierarchy of Work Motivators."
Salary, benefits, working conditions, supervision, policy, safety, security, affiliation, and
relationships are all externally motivated needs. These are the first three levels of "Howletts
Hierarchy" When these needs are achieved; the person moves up to level four and then five.
However, if levels one through three are not met, the person becomes dissatisfied with their job.
When satisfaction is not found, the person becomes less productive and eventually quits or is
fired. Achievement, advancement, recognition, growth, responsibility, and job nature are internal
motivators. These are the last two levels of "Howletts Hierarchy." They occur when the person
motivates themselves (after external motivation needs are met.) An employer or leader that meets
the needs on the "Howletts Hierarchy" will see motivated employees and see productivity
increase. Understanding the definition of motivation, and then applying it, is one of the most
prevalent challenges facing employers and supervisors. Companies often spend thousands of
dollars each year hiring outside firms just to give motivation seminars.
Another place motivation plays a key role is in education. A teacher that implements
motivational techniques will see an increased participation, effort, and higher grades. Part of the
teachers’ job is to provide an environment that is motivationally charged. This environment
accounts for students who lack their own internal motivation. One of the first places people begin
to set goals for themselves is in school. School is where we are most likely to learn the
correlation between goals, and the definition of motivation. That correlation is what breeds
success.
MOTIVATION
The term motivation is derived from the Latin word movere, meaning "to move." Motivation can be
broadly defined as the forces acting on or within a person that cause the arousal, direction, and persistence
of goal-directed, voluntary effort.
Motivation is the processes that account for an individual’s intensity, direction, & persistence of
effort toward attaining a goal.
We also define motivation as a process that starts with a physiological or psychological
deficiency or need that activates a behavior or a drive that is aimed at a goal or incentive. We can
say,
P=M+A+E
Here, P= Performance
Motivation is the driving force which help 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 assignment 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. Motivation is related to, but distinct from, emotion.
Motivation is Internal and external factors that stimulate desire and energy in people to be
continually interested in and committed to a job, role, or subject, and to exert persistent effort in
attaining a goal. Motivation is the energizer of behavior and mother of all action. It results from
the interactions among conscious and unconscious factors such as the (1) intensity of desire or
need, (2) incentive or reward value of the goal, and (3) expectations of the individual and of his
or her significant others.
There are two main kinds of motivation: intrinsic and extrinsic. Intrinsic motivation is internal. It
occurs when people are compelled to do something out of pleasure, importance, or desire.
Extrinsic motivation occurs when external factors compel the person to do something. However,
there are many theories and labels that serve as sub tittles to the definition of motivation.
MOTIVATION THEORY
MASLOW’S HIERARCHY OF NEEDS
Abraham Maslow developed the hierarchy of needs, which suggests that individual needs exist
in a hierarchy consisting of physiological needs, security needs, belongingness needs, esteem
needs, and self-actualization needs. Physiological needs are the most basic needs for food,
water, and other factors necessary for survival. Security needs include needs for safety in one's
physical environment, stability, and freedom from emotional distress. Belongingness needs
relate to desires for friendship, love, and acceptance within a given community of individuals.
Esteem needs are those associated with obtaining the respect of one's self and others. Finally,
self-actualization needs are those corresponding to the achievement one's own potential, the
exercising and testing of one's creative capacities, and, in general, to becoming the best person
one can possibly be. Unsatisfied needs motivate behavior; thus, lower-level needs such as the
physiological and security needs must be met before upper-level needs such as belongingness,
esteem, and self-actualization can be motivational.
Applications of the hierarchy of needs to management and the workplace are obvious. According
to the implications of the hierarchy, individuals must have their lower level needs met by, for
example, safe working conditions, adequate pay to take care of one's self and one's family, and
job security before they will be motivated by increased job responsibilities, status, and
challenging work assignments. Despite the ease of application of this theory to a work setting,
this theory has received little research support and therefore is not very useful in practice.
Self-Actualization need: drive to become what one is capable of becoming includes growth,
achieving one’s potential and self-fulfillment.
Esteem need: includes internal factors such as self-respect, autonomy, and achievement, and
external factors such as status recognition, and attention.
Safety need: includes security and protection from physical and emotional harm.
Physiological need: includes hunger, thirst, shelter, sex, and other bodily needs.
Maslow belief as each of these needs becomes substantially satisfied, the next need become
dominant. That means people move up the step of hierarchy. So if anyone want to motivate
someone he needs to understand what level of the hierarchy that a person is currently on and
focus on satisfying the needs at or above the level.
Ten Techniques for Motivation
Motivation in the work environment has changed. Change has become the norm. Also the
motivation level of employees has changed. This can lead to increased dissatisfaction and
decreased productivity.
Multitasking
setting up appointments
To be a pure listener you must be an active listener. Good managers do more than pay attention.
They genuinely care about people and never talk down to them. They ask their employees about
their goals and dreams, their past achievement, their concerns and challenges during this chaotic
time. They listen with their hearts and minds. They respect the employee’s thoughts and
opinions. They realize that the employees sometimes have the best answer for achieving more
through chaos.
Idea board
Initiative Board
Star Spotlight
Certificates
Gift cards
Say thank-you
Lunch
Apply these motivation techniques manager will motivate others to achieve their goals during the
most challenging of times.