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The A Motivation - 8.6 Motivational Challenges
We have seen many of the ways in which motivation can be built and sustained. People get motivated based on the need stage they are in based on Maslow’s hierarchy in rising order- physiological, safety, social, esteem and self actualization. People are motivated to achieve their goals be it personal or work related in their business or organizations that they are employed. As in every sphere of life, challenges exist in the motivation area too. Due to these challenges, people get de-motivated from pursuing their goals. But there are many ways how one can overcome these challenges. The below list will help us look from the challenge perspective and help to identify and remove obstacles in our path.
• Multiple choices: There are many situations in the pursuit of chasing our goals, which we come across where there will be multiple choices to choose plan of actions. This scenario can be confusing to the person and can slow down the chase. It is like a kid in a candy store. There are multiple types of sweets and he will take a very long time to make a decision as he cannot buy all of them. The best way for a person facing an abundance of options is to narrow the list down to two or three options. It will be
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The motivation helps them deliver their best. However, there are a few challenges in case the person is not healthy. Following up pursuit of goals is not an easy task. It involves lot of hard work and sacrifices to achieve milestones. This has its effects on the body in terms of stress which could harm the person. Exhaustion can lead to the person getting demotivated. So one has to take care to see that physical fitness is maintained with regular exercise. A person’s sleep pattern also has to be analyzed and needed corrections done so that good health will help in good
A vast amount of psychological evidence suggests that a positive correlation exists between motivation and success; Individuals that are highly motivated will ensure total preparation, which, in turn, will ensure maximum performance and success. This same concept applies to making changes in life. In reality, change can be difficult; people’s lives are relatively enduring and habits are usually deeply rooted. Breaking habits and finding the motivation for meaningful and long lasting change can ultimately lead to a rewarding and fulfilling
Motivational interviewing is a more direct, client-centered approach, and is best used for clients who are showing a great deal of uncertainty about change. The goal of motivational interviewing in human service work is to help resolve the client’s uncertainty about change, encourage change in the client’s life, and motivate the client into change. This is a short term interviewing skill used to gauge where the client is at in the counseling process and where to go forward from there.
Menu: Provide a choice or menu of options related to the goals and means the patient wishes to implement to reduce alcohol consumption.
My experiences with behavioral change comes mostly from the self-work I have done. Prior approaches to discussing behavioral change with a friend, client, or acquaintance are reflections of content and feeling, summarizing, joining, open and closed ended questions, active listening, and simply engaging in dialogue. I have experienced little results in the form of feedback from people I have talked with. Many conversations with others have turned out to become all about me. However, within the last few terms at school, I have actively practiced my reflection skills and have seen and experienced positive results. My readiness to apply motivational interviewing is at a six out of ten. I am
The author trusts that all humans have some level of motivation as long as they exist. In turn, there are several well-known classic approaches that consider motivation such as instinct, drive reduction, arousal, incentive, and humanistic approaches. It is beyond the scope of this paper to describe all in detail, but a brief synopsis of each follows: (1) Instinct approach theorists suggest that humans have many diverse instincts that are biologically determined and cause innate patterns of behaviors such as reproducing, territorial protection, curiosity, acquisition, and fight, flight or freeze to name a few (McDougall, 1908). (2) Drive-reduction theory proposes that individuals have needs that are essential for survival and this need cause a tension to act called a drive. These drives entail primary drives for physical needs such as water and food, and acquired drives realized through conditioning or experience such as the need for income or social acceptance; whereas, one must meet the need to reduce the drive to return to a state of homeostasis (Hull, 1943). (3) Theorists who support an Arousal approach believe that humans are motivated by stimulation and people develop an optimal level of stimulus tension; whereas, task performances may suffer if the level is too high such as severe test anxiety or even too low such as boredom
In this paper, I will describe a couple of situations where I believe motivation can be improved and provide recommendations for improvement within my organization. When describing the lack of motivation I am specifically speaking about fear of failure. The fear of failure is described as a subconscious belief that holds people back from healthy progress toward their hopes and dreams . The concern of failing is often debilitating, which can prevent us from pushing ourselves and our organization further than we have in the past.
Motivation is therefore the force that transforms and uplifts people to be productive and perform in their jobs. Maximising an employee's motivation is necessary and vital to successfully accomplish the organisation's objectives and targets. However this is a considerable challenge to any organisation's managers, due to the complexity of motivation and the fact that there is no ready made solution or an answer to what motivates people to work well (Mullins, 2002).
First lets start with motivation, what is motivation? It is a process that drives people towards a goal. In the business industry, motivation is the driving force for employees to accomplish the organization’s goals. I...
There are many ways in which motivation can be defined. Generally speaking, motivation comprises an individual’s effort, persistence and the direction of that effort. In simple terms, it is the will to perform. (Brooks, I, 2006). Eugene Mckenna thinks that with motivation, people respond to conditions operating within and outside themselves, and go the extra mile at their role. To motivate people, elements such as needs, motives, drives and goals or incentives of individuals have to be looked at.(Mckenna, E, 2000).
Robbins and Judge define motivation by means of three elements. The first element is defined as being the process that account for an individual’s intensity which is concerned with how hard a person tries. The second element is direction that benefits the organization and the third element is persistence which is a measure of how long a person can maintain effort. Motivation is also driven by certain situations that vary between individuals and within individuals, at different times. (Robbins & Judge, 2007, p.186) These elements should not only be expected from employees but from managers as well.
healthy is a major component in ones’ overall wellbeing, more so mentally, but being healthy
Motivation is key in the workplace. It is developed from the collaboration of both conscious and unconscious principles such as the strength of desire or need, motivating force or reward estimation of the objective, and desires of the person and of his or her peers/co-workers. These elements are the reasons one has for carrying on a specific way. An illustration is an understudy that invests additional energy contemplating for a test since he or she needs a superior review in the class. The Inside and outside principles that animate want and vitality in individuals to be constantly intrigued and centered around their work, part or subject, or to try to achieve an objective.
Motivation is an important function in organizations to motivate their employees for their ability to perform well, improving their skills, increasing productivity, job satisfaction and employee extension. Employees also are not a machines that we could just program their task in their brain and they will do it automatically, they require motivation to actually do their job properly. And so, after discussing the process models of the Maslow’s “Hierarchy of needs”, Douglas McGregor theory X and Y, and also the Herzberg’s “two factor motivation hygiene theory.” understanding the ways of motivating people, the human nature, and the substance of nature. I believe that the true motivation can only come from within and also managers can actually motivate all of their employees.
Motivation is taking on a whole new world then it once did, it is not only taking on people to do small personal tasks like quitting smoking, but instead people are starting to re...
Motivation, as defined in class, is the energy and commitment a person is prepared to dedicate to a task. In most of organisations, motivation is one of the most troublesome problems. Motivation is about the intensity, direction and persistence of reaching a goal. During the class, we have learned a substantial theories of motivation and many theories of motivations are used in real business. Each theory seems to have different basic values. But, they all have been analysed for one reason, recognising what motivates and increases the performance of employees. Ident...