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Importance of self concept and self esteem
Define the concept of Self esteem flashcards
Importance of self - esteem
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Introduction
Self Esteem
Self-esteem refers to an individual’s overall self-evaluation of his/her competencies
(Rosenberg, 1965).
Self-evaluation and descriptive conceptualization that individuals make and maintain with regard to themselves. In this sense, self-esteem is a personal evaluation reflecting what people think of themselves as individuals. Self-esteem reflects the degree to which the individual
“sees him [her] self as a competent, need-satisfying individual”; thus, the high self-esteem individual has a “sense of personal adequacy and a sense of having achieved need satisfaction in the past” (Korman, 1966).
Self-esteem is a powerful force within each one of us. It is a person’s overall assessment or consideration of his or her own
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It evolved to check one’s level of acceptance in one’s social group. It is also serves a protective function and reduces about anxiety about life and death. It is acted as a critical factor in the grades that they earn in schools, in their relationships with their squint, and the success in later life. It is as an automatic and inevitable consequence of the sum of individuals’ choices in using their realization. Something experienced as a part of, or conditions to, all of the individuals thoughts, feelings and actions. It is graduated, involving three main levels: To have a high selfesteem is to feel confidently capable for life. To have low self-esteem corresponds to not feelings ready for life, or to feeling wrong as a person. To have middle ground self-esteem is to feel able and useless, wrong and right as a person (Crocker & Wolfe, 2001).
Self-esteem scale to check “high” self-esteem and “low” self-esteem. The Rosenberg test usually uses a ten-question battery scored on a four-point response system that requires participants to indicate their level of agreement with a series of statements about themselves
(Rosenberg, 1965).
There are two subtypes of self-esteem explicit self-esteem and implicit
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The basic underlying question is, ‘why do people do what they do’? Motivation is the fuel that drives people towards achieving their goals and objectives. In fact, without this fuel human beings would be inactive, leading to a mundane and unproductive life. In this sense, motivation is not what the employer does to employees but rather the urge that comes from the employee (Byars & Rue, 2002).
The concept motive is defined as a drive that leads to the motivation of employees in the workplace. Motivation is a key factor in social services and equally valuable to the social work manager. Motivation is to maintain and control the behavior of desirable actions as a stimulant.
The importance of motivation reflect simple in theory, but it is difficult to measure experience.
Motivation "in a particular job and the employee contribution behavior” is defined as the basic tools of financial rewards, incentives and psychosocial management and organization are discussed (Kocel T, 2003).
Motivation is further defined as the psychological process that causes the
Affective models of self-esteem assume that self-esteem develops at an early age and is characterized by two types of feelings. One of these feelings which is call feelings of belonging is rooted in social experiences and the other which is feelings of mastery is somewhat more personal
"The individual's belief about himself or herself, including the person's attributes and who and what the self is".
Nitin N., Boris G. and Linda-Eling L. (2008, July 01). Employee Motivation: A Powerful New Model. Harvard Business Review.
Research has shown that motivation in an employee is an important factor which determines his performance. Motivation is the “driving force within individuals” (Mullins, 2007, p. 285). It is the concerned with finding out the reasons which shape and direct the behaviour of the individuals. The people act to achieve something so that they can satisfy some needs (Gitman and Daniel, 2008). It is important for the manager to understand this motivation of individual employees in order to inspire them and devise an appropriate set of incentives and rewards which would satisfy the needs that they have individually (Kerr, 2003). Once these needs are expected to be met in return for some specific behaviour or action, they would work more diligently to have that behaviour in them and to achieve that objective (Meyer and Hersovitch, 2001). Since it would lead to early and fuller achievement of the company objectives as the individual would work more diligently, it would lead to better organizational performance (Wiley, 1997).
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.
There is no shortage of motivational theories, just as there is none for leadership theories; however there are a few particularly important ones. It is interesting to note that even some of the most notable ideas of motivation are nothing more than untested hypotheses with simple anecdotal observations as a backbone that has served for years of...
The majority of people on earth work either with or without salary (housewives, volunteers). Why some of them work more and others less? Why some of them are happy in their jobs and others are not? The questions were puzzled managers and psychologists who, through the understanding of employee incentives want to steer their behavior to reach the objectives of the organization. The following essay will consider two basic motivation theories that attempt to answer the above questions.
associated with people feeling that they are accepted for whom they are and what they believe in.
Of the numerous speculations of work motivation, Herzberg's (1998) motivator hygiene theory has been a standout amongst the most persuasive in late decades. Essentially, the hypothesis isolates propelling variables into two classifications: Motivator factors, which have a remark with the work itself, and Hygiene factors, which have a remark with the encompassing
Motivation is an aspect of managerial function of directing under execution. It is necessary as a means to induce people to work, as they are able and trained to do, willingly.
Bartol and Martin (1998) desribe motivation as a power that strenghtens behavior, gives route to behavior, and triggers the tendency to continue (Farhad et al, 2011). This
Motivation refers to the forces within a person that affect the direction, intensity and persistence of voluntary behavior Motivated employees are willing to exert a particular level of effort (intensity), for a certain amount of time (persistence), toward a particular goal (direction). After all, motivation is one of the four essential drivers of individual behavior and performance. (McShane L. and Von G., 2010, p.132).
Reference : Being proud of oneself as a person or being proud of one's physical Appearance: What matters in feeling well in adolescence.
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, 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...