Consequences Of Fear Motivation

Motivation is derived from an internal force that provides an individual the opportunity to achieve their needs or goals. People are motivated by a variety of things and often have different motivating factors. Employers should be mindful of individual motivating factors when attempting to motivate staff to increase performance. While some people may be motivated by money, many are motivated by things like: recognition, promotion, and increased responsibility. Once an employer has identified motivating factors they are able to analyze a variety of motivational theories to design and implement a program that will motivate employees to go above and beyond what is expected of them.

Without going into the fine details and depth of all the motivational theory, we will use

(Robbins and Millet and Cacioppe and Waters-Marsh, 1998, p.10). An important area within organisational behaviour is motivation.

What is motivation? As manager’s, motivation is one of the most vital and crucial assets to possess in managing a business. This drive is a critical tool to use in the work place and determine the success or failure of an organization. Motivation is a driving force that initiates and directs behavior. In other words, motivation is an internal energy that drives an individual to do something in order to achieve a certain goal. Therefore, creating a motivating environment in the workplace will lead to happy employees. Creating a work environment like this, managers can expect low staff turnovers, improved productivity, happy customers, and better financial performance. Therefore, the input of motivation use towards employees determines the output efficiency of the company. However, everyone involved in an organization is motivated differently. Everybody has their own individual needs in regards to motivation. Depending on how motivated a person is, determines the effort that individual puts into the work and therefore, how productive they are.

Dr. R.W. Rogers created the Protection Motivation Theory in 1975. He proposed this theory to explain the effects of fear and how they can affect behavior. Rogers explained that fear initiates a cognitive process where the person takes into account a threat appraisal and a response appraisal which results in an adaptive or maladaptive behavior. Much of his work was based on Richard Lazarus and Howard Leventhal’s work on how people cope with fear. Their work focused on fear reaction divided into two processes: danger control (threat appraisal) derived from environmental cues and fear control (coping appraisal) an internal process. Rogers created the first three constructs of PMT based on environmental cues. They are referred to as threat

'Motivation is a process that influences the direction, persistence and vigour of goal-directed behaviour. Psychology 's diverse theoretical perspectives views motivation through different lenses. (Passer, Smith, Holt, Bremner, Sutherland, Vliek., 2009, p.475). The psychological motivational theory that I

The individual is doing something that he or she doesn't want to do and isn't being rewarded for it. The mindset of performing an undesirable task contradicts with the cognition of not being rewarded. However, dissonance in this case can be lowered by justifying why the individual is performing the task, maybe by talking up the goal. In one experiment, people performed a task with an unattractive goal, but tried to convince themselves that the end goal was attractive, since they had put a lot of hard work into it. People who didn't have to work as hard still viewed the end goal as being unattractive. The opposite effect happens with punishment. A person persuaded to stop a behavior of something attractive via threats creates dissonance. The desirableness conflicts with stopping the act, so a justification is needed to convince him or herself that the behavior is no longer desirable. If a threat is severe enough, the person should have no problem stopping that behavior and won't feel contradicted.

To begin, Elliot defines motivation as a basic innate drive for success. This drive encompasses the individuals desires, or ambitions for success (Rabideau, 2005). Achievement motivation therefore, is based primarily on reaching

Fear is a very distressing emotion caused by the belief that something dangerous, evil or painful is going to happen. It could be real or imagined fear. Fear is one of the most important human emotions, helping to keep us safe by alerting us to danger. The fear response prepares us to run or withdraw from threatening situations. Everyone has at one point of life experienced fear whether regarding anxiety or tension about something. Fear can occur in different ways such as laziness, cynicism, arrogance, recklessness, apathy, and despair. Fear of failure and looking stupid, fear of denial and disapproval and finally fear of not measuring up or being incompetent. Fear has the mandate to trap us in jobs, careers, relationships and disorient our

There are several different kinds of motivation, and some of the different types include extrinsic motivation, intrinsic motivation, physiological motivation, and achievement motivation. Intrinsic, extrinsic, and psychological motivation all play a role in an individual’s achievement motivation. Extrinsic motivation is motivation from outside circumstances that can influence an individual’s motivation. Extrinsic motivation factors can range from social acceptance, a promotion, or even a monetary reward. Intrinsic motivation on the other hand is motivation that comes from within an individual. Intrinsic motivation factors would be a person’s enjoyment and satisfaction they get from achieving a task. A person’s

Fear is a key aspect that has played an important role in human survival since the beginning of time. Fear can greatly affect a persons way of thinking, their physical appearance and even their chemicals in their bodies.

Fear is something everyone gets. It's actually normal to be scared. If you think about it, fear keeps us from doing some things that may harm us. A little fear may also be exciting. How? Well, say you get on a scary ride at the amusement park and you're a little frightened. You know you will be safe but, it's just frightening. Fear can drive action by doing certain things that are scary or fun. It can affect your actions because of being afraid. It can also make you change, depending upon who you're around.

Fear can create an instinctual response to perceived danger. A good example is of the time my husband and I were alone on a long hike in the jungles of Belize and came upon a fer-de-lance snake that would most likely have killed us with its bite. Without any time passing, my instinct of fight or flight emerged and I pushed my husband out of the way, telling him to run as I did. Also, in an instinctual state of fear, someone can perform tasks they did not think were possible such as being able to lift a

After identify these level, organization can identify whether the employee are in expected level or performing at the potential level. Therefore talent management strategy and practice help to identify the gap between the performance levels. As a result of identify the gap, management can provide training and development to employees to achieve expect level. And it help for management to evaluate, analysis, develop and manage the current performance levels and, to mentor the employees to reach the carrier lander.

‘Motivation’ is derived from the Latin term ‘movere’ that means ‘to move’. Thus, motivation is a process that starts with a physiological or psychological deficiency or need that activates a behaviour or a drive that is aimed at a goal or incentive (Luthans). Broadly speaking, motivation is willingness to exert high levels of efforts towards organizational goals, conditioned by the efforts’ ability to satisfy some individual needs (Robbins). Need means some internal state that make certain outcomes appear attractive. An unsatisfied need creates tension that stimulates drives within the individual. These drives generate a search behaviour to find particular goals, that if attained,