How to Motivate Fred Maiorino

4. Motivation is an external force on the person that causes him or her to engage in specific behaviors.

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

This influenced his patients to be able to connect with him and be willing to express their needs. In addition, patients find themselves a part with their practitioner and not that they are just a subject at the

For every human being, we all need some types of effort before achieving the ultimate result that we are so desire for. However, there's different level of effort, some may be high and some may be low. In other words, the result can be vary. Either way, the effort creates the result, without the effort the result will never be generated. One of the example of effort is sports. In sports, player can start of great and generate great number, but if he/she did not put in the effort the number will decline immediately. For example, Tyreke Evans, a NBA (National Basketball Association) who got drafted 4th in 2009, he puts up a crazy stats at the start and winning the rookie of the year honor. However, due to his lack of effort his number decline

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.

In direct contrast to Fred was a city manager that I worked with at the City of Lee’s Summit named John Pinch. John had the need repeatedly tell people how qualified he was to hold his position and had a habit of exaggerating his experience. His mantra was that our job as his management team was to make sure he “wasn’t hit by a mack truck” which mean he didn’t want to be blindsided. On many occasions he would pace in my office to share with me a question that had been posed by a council member, and he would proceed to practice his answer. The problem was that typically the answer he was practicing was not complete or accurate. Between his arrogance and dishonesty, he was a very unlikable manager in a leadership role and did not have the support of his management team. On one occasion he required the management team to attend an offsite team building exercise which was a canoe trip. He had failed to tell the Mayor and Council the entire team would be out of the city for the day and when he was questioned by them and understood they were upset, he lied and told the Council that the entire management team went voluntarily and took a vacation day to attend. Both were untrue and then to cover his lie, he had the Human Resources Department deduct a vacation day from each management team member. This later came to light and John was asked to leave his position with

“Motivation is generally defined as the psychological forces that determine the direction of a person’s level of effort, as well as a person’s persistence in the face of obstacles.” When a person has an increased level

Previously, he worked at a nursing home where he spent a great deal of his time socializing with his patients during their rehabilitation. He understands the importance of listening to the concerns and questions of the patients, and ensures that he builds a trusting relationship with each of them. In order to grow as a therapist, he is always learning something knew from his fellow therapists and doctors which he works closely with.

3. Fred reacts to pressure or stress well and stays cool. I have worked with him in Inspections where there were extreme hours and high pressure was the norm. Fred always put the service first. I know firsthand that Fred exercises every morning and on the weekends that helps him maintain a health attitude. He comes to work each day charged.

for,” said Pellerin. During his time in sales, he strived to do well, with decent hourly pay, great

3. The three approaches to motivation are Activation, Persistence, and Intensity. Activation is the involvement it takes to make a decision to begin a behavior, such as enrolling into a course or class. The affect that it has on motivation is that if a person has a low activation preference they become lazy or unmotivated. A high activation preference means the person

“A big part of achieving success, according to Barnes, has been moving the corporate culture towards one based on teamwork and integrity. As a leader, I need to instill the right culture and values that will stand the test of time” (Routson, 2009).

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

He actively contributed to the group, and thoroughly engaged in discussion during meetings. He was punctual to all meetings, and always met group deadlines. With our group all being in different faculties and departments, Jimmy provided insightful ideas from a social - science and biology standpoint. He continuously sought to help others, and assisted others with their responsibilities in the final report. He always looked for what more could be done, and worked in a manner to help

With a professional goal to be exceptionally good at anything he puts his mind to, George is the perfect example of one who motivates others through example, hard work, and understanding the needs of those he works with. He also makes effective use of such actions as communication, constant feedback, and honest performance management; actions Baldwin & Bommer consider key components of successful leadership. George considers constant coaching, feedback, and discipline through love and support the only way to “encourage good behavior and stop the bad.” And as someone who believes an email is just as good as a gift card in providing motivation, George firmly believes his employees work more efficiently when he takes the time to invest in their development; no matter the form of praise taken. Whatever walls are often built between employees and executives are nonexistent among George teams, who are always allowed opportunities to make decisions and contribute to the group effort. Although high level decisions are made by the executive team, George makes it a priority to formulate strategic, day-to-day operations with his team’s involvement. When faced with conflict, he is quick to find the root of the problem; ignoring the inclination to judge in order to give everyone the benefit of the doubt in being