Hrm/531 Week 2 Individual Motivations

Motivation is a key aspect in the organization or workplace, and it is imperative to know the basic theory application and methods dealing with any problems that usually unavoidable for the employee and will come up in any work environment. This is a mandatory skills for a leader or future manager to know how important on how to motivate his or her employee to work more efficient. Motivating employees is a big dilemma for managers. To produce a higher level of performance and productivity, manager’s today are obliged to pay more attention on this matter. Every employee needs different types of motivation. In this paper will elaborate three motivational methods that a

Motivation in the workplace is very crucial for businesses and people. For most healthcare managers they have a lot of stress on them daily. As manager they provide leadership, guidance, and skills to their employees. Making sure the workplace operates correctly not only for the success as a team but also for the public. There are different ways motivations can affect us in a behavior standpoint. Quoted “Based on psychological and neurobiological theories of core affective experience, we identify a set of direct and indirect paths through which affective

(10 points) Summary Reflection: Putting all your results and findings together, write a detailed paragraph about what all of this means about you. Include thoughts on how your learning style, your personality, your study habits, and your communication skills relate to achieving your personal, academic, and career goals.

Describe your overall reaction to your assessment. Did you find it accurate and informative? What other typology, if any, do you believe might also describe you? Were you surprised by anything that it said about you? Why?

Before you start working on this part of your assessment, carry out some planning by answering the following questions.

The MBTI (Myers-Briggs Type Indicator) has given me insightful information over 4 different dichotomies: 1)Where I focus my attention 2) How I take in information 3) How I make decisions based on the information and 4) How I deal with the world. After completing the assessment, I was dubbed ‘INTJ’. This being 9% Introvert, 38% iNtuitive, 3% Thinking, and 31% Judging. To my surprise, after reading the detailed report, I found most of the information presented, to be ‘spot on’. According to the Center for Confidence and Well-Being, “Of all the personality types, INTJs are most motivated by “vision”. They have a great need to come up with a unifying idea of a future, improved state, which is then their job to realize. This inner vision can be so strong for INTJs and so individual that they are often reckoned to be the most independent-minded of all the types” (Craig, C., 2014). This provided me with great validation that I have been lucky enough to find myself in the right career. Currently, I am the interim Director of Quality at an acute care hospital in San Diego. Daily, myself and my team are looking for ways to improve hospital processes, systems, and relationships. Always striving for a future vision or ‘ideal state’ of how we would like to see our organization functioning to better serve our community. Many people have told me that they could ‘not do what I do’ simply because of the data collecting, analyzing, reporting, and

The results I received indicated my motivational value system falls primarily into the Red (concern for performance)-Blue (concern for people) when things are going well. The report indicates I lean just slightly more towards the red zone. As the report describes, I am motivated by growing and developing others with a strong desire to direct, persuade or lead others for their benefit. In the workplace I can see myself behaving in accordance with both red and blue motivators. By the inherent nature of my current job as a manager, I am responsible for directing and developing others. When things are going well, I enjoy my role and see where being motivated as “Assertive-Nurturing” serves me well. I am positive and forward thinking at work, I get along well with multidisciplinary teams and have a reputation of being able to work through complex scenarios with others. I find myself mediating heated situations often filling the harmonizer role (Perlmutter, 2017). I feel rewarded when I can help move relationships forward or resolve conflict. I consider myself

Proceeding, I set up an additional interview to find out about the current evaluation process that the program is currently using. I hope that the information will help me as I select the assessment tools that I will use. Some of the questions that I was thinking of asking were:

Performing a comprehensive and thoroughly detailed client evaluation of habits, lifestyle and social environment to determine the most appropriate health solutions and motivational strategies for your health and wellness objectives and meeting or exceeding your expectations.

After taking the What Motivates You quiz I found out I am motivated the most by achievement and the least by affiliation. I was not surprised when I found this out. I’m not a person who needs to have friends or be surrounded to be happy. I am happy being alone or with a small group of people. I honestly don't want to form personal relationships with the people I work with because I feel like that could cause some drama. Achievement is definitely something I strive for, so I was not surprised when that was the one I scored the highest on. I am always striving to do my best at work. I want to achieve high level task. Power is something that I am unsure about. Part of me wants power because I don't like being told what to do and part of me doesn't

The three assessments listed below were surprisingly similar to the Kato self-assessment. The Keirsey assessment started off right then it took a turn to somethings I couldn’t agree with, such as the careers my personality type is drawn to. The one about my strengths I fully agree with it describes me all the way, especially the part about having a great sense of self. Another thing I spotted through this process was a few weaknesses I have, for example I have a short attention span, issues with upper level math, writing, and bad study habits. One thing I know is that I do have to improve on all these skills especially for the career path and move I want to make in life. This assignment was a real eye opener; something like a SWOT analysis.

Think about your own experiences with assessment. Describe a NEGATIVE experience with assessment from when you were a k-12 student. Specifically, highlight the REASONS you believe your experience was NEGATIVE based on what you have learned in this course.

The differences in emphasis will directly affect how we perceive the tasks and our motivations for completing the task that may cause conflict between us. The DISC assessment is a great tool that any manager can use to help identify his or her leadership style and motivations and can use the information provided within the assessment to help identify reasons for conflict with other team members or subordinates.

Health motivation is believed to be a key factor for motivational health behaviors and health outcomes (Rabideau, 2005; Ryan & Deci, 2000). It is also a predictor of an individual’s motivation to change health behaviors, which may be increased by strengthening health knowledge and reducing health risks (Schwarzer, 2001). Motivation in regards to health behaviors may be able to alter cognitively-based interventions using health education.

Motivation is a multi-faceted process, and it is important to understand that all of these facets need to be running smoothly in order for workers to be motivated to perform at high levels. If just one component is low, motivation to perform well will also be low (Pritchard & Ashwood, 2008). When a manager finds motivation within their team to be low, it is important to take immediate and complete action. A four-step process that includes planning, evaluation of current motivation levels and diagnosis of the problem(s), identifying possible solutions, and finally going forward with the appropriate solutions and measuring results. In the case study: “Diagnosing and Improving Motivation