Instructional Strategies And Intrinsic Motivation Are Keys For Adjunct Faculty

A learners’ reason for wanting to learn something new can affect their motivation. A learner who is self-funded and wants to learn for personal or job progression reasons is likely to be more highly motivated than some who been “told” to attend, sent against their will or who is not interested in the subject.

Curriculum for excellence building the curriculum 4 skills for learning, skills for life and skills for work http://www.scotland.gov.uk/resource/doc/288517/0088239.pdf

Engaging students in the classroom can be a difficult task. Understanding the process of how students learn can help a teacher adapt the lesson to meet the needs of all students. I will encounter students that are not intrinsically motivated so I will need to find different ways to motivate each and every student. Understanding how my students learn can provide me with insights as to how to help each student learn which will minimize classroom management problems.

Pay and reward systems exist in the form of pay, bonuses and benefits, financial and non-financial and designed to improve performance, increase motivation, staff retention and increase profitability. Appreciation and gratitude is widely received as reward and the opportunity for training and development for career progression.

When students are able to act appropriately on their own, without having to be prompted, it allows for more time teaching. Students who have good self-management also make it easier for substitute teachers and in all other settings. Teaching students to set goals, to monitor their own behaviors without having to be asked, evaluating their own behaviors, talking themselves through difficult situations, and self-reinforcing and punishing, and problem solving are all things that will help students in the long run. Each of these behaviors will make students better able to be successful in life. College and/or jobs will look for people with all of these traits because these people make good students/employees because they don’t need constant supervision and also know where to draw the line for

Students are often told that the path to success tends to be a lonely one because only they can get themselves there. For the most part that is true, they must be self-motivated and passionate about their future, but along the way they get to meet special people that want to see them to accomplish their goals. From an early age the relationship built between students and teachers has molded and impacted the student’s life. The relationship they have with a teacher can define the attitude that student has with the subject being taught. A lot of emphasis is put on students when they fail a course and they question their effort. Although, the root of the problem is not always the student, but the method the instructor is using to teach the student.

A driving objective for a teacher is to affect students to advance their expertise in education by finding them the correct course. The teacher should promote positive motivation and inspiration by adhering to legislation and codes of practice which will increase every student’s focus in developing and bridging gaps to display eagerness towards a healthy broad mindset, creative thinking and brighter approach. A mentor should coordinate assessments which will reinforce the ability to perceive individuals’ abilities and knowledge progressions and moreover support them further to boost their learning capacity to acquire a well-established national standards skill set.

A well-articulated compensation philosophy drives organizational success by aligning pay and other rewards with business strategy. It provides the foundation for plan design and administration and anchors current and future plans to the company's culture and values (Kaplan, 2006, p.32). Recognizing and rewarding achievement is the cornerstone of the company A’s compensation philosophy. The mission of the company is to attract, select, place and promote all individuals based on their qualifications. The company believes that performance-based compensation helps attract, develop and retain talented professionals. In addition to base pay which based upon local market conditions and targeted to be above market, the company provides the following types of potential compensation to reward performance:

Pay and Rewards – pay and rewards attract, motivate and retain staff. The employment contract which lists rewards, whether it be pay, bonus or benefits, can remove animosity amongst employees and employers. However, recent research reveals that employees are no longer motivated by a financial reward alone, but

The key components to developing effective Reward Strategy is to ensure that there are clearly defined goals to meet business objectives, that the reward programme meets the needs of both the organisation and its employees, and to ensure that this is then supported by effective HR policies. In order to ensure these criteria are met there are a number of factors which influence how reward strategy is developed which include both internal factors within the organisation itself, as well as external factors outside the organisation.

The key to advancing the learning of individuals, small groups and whole classes is motivation. Our

In the practice of teaching, it is the responsibility of a teacher not only to teach students subject matter, but to teach students in order to enable them to grow and develop as a person. While it is essential for students to have an understanding of academic material, it is also equally as important that when students finish their education they have skills to use in

Society expects for students to be able to learn and comprehend any information that is being thrown out. Some students seem naturally enthusiastic about learning, but many need-or expect-their instructors to inspire, challenge, and

Much research has shown the necessity for students to learn the behaviors that make up self-regulation to learn successfully and be most effective in their personal and professional lives. Self-regulation refers to one’s ability to monitor their own behaviors, assess those behaviors based on their own standards, and provide punishments and reinforcements for those behaviors accordingly. In the experience of these authors, students increasingly enter classes lacking essential behaviors necessary for self-regulation and effective learning. Instructors must first understand self-regulation and how it affects the learning process, as well as provide students the necessary tools to achieve self-regulation; however, these authors believe the path to self-regulation begins from the first moment of contact with students. A classroom environment in which students feel comfortable, clearly understand expectations and receive timely responses allows students to gain confidence and trust the instructor. This type of environment sets the tone for the instructor then to share, model and shape strategies in students leading to self-regulation.

Organizations are creating and adopting innovative benefits in order to improve their overall compensation strategies. Compensation strategy defines how an organization plans to reward its employees for their time and efforts. An effective compensation strategy enhances (1) talent management, (2) supports an organization’s business objectives, and (3) provides organizations with a return on their investment. Therefore, in order for innovative benefits to enhance the competitiveness of an organization’s overall compensation strategy, the benefits must align with these three goals.