Motivating Operations

I chose motivation as my construct because I am very curious at what drives people and keeps them on track to reach goals, deadlines, and thing of this nature. Motivation of course is not something that can be measured, nor could it possibly measured accurately. First motivation can be defined in multiple ways to different people. Internal and external influences that fuel desire and energy in people to be continually involved and faithful to a job, role or subject, or to make an effort to attain a goal. Motivation results from the interaction of both conscious and unconscious factors such as the strength of desire

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

“Motivation is the process whereby goal-orientated activity is instigated and sustained” (Schunk, Pintrich & Meece, 2008. As cited in Eggen & Kauchak, 2010, p.284). Motivation comes in many forms and can be divided into two broad categories - extrinsic and intrinsic motivation. Extrinsic motivators are external

Cameron, J., Banko, K. M., & Pierce, W. D. (2001). Pervasive Negative Effects of Rewards on Intrinsic Motivation: The Myth Continues. The Behavior Analysist , 1-44.

Upon doing more research I found a website that names and explains 6 different types of motivation.

The theories relating to the motivational methods and techniques I have chosen to reinforce the information are the two-factor and expectancy theory. The two-factor theory was developed by Frederick Herzberg’s and falls under two categories the satisfier and hygiene factors. The two are linked and are identified as being turned

CM utilizes operant conditioning to motivate particular behaviors through positive reward by motivation of a rewards. Types of incentives that are most popular in CM include Voucher Based Reinforcement (VBR) and Prize Incentives, a more cost effective way to gain a prize, lottery style. Both incentives reward positive goal oriented tasks such as drug free urine samples and consistency in attending counseling sessions. (NIDA, 2016). Studies conducted in methadone clinics and counseling treatment programs have reported that incentive-based interventions are highly effective in keeping clients abstinent from drugs and motivating client treatment retention (Petry and Carroll,

As you may have heard, Mr. Swift has made a very modest proposal about what to do with the situation of starvation among adults. Mr. Swift has proposed that after a year of a child's birth, they be eaten if the family wishes. I, being a mother of a baby, currently, could not approve of this proposal more. Me and my husband together, concur, this will allow us to not go hungry, but also fulfill our wish to have another baby. We've always wanted more kids, but we only desire a baby. We don't want them after they have grown older. We already have an older son. Now, with this proposal, we won't go hungry and we can stay full for months on end and all I must do is push out a baby. No big deal.

'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 standard way of thinking about motivation has it that the only way to get people to be driven is to reward them extrinsically. In other words, the way we generally try to motivate people is by dangling a carrot in front of their face, or pushing them with a poke to the ribs with stick. Many people assume that if you want someone to do something, you incentivize them with external compensation. For example, if you want a student to work harder in class, offer them extra credits. If you want your basketball team to be better, make them run more suicides as punishment. However, in this book, Drive: ’’The Surprising Truth About What Motivates Us’’ by Daniel Pink challenges this conventional, preconceived notion of motivation of carrot and stick mentality. Pink divided motivation into three categories that evolved over time: motivation 1.0, 2.0 and 3.0.

Provide a description of how effective motivational techniques can and do affect all managers and organizations.

This diagnostic is designed for you to either assess what motivates you, or to assess what motivates others.

Motivation and theories -------------------------- 2.1. Definition and theory framework ------------------------------------ Motivation can be described as the driving force of individual behaviour to fulfill needs or achieve goals. Mitchell defines motivation as 'the degree to which an individual wants and chooses to engage in certain specified behaviours' (Mullins 2002:418). In terms of this definition, various theories have been developed around.

Behaviour Modification in Applied setting, Dorsey Press, Ilinois Kate, W. C. (1989) Symposium of Motivation, University of Nsukka Press, Nsukka Katz, D. & Kahn, R. (1966) The Social Psychology of organizing, John Wiley and Sons Inc. New York Kelly, J. G. (2000) Perspectives on Motivation, McGraw-Hill, New York. Kerr, S. S. (1989)

Motivation represents the forces within a person that affect his or her direction, intensity, and persistence of human behaviour in organization (Campbell & Pritchard, 1976, Craig C.Pinder, 1998).Motivation is a psychological process in organization that helps it to increase the productivity, good turnover, achieving target on time, and also provide the job satisfaction to an individual (Luthans &Madauburn, 1998).