Personal Interest

Reward, whether it is financial (in terms of a monetary bonus) or simply praise and the recognition of success, will positively impact levels of motivation within a team. For example, a sales team working towards a target, that if achieved will mean a financial bonus will be more motivated than a team without this incentive, especially if a high percentage of that team have money as a primary motivating factor. The effect of praise and recognition on staff will be a team that feels valued and appreciated by its organisation. This will help promote harmony and make for a stronger, healthier and a more motivated team. A team that is not praised and recognised will soon start to feel that their hard work is not appreciated.

As a manager the three motivational methods that should be used would be to provide monetary incentives, employee recognition, and training incentives. Monetary incentives are one method that can be used by a leader or a manager in his or her workplace, these incentives is to reward an employee for his or her outrageous work-related performance. These incentives may include such as profit-sharing within the company, stock options, performance bonuses, and scheduled bonuses. These different types of monetary incentives can increase the motivation of its workers and can lead to more productive, less absenteeism, and may improve one’s quality of service. Monetary incentives when awarded to one employee may also be a morale booster can also encourage other workers to improve his or her work performance, and maintain a healthy, friendly, positive work environment. A healthy workplace is a product of a successful and productive work environment. Working in this kind of economy, monetary incentives is the excellent method to use. However, these incentives may persuade others and may not to some; the result will be the same, increased quality work

The thought of incorporating personal interests in traditional academic studies is certain to conjure images of an exciting and creative learning environment. These images can leave individuals with a different perception of what true academic structure may be. For American author Gerald Graff, re-developing traditional academic courses to attract personal learning styles is the best way to gain the interest of students and increase their ability to retain knowledge. In contrast, traditional educators argue that learning is best accomplished through academic resources and successfully fulfilling core requirements. By ignoring the complex relationship between personal interest and academic knowledge, traditional educators negatively impact academia by rejecting the opportunity to develop a diverse and creative student population, isolating students that lack academic knowledge and dismissing effective techniques that have educational merit in augmenting critical thinking skills.

This foundation, whether healthy or unhealthy, will form the way in which a person relates as an adult. Like Wilson (2001) and Hawkins (2010) who assert that external factors, such as other people, impact an individual’s emotions and behavior and ultimately form the personality structure, I also believe this personality theory. The Source, Role, and Function of Motivation (.5)

The ethical theories to explain this will be consequentialist theories which are fundamentally concerned with the moral outcomes of specific activities, non-consequentialist theories which have a tendency to be comprehensively concerned with the aims of the individual settling on moral choices about specific activities and agent-centered theories which are more concerned with the general moral status of people, or specialists, and are less concerned to distinguish the profound quality of specific activities (Manuel Velasquez, and Kirk O. Hanson,

Personality, as one of those differences, can reflect the ability or inability to cope with the expectation and demands of organizations. An introvert, for example, would possibly not contribute himself to the job which requires expressiveness and implusiveness (such as salesman or M.C.). Individual values, attitudes, needs and expectations which build up human behaviour explain why and how individuals are motivated to satisfy themselves for certain goals in certain ways (Rosenfeld & Wilson 1999). The question about how motivation dominates individual behaviour will be discussed in the following essay. 2.

¨Human behavior flows from three main sources: desire, emotion, and knowledge” (Plato). Some people believe people do things only for personal rewards. Although, the reason people help others is they want to. The most important factor in why people choose to do something is the desire to help others. People choose to do something nice when they yearn to do it and people choose to be selfish when they have the wish to only care about themselves and not others.

A reward is a high extrinsic motivator. The reward can be monetary, gift certificate, day off with pay, a two hour lunch, or working for two hours on anything but work. All entice performance and competition in the workplace. A gold star, being the teacher’s helper for a day, no daily

Ethical egoism claims that all our actions can be reduced to self-interest. This is a controversial moral theory which sometimes can be detrimental. Without a well-defined framework of the nature of self-interest, ethical egoism enlarges the animalistic nature of humanity in which can result in unfavorable consequences. Ethical egoism also fails to provide a solution when a conflict of interest arises. By only acting out of one’s self

In his argument, Hinman (2007) asserts that every action that people engage in is motivated by self-interests or pleasure or direct benefits the agent or to avoid living with guilt in the future. This is the nature of human beings. Even the most altruistic action is in actual sense motivated by the egocentric desire of the actor (Hugh, 1898).

Silvia stated the functions of interest to be learning and exploration motivations. People acknowledge the fact that interest boosts performance and motivation and actually apply it to their lives. The example stated in the article is that in order to make a task more interesting, people modify the task to make it more complex or work with a friend. One can find no negative aspect in interest, because one never knows if one might need a new knowledge or experience later in the future. Interest can be said to involve taking

Self-interest plays a motivator role in morality field that makes people can consider themselves without destroying the ability of others to meet their own wants. Starting with some key terms that Smiths mentions in his books: selfishness means someone who only knows to satisfy himself without consider others’ feelings and it might deprives others’ happiness (Black 2006, p.8). Comparing to selfishness, the term ‘self-love’ means ‘pure ego’ (Fitzgibbons 1995, p.137), while the term ‘self-interest’ is an updated version of self-love, because it contains virtue and leads to self-love into a moral level (Fitzgibbons 1995,

One might contemplate an aspect to life may be the pondering existential question; what motivates people to do what they do? The human experience is exceptionally complex due to different variables attributing to our individual experiences. Though each person 's experience is particularly unique to themselves, as a general phenomenon, people seem to have some similarities in experience that bring us together as a bonding universal community. Through many different theoretical lenses, we can look through the study of psychology of how motivation contributes to human behavior of why people do what they do.

In our lives we use ethics on a daily basis along with our own morals. Our ethics and morals influence the way we make decisions and the way we choose to respond in different situations. At some point in a person’s life there comes a time when a person must choose between sides, and be able to differentiate between wrong and right and what is befitting for humanity as a whole, which is when we apply our personal ethics system.

Being rewarded and recognised for their work or contribution is what keeps an employee motivated to work towards achieving the organisational as well as personal goals. When the employees is motivated by rewards, they will have job satisfaction consequently increasing the productivity of the organisation. It necessitates the need of managers to pay more attention in understanding their employees and come up with suitable types of reward systems for the organisation so that the employees are intrinsically and extrinsically motivated all the time. The hypotheses that I put forward here is to support this statement that effective reward management is critical to