The Motivation Model

As a wonderfully made creation of God, man was created to have basic needs regardless of his cultural background. Certain behavior patterns can be seen in humans as early as our entrance into the worldly realm from out of our mother’s womb.

In “The Surprising Science of Motivation”, Dan Pink explained how the 21st century is requiring people to become more creative and think outside of the box. Allowing yourself to view all the possibilities instead of restricting solutions can provide more positive rewards. As a result, I find myself understanding the concept that external rewards like money are not the best way to motivate ourselves or others. Therefore, motivation lies within everyone by giving them the power to examine three elements of motivation which include autonomy, mastery, and purpose. Those that follow this motivation are not receiving cash reward but a reward of accomplishing their own task. In summary, I know understand that a person can be motivated by their

Motivation is an important factor in any kind of behaviour change. However, when it comes to sport specific, performance related goal, it plays a huge part whether people will achieve their goal or not. SDT is a great theory to apply to find out where the client’s motivation is coming from and the aim is reach the integration stage of extrinsic motivation. We believe being purely intrinsically motivated is very rare especially in a world where competition and acceptance by others has a huge effect on people’s behaviour.

My motivation factors are extrinsic and intrinsic. Not only do I wish to obtain exceptional grades and receive a bachelor's degree, I also wish to learn and challenge myself. I agree with most if not all, of what Daniel Pink stated. What is most important to me is possessing autonomy over my time and with whom I spend it, however, there is still work to be performed in that area. I enjoy managing how my time is spent, which is one of the reasons my classes are online. Additionally, I prefer to be graded on my own efforts, rather than as a group. However, group or team projects, can reduce the workload, while multiplying success. Not to mention the diversity and brainstorming benefits. As for mastery, I am not quite there yet, since I am a work in progress. In reference to purpose, I do agree that we should work for something lager than ourselves. Meaning, the work I will engage in upon graduation, is not only for the betterment of myself, it is

The self-determination theory is the general theory of motivation that states people need to feel autonomous and in control of the decisions they make for themselves about themselves. Our objective within this report is to show that by allowing individuals to make the decision for behavior change, there is a greater probability of long term success for that change than if the decision is made from an outside source. We examined several studies that used the self-determination theory to motivate change for improved health. We then looked at how successful those studies were in creating change long term.

When we see a person acting in an abnormal way, we cannot help but think “why are they doing that?” We form judgements about people and question the reasoning behind their actions in an attempt to better understand their situation. This ability to understand intentions plays an important role in today’s society, allowing us to relate to one another and form deep connections through picturing ourselves in that same position. Nevertheless, there are times when we are unable to relate, and unable to understand why someone chooses to act in a certain way, say a certain thing, or be a certain type of person. This desire – this motivation to do something – has been felt by each and every human being

2. Goal theory – this is a method of motivation in which someone is given a goal to work towards to so their work output will increase.

Have you ever wondered why two people with the same job and in the same environment may perform differently or have a different viewpoint of their job? Of course everyone is different, but what is different? Perhaps it could be their motivation to perform their duties. According to David McClelland (1993), cognitive intelligence is not the best predictor of occupational status or job performance. Many people ignore the social factors that contribute to job performance, like motivation.

In today’s workforce there are many reasons why individuals get up every day and go to work. For most it is because they have bills to pay and this leads to their motivation to work is for the outcome of a paycheck. That is true for most, but how does motivation apply to an individual once they are at work and must perform their daily duties? No matter that is painting houses or a high level CIO building the backbone of a fortune 500 company, these individuals’ performances are based on their expectations of something in return. Some may put out more effort than others for their various reasons. How does a supervisor, director or owner get peek productivity out of there employees?

Six years ago, I was asked to manage a client retention team working at a superannuation fund. I had been working as a call consultant within this same team for two years prior. I was the most experienced consultant in the team and my results showed I was achieving 130% of target, the remaining five consultants were averaging 50% of their targets. The five-other staff were very inexperienced, total time spent in the team tallied less than 12 months. My manager expressed concern that my output would drop because of my added responsibilities, I acknowledged this would happen. I believed in time would more than triple any shortfall from my own output.

The message is clear - if management can find out which level each employee has reached, then they can decide on suitable rewards.

Motivation can be divided into two different theories known as intrinsic (internal or inherent) motivation and extrinsic (external) motivation.

Stress and conflict in the workplace can cause major emotional and physical damage to the facility and workers. In the past, there have been reports of tragedies caused by disgruntled workers who may have clocked in with a gun in hand. We are going to look into ‘three motivational theories including the relationship of stress and conflict in relation to individual motivations.’

Victor H. Vroom’s Theory (1964) developed the Expectancy Theory of Motivation. This theory is a behavioral theory that one behavior of an individual will be chosen over another type of behavior when positive performance will lead to desirable rewards. Figure 3.3 will illustrate the three components to this theory: expectancy, instrumentality, and valance, and show how the variables of Vroom’s theory is designed.

There could be distinctive elements that impact the use of online banking. Acceptance of online banking services can be increased by the availability of quality internet connections like broadband (Al-Somali et al., 2009). Consumer acceptance of online banking is the greatest roadblock to the success of e-banking.( (Gould, et al., 1991).However certain factors also exist that hinders the adoption of e-banking which differ from environment to environment. As according to the study of Laforet and Li (2005) perception of risks as well as computer and technological skills are the main factors causing obstruction in online banking acceptance. The TAM model provides the link between Perceived Usefulness, privacy and Security and consumer satisfaction. ((Davis, et al.,1989).