What Is Finding The Perfect Motivator?

Somewhere in every person’s life, there is a moment. A life changing situation that turns their entire world upside down. It could happen at any point, during adolescence or adulthood, and the result is the same. When life changes and shifts into something new, something has got to give, and it isn’t always a pleasant feeling. However, these same situations are what gives people strength and motivation to do something that could better themselves if the motivation come from the right place. Motivation stems from strange situations. It can be from a song, a conversation with a friend or a family member, or a random quote that was found on the internet, through a meme search, to post of Facebook. Either way the result is the same. Webster’s

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

Farah Ahmedi, with her prosthetic leg, undertakes a mission to cross the border and take her mother to a land free of war. Cap takes his dead friend miles across the icy land to give him his last request of being cremated. Aengus, a lovestruck man, wandered his whole life, searching for a fantasy girl he saw in the woods. All of these characters were determined to complete a goal, whether it be for love, survival, or for friendship.

While watching “The Puzzle of Motivation” by Dan Pink, I was very intrigued. Throughout the entire talk, there were several interesting points that were made. It really interested me when Pink talked about the group that was rewarded. Pink stated that if the contestants were in the top 25% of the fastest times, they would be rewarded five dollars. With this incentive, most would hope to do well, if not better than the person that would not be rewarded. Pink then goes on to point out the results. How much faster did the group that was offered a reward actually do? On average, it took them three and a half minutes longer. This really stood out to me because when offered a reward for a task, normally a person would be more motivated and thus do better. What amazed me even more was that this isn’t just a one time thing. This is has been replicated over and over for nearly 40 years. As Pink says around 04:33, “These contingent motivators -- if you do this, then you get that -- work in some circumstances. But for a lot of tasks, they actually either don 't work or, often, they do harm.” These rewards that are being offered are being used to attempt to sharpen thinking and accelerate creativity, but instead it’s proving to do the opposite. It’s proving to dull thinking and block creativity.

This manager did nothing to motivate his employees to work towards the best interest of the store in general. He was only interested in his on personal gain, his bonus.

After discussing motivation and emotion in class, I felt as though this article would be well suited. The article talks about the emotions we have in response to motivation. As in if our parents were to yell at us in order to teach us something we did wrong, that emotion would become anger, or as they refer to it, attack motivation. The three motivations they introduce in this article are, approach, which they interpret as one wanting to learn more, or experience more, avoid, which is one getting away from something like ignoring, or rejecting, and attack, which is considered devaluing or criticizing.

In the video “The Puzzle of Motivation,” Dan Pink explains different ways on how employees can perform better in organizations. For instance, he mentions that the reward-and-punishment way should be avoided in the workplace. Dan Pink believes that the reward-and-punishment approach leaves employees less space for creativity and decrease their chances to think sharp. He announces the “The Candle Problems” studies to support his claim on this approach and explains that inclining more close to intrinsic motivators can be a solution toward how to improve employees performance. Pink mentioned that extrinsic motivators did work well for ‘20th century tasks’ and that it is time to focus in the direction of intrinsic motivators for our modern businesses.

While some incentives appear ethical, the motives may be unethical. As employees tend to trust a direct supervisor over the CEO of the company, the supervisor is more likely to motivate an employee with ethical outcomes. Different tactics to motivation that include goal setting can increase the likelihood of producing unethical behaviors for the company and the employee (Pettijohn, Keith, & Burnett, 2011). As lying opens the company to potential lawsuits, it is also an unethical approach to motivation. Lastly, bribery is an unethical practice, requiring the delivery of something beyond regular job duties that are of benefit to the company, in exchange for money. As motivational techniques continue to increase motivation, the behavior and trust between supervisor, individual employees, and the entire workforce, can lead to an unethical progression toward a set goal. Employers should be clear and concise when implementing motivational techniques to avoid blurring the lines of

All of my life I was told “tienes que ir a la escuela!” which means in English, you have to go to school. I was told this so I obeyed, but as a child I really didn’t understand the importance of an education. All I understood was mommy and daddy had to go work all day and I would not be able to see them until nighttime. I did not pay attention to how food was in the refrigerator, or even where they were employed at. All I knew was that I had to wake up in the morning and get on the big yellow bus and go to school.

“Economic sanction” is frequently used in discourse with the incorrect implication that it is a single course of economic action. In fact, the opposite is true. It actually refers to an entire class of nonviolent actions that are each unique and cannot be argued as whole. Part of the appeal is that sanctions can be a mere nuisance, such as a limit on luxury goods like Rolex watches or Cuban cigars, but on the other hand they have the potential to cripple entire economies or level entire sectors of commerce. To understand it is necessary to make distinctions between them in each individual case. Failure to do so can result in ill-informed, sweeping assertions that have the potential to be dangerous if left uncorrected. Common explanations argue that the most important factors to consider when trying to understand the nature of sanctions are the power dynamic between the sender and receiver and level of international support, but I argue that the most important thing to consider when trying to understand the nature of sanctions is the motivation behind them. Put differently, the behavior is that is being pressured to change. Depending on the behavior both sides may be very committed or only marginally committed to the sanction effort. Why does the goal have the strongest effect on the type that is used and why shouldn’t the argument for or against the “success” of sanctions continue? Using a few specific cases this

Besides that, equity theory that the employeestook the step of increasing the food wastage percentage in retaliation of this perceived inequity (Paragraph 7). Furthermore, based on this case the motivational approaches are reinforcement theory that the manager used punitive actions in an attempt to decrease the incidence of behaviors that contributed to a high percentage of food and beverage costs. In this case the opposite of what was needed occurred as the employees perceived the manager’s action as being harsh.

Motivation is the “why” behind our behaviors. Behavior that is usually goal-oriented. The forces that lie beneath motivation can be biological, social, emotional or cognitive in nature. There are, indeed, a plethora of inducements that cause us to act the way we act and do the things we do. They include things like quenching our thirst, reading to gain knowledge, studying to ace an exam, surpassing quotas and meeting deadlines for a promotion, etc. According to Kendra Cherry’s article on “WHAT IS MOTIVATION”, there are three components of motivation: activation, persistence and intensity. Activation is the decision to initiate a behavior. Persistence is the continued effort toward a goal even though obstacles may exist. Intensity is the

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.

Fifty years ago, managers and businesses faced completely different challenges motivating their employees. With the lack of technology, information and opportunity, people living in the 60 's usually stayed with one company throughout their business careers. Currently, people are able to find several career opportunities due to their ability to access information where job postings present themselves to them. Education is also more available now than ever, giving people even more opportunities. Therefore, technologic distractions, growing work opportunity, and university expansion make for three growing issues for managers in this era compared to those motivational problems presented in the past.

Motivation is one of the most discussed topics in the present era’s organisations, especially since renowned psychologists like Maslow and Herzberg are dedicating their efforts to understanding it. Companies are investing a significant amount of resources in improving productivity in order to maximise profits. One of these important resources is of human nature. In order to get the very best out of employees, some motivational approaches need to be used. But what is motivation and how do I successfully motivate? I will try to relate one of my personal experiences with a friend to some of the most influential motivational theories. After introducing my story and making a definition of motivation I will address the ideas of Taylor,