Ask yourself (or imagine asking a group of people who know you well): What is the single most powerful change I could I make to improve my life (or work performance, relationship, finances, etc.)? Next, specify what concrete behaviors are necessary to achieve this goal. Frame them as positive statements (for example, “delegate more” vs. “stop doing all the work myself”). Ask yourself (or an imagined observer): What’s the thing you do, or don’t do, that most gets in the way of your goal? Take stock of the things you do instead of the behaviors that could create positive change.
In the trait centred view, ‘psychologists would agree that the motivated behaviour is largely determined by personality, needs and goals of the athlete, exerciser or employee’ (Weinberg and Gould, cited in Rea, 2009, p.79). The trait centred view, however, doesn’t take the situation and environment into consideration. It assumes that a person will be motivated the same regardless of their environment. This might be the case with some
Running Head: Sources of Motivation Sources of Motivation Virginia Baccellia October 10, 2011 PSY 355 Sources of Motivation Motivation is an exceptional part of living a fulfilling life. When an individual is lacking an adequate amount of motivation in life, reaching a goal becomes very difficult to obtain. Motivation is important when attempting to achieve a certain goal; although some activities become very complex when trying to reach fulfillment. Both internal and external origins motivate particular individuals. Internal definitions include sources of biological and psychological properties whereas fulfillment and objectives encourage motivation are defined within external definitions.
It is important not to speak out of angry emotions, and again sometimes it is best to tell an employee that one may need to think on the matter first before responding. While it may not seem like a "big deal" it is important to make sure that the words that are used when speaking to employees are simple and clear. Some employees may not understand the use of large words, and therefore the message that the manager / supervisor is trying to convey may be lost. Good grammar is also a must for every type communication. Use of slang terms is not a wise idea, as what is acceptable in generation / culture could be offensive to the next.. We must make sure we are saying exactly what we mean to and clearly enough that so that others are going to hear exactly what the manager / supervisor is trying to say.
When looking over the assessment ‘How Satisfied Am I with my Job?’ I discovered that Brian and Jacqui’s scores where very close to one another. They both had very high scores indicating that they were satisfied with their jobs. Adam scored low and seems that he may have an issue with management and his content with his job. The next assessment was ‘Am I Engaged?’ Although these scores where quite close, Brian and Jacqui had higher scores than Adam. It seems that they are more engaged in their jobs and dedicate more time an effort into daily tasks.
That specific motivation is in the Dominant Square within the DISC assessment. A Producer is someone who is driven by their timetable to accomplish bigger and better goals. They are resistant to people who become obstacles. A Producer has two main needs; to be in control and to achieve. Shana would be considered an Impresser and Jorge would be considered a Helper.
She is more than capable of showing emotions, but she can be brought down due to the feelings of others. It is easy to see that some individuals are more motivated than others. “The self-efficacy theory developed by Albert Bandura holds that an individual’s belief that he or she is capable of performing a task is a complement to the goal-setting theory as it incorporates goals into the process. Higher efficacy is related to greater confidence, greater persistence in the face of difficulties, and responding to negative feedback with working harder, not shutting down” (2011). Tara is not very engaged when working and does not enjoy talking out issues with co-workers and managers however, she is capable of managing her attitude in the work-place, very detail oriented, and comfortable with her work.
It also breaks down motivation into three different categories: intrinsic motivation, extrinsic motivation, and amotivation. Intrinsic motivation is the most self-determined form of motivation and behavior (McDavid, Cox, & Amorose, 2012). Intrinsic motivation is a person doing something for themselves because they enjoy it or makes them feel better. Extrinsic motivation is less self-determined and behavior occurs due to reasons outside the action (McDavid, Cox, & Amorose, 2012). An activity done by extrinsic motivation may not be done because a person enjoys it, it’s often done because they want the end outcome.
When employees feel empathy they give up their best but, on the other hand, when people experience lack of empathy they only work for the money and not for any internal joy. Lastly, there is the need for need to stay connected.A good leader should be able to connect socially with the subordinates and build relationship both within the organization and outside,If a leader can handle relationships well, he will be able to move the whole company on the same line he is towing.s Emotional intelligence can be transmitted from one person to another, so leaders who have emotional intelligence unconscious transfer it to their workers. It beholds on all leaders to have emotional intelligence, those who do not have it can learn since with practicing for a long time throughout the lifetime of a person can help one have it. There is the need to instill emotional intelligence in kids because there is a positive correlation between children who are taught emotional intelligence in their early age and their adult life.However, recent research indicated that the number of emotional intelligence among children have gone down because of technological and social changes that make parents always neglect their childrenOne can also learn emotional
This theory is the opposite of the goal setting theory. According to Robbins and Judge (2011) “Reinforcement theory ignores the inner state of the individual and concentrates solely on what happens when he or she takes some action”. This tool can be good if the employee is willing to do the required work to be successful. The goal is mostly motivational in the since of rewarding one’s effort to complete work. You have to be careful though when trying to motivate people.