Defining Motivation

In: Philosophy and Psychology

Submitted By Johnean31
Words 732
Pages 3
Defining Motivation
February 11, 2013
Gavin G. Coriell, M.S. Ed

What is motivation? Motivation is what drives one to do something. Motivation is how one is able to achieve a goal, a task, desire, or necessary action to obtain a reward, incentive, or a self gratification. Motivation is a behavior that drives someone to perform an action or strives to change an action. Motivation is individually based as each individual has different desires, motives, and incentives as to what motivates them into their personal goals, personal needs and self-gratification. Human’s motivation is determined as a behavior in which one has to perform a certain behavior to receive a result in either the terms of a goal, an accomplishment or a necessary need. If one is hungry they get up and get something to eat; if one hears music they find catchy they begin to bob their head or sing with music/song lyrics or even hum to the notes. The motivations in these two examples are the motivation to eat to satisfy hunger. The motivation for bobbing the head, singing or humming to music is the satisfaction of enjoyment or the encouragement to dance a feeling of pleasure associated with the behavior of motivation.
In motivation there are several sources in which motivation initiates from. Right now there are 20 students taking this class; Motivational Process in Human Psychology the goal or achievement is to obtain a Bachelors Degree in Psychology, however the reasons for obtaining a BA are different for everyone in the class and the motivations will be different for everyone in the class. A motivational factor maybe to improve financial security, to obtain education for personal use in order to help family members, or to prove to one’s self that they can obtain a degree whatever the reasons are they are personal and obtain personal embraces that make them continue to…...

Similar Documents


...Disengaged and demotivated worked directly affect to the goals and success of an organization. This essay aims on motivating performance and engaging worker in his work through job design, recruitment, selection, diversity, etc and the ways by which HR manager can reduces disincentives of an employee from their work. This essay focuses on the morale, motivation and enthusiasm of workers in organisations will be a much bigger challenge in the future so what human resource strategies a company can adopt to meet these challenges. Firstly the essay will identify the reason of low morale and disengagement of worker. Then how they will affect the goals of an organization and reduces the quality of the product. Finally the essay will aim on the different steps that an HR Manager can take to reduce low morale and disengagement of worker. Jobs and goal setting can improve performance of organization by well design jobs. It is proposed by Garg & Rastogi (2006) that well designed jobs can have a encouraging force on both quality of performance and employee satisfaction and it also include that a well distinct job would increase motivation, satisfaction and performance of the employees. Thus, job design takes on unique importance in today's human resource management for both academicians and practitioners. According to Campion et al., (1987) they have identified four major approaches (such as mechanical approach, motivational approach, biological approach, perceptual approach)......

Words: 2649 - Pages: 11

Defining Terrorism

...Defining terrorism is a very difficult task to do. It is so difficult to define that even the U.S. government cannot agree on one single definition “No one definition of terrorism has gained universal acceptance “(State Department, 2000). According to the National Institute of Justice “The search of a universal, precise definition of terrorism has been challenging for researches and practitioners alike” (GOV, 2013). Richard Betts, Director of the Institute of War and Peace Studies at Columbia University states “There has never been any consensus definition of terrorism” (Libaw, 2012). Brian Jenkins states that “the problem with defining terrorism is compounded by the fact that terrorism has recently become a fad word used promiscuously and often applied to a variety of acts of violence which are not strictly terrorism by definition” (Jenkins, 1980, p. 1). Bruce Hoffman, in his Inside Terrorism, states: “We may define terrorism as the deliberate creation and exploitation of fear through violence or the threat of violence in the pursuit of political change. It is meant to instill fear within, and thereby intimidate, a wider ‘target audience.” (Hoffman, 2006). Several U.S. governmental agencies use different definitions of terrorism for example the U.S. Department of Defense (1990) defines terrorism as “the unlawful use of, or threatened use, of force or violence against individuals or property to coerce and intimidate governments or societies, often to achieve political,...

Words: 825 - Pages: 4

Defining Diversity

...Defining Diversity Defining Diversity * To me, diversity encompasses a wide range of elements in which to classify a student population. It includes the obvious such as race/ethnicity, culture, gender, disabilities, and socio-economic status. However, diversity goes so much deeper. Diversity also includes the various cognitive levels in students, the different styles in which they learn, and the various levels of motivation in students. Each of these diversity categories can be evidenced in an educational setting. The impact it has on a school can be positive if it is approached and handled appropriately by the school and its’ teachers. If it is not, it can have very negative effects on the school and the student. Having low expectations and showing bias toward one diverse group over another can have a very negative and lasting impact. It is important to acknowledge that ALL students can achieve if given the motivation and encouragement to do so. According to Janine Bempechat, high achievers in all ethnic groups believed that success was die to hard work. She concluded, “Teachers need to help low achievers understand that poor performance does not result from a lack of ability as much as from lack of trying” (Nieto & Bode, 2008). It is for this reason that it is of utmost importance that teachers convey positive messages to their students. Building self-esteem can be the first step in academic achievement. If students do not believe they have the......

Words: 948 - Pages: 4


...WHAT IS MOTIVATION? 1. It has two component A. Direction - making choices, where you direct your energies B. Intensity - how much energy you have toward that motive Definition - Motivation is a process of arousing, sustaining and regulating a pattern of activity. 2. Achievement Motivation Theory A. Motivation is conceptualised differently by cognitive vrs. Behavioural psychologists S-R (Behaviourist) No intervening construct S-C-R (Cognitive Psychologist) Cognitions (thoughts) determine action ATKINSONIAN THEORY 1. Interaction Theme AM = the person interacting with the environment The person has 2 motives MS = motive to succeed MAF = motive to avoid failure How they interact with the environment also depends on 2 factors P = probability of attaining a goal I = incentive value of that goal 2. The components make up equations which form the theory. Ts = Ms x Ps x Is (The tendency to approach an achievement situation = the motive to succeed x the probability of success x the incentive value of success) Taf = Maf x Pf x If (The tendency to avoid an achievement situation = the motive to avoid failure x the probability of failure x the incentive value of failure) 3. Competition is an achievement situation involving both approach and avoidance conflicts. 3. Each individual possesses both personality dispositions (Ms & Maf) 3. Resultant tendency to approach an achievement (TR = Ts-Taf) 4....

Words: 740 - Pages: 3


...Motivation Introduction This essay is about defining Motivation and how it affects employees. Also an explanation of the main the types are to be given. A research on popular Theorist was done to support the definition and types. The researcher recognized what impact motivation has on the workplace and seek to discuss the importance. Theory Motivation is a psychological feature that arouses an individual to act towards a desired goal and elicits controls and sustains certain goal directed behaviors. It can be considered a driving force, a psychological one that compels or reinforces an action towards a desired goal. In other words, a person may have certain needs or wants, and this causes them to do certain things (behavior), which satisfy those needs (satisfaction). Motivation theories can be classified broadly into two different perspectives: Content and Process theories. Content Theories deal with “what” motivates people and it is concerned with individual needs and goals. Process Theories deal with the “process” of motivation and is concerned with “how” motivation occurs.(Ozgurzan, 2013). For this paper the researcher would focus Content Theories. Developing out from the Cognitive Evaluation Theory (CET- Deci 1975) it was stated motivation can be divided into two types: extrinsic (external) motivation and intrinsic (internal) motivation . Extrinsic and intrinsic motivations are two opposing ways to motivate people. Extrinsic motivation deals with......

Words: 1276 - Pages: 6


...Education Charles Kurose September 2013 MOTIVATION, BEHAVIOR, AND PERFORMANCE IN THE WORKPLACE I. INTRODUCTION Motivation is a subject that has long interested researchers and practitioners seeking to understand human behavior and performance. Over the course of the 20th century and into the new millennium, scholars have developed sweeping theories and have amassed large bodies of applied research investigating motivation across a variety of settings. Motivation has been studied in schools, the workplace, government, and athletic competitions, to name but a few contexts. It has been studied at the level of the individual, the group, and the organization. Some motivation researchers have employed cognitive models, which emphasize the role of thought processes in determining motivation and behavior, while other researchers have adopted non-cognitive paradigms, which focus on factors such as personality traits, affective states, and environmental determinants. This paper focuses specifically on research about motivation and behavior in the workplace. It discusses motivation theory, which has broad applicability across contexts, as well as the empirical research conducted in workplace contexts. In reviewing this literature, particular emphasis is placed on research about motivation and behavior as they relate to individual performance. A central aim of motivation research is to explicate the complex relationships that exist among motivation, behavior, and performance—such......

Words: 12762 - Pages: 52


...(1) Defining Motivation Many people incorrectly view motivation as a personal trait—that is, some people have it, and others don't. But motivation is defined as the force that causes an individual to behave in a specific way. Simply put, a highly motivated person works hard at a job; an unmotivated person does not. Managers often have difficulty motivating employees. But motivation is really an internal process. It's the result of the interaction of a person's needs, his or her ability to make choices about how to meet those needs, and the environment created by management that allows these needs to be met and the choices to be made. Motivation is not something that a manager can “do” to a person. (2) Maslow's Hierarchy of Needs If motivation is driven by the existence of unsatisfied needs, then it is worthwhile for a manager to understand which needs are the more important for individual employees. In this regard, Abraham Maslow developed a model in which basic, low-level needs such as physiological requirements and safety must be satisfied before higher-level needs such as self-fulfillment are pursued. In this hierarchical model, when a need is mostly satisfied it no longer motivates and the next higher need takes its place. Maslow's hierarchy of needs is shown in the following diagram: Maslow's Hierarchy of Needs Physiological Needs Physiological...

Words: 3266 - Pages: 14


...Mehmet Tolga Konya 9501144216 Motivation in Workplace Motivation is defined as the duration that invoke, pathfinder and sustain target-based behaviors. It contains biological, emotional, social and cognitive strength that effects behavior. Motivation, constituent in three major terms. Such as direction, persistence and intensity. Terms defined as below; Intensity: How hard a person is trying? Persistence: How long a person keeps on trying? Direction: Invokes the decision to initiate a behavior. Employee and staff motivation is absolutely key structure for organizations, companies and corporations. The staff which cannot be motivated, doesn’t spend much effort to improve the job, avoid the workplace as much as possible, if they find another opportunity they can change their jobs easily. Another side, staff who feels motivated to work are keen on persistence, creative, effective and productive; the rate of turnover is high and the solution will be high quality. Especially after 1980’s; companies and HR staff has become intense to increase the motivation and try to apply new approaches. In 2000’s; even smallest companies has been started to apply this kind of methods to increase the productivity; because they have observed the solutions of this kind of methods in reputable companies and qualified workers are keen on reputable companies. They need to this kind of workers to improve the businesses and if and only if they provide good conditions to work. According to......

Words: 863 - Pages: 4


...Lertsumitkul Motivation Using the concepts introduced in the course, take an individual, personal or collective experience to illustrate, explain and comment on a situation in which you felt strong motivation or de-motivation. Emphasize the description of the various factors. The concept of motivation is a very interesting aspect in human life and I find the attempt to study and understand it even more intriguing. Over the years, researchers have tried to explain the dynamics of motivation and there have been many interesting theories put forward. In this paper, I will outline some of these ‘textbook’ theories and attempt to incorporate them to explain some of my experiences from my previous work as well as examples in everyday life situations in discussing the various factors that influence motivation. A long time ago, there was a belief that employees were just another input into the production process called “labor”, just like land or capital. However, this way of thinking was perhaps changed by the research of Elton Mayo commonly referred to as the “Hawthorn Studies” (Dickson, 1973). According to the study, employees are not motivated purely by money and employee behavior is linked to their attitudes (Dickson, 1973). This shifted the dynamics in employers’ needs to understand employee motivation and thus began the human relations approach to management. Defining Motivation Motivation is a complex theory and there are many ways of defining motivation due to......

Words: 3789 - Pages: 16


...Topic 3: Motivation Motivation plays a significant role in today’s work environment, as motivated employees are more productive employees. However, the ways in which we motivate the employees have to be improved over time, as employees are more demanding about their concerns and their needs than in previous times. ‘Motivational strategies are probably affected the most employee concerns and values’ (Greiner 1986, p. 82). Motivation is able to affect outputs of your business concerns in both quality and quantity. For example, if your business is in manufacturing, it is heavily reliant on the production staff to make sure the good is being produced with quality and in quantity and on the right time. However, if the employees lack the motivation needed to do this task, they will not produce the amounts of goods demanded, therefore being costly towards the business. In the essay below, we will be discussing whether the needs theories of motivation compare to the contemporary management practice. McClelland anticipated that a person's needs are attained over time as a result of life situations (Wood et al. p. 146). Majority of the experiences three different sectors of needs, which can be classified as the need for achievement, the need for affiliation or the need for power. The strengths about McClelland’s acquired needs theory is that it gives us a clear and easy to understand picture for an organization and managers to know how to classify their employees therefore......

Words: 1698 - Pages: 7


...The word “motivation” is derived from a Latin word movere, meaning ‘to move’. So motivation can also be defined as those forces that cause people to behave in certain ways – the level of desire employees feel to perform, regardless of the level of happiness. Employees who are adequately motivated to perform will be more productive, more engaged and feel more invested in their work. Employee motivation has always been an issue, I believe, for leaders and managers. Unmotivated employees are likely to spend little or no effort in their jobs, avoid the workplace as much as possible, exit the organization if given the opportunity and produce low quality work. On the other hand, employees who feel motivated to work are likely to be persistent, creative and productive, turning out high quality work that they willingly undertake. Reality however is that every employee has different ways to become motivated and as leaders and managers we need to get to know, and understand, our employees well and be able to use different tactics to motivate each of them based on their personal wants and needs. Motivation can also be defined as something inside a person that drives them to action. This motivation varies in different people. We can also say that motivation is the willingness to work at a certain level of effort. Motivation emerges, in theories, out of needs, values, goals, intentions, and expectation. Motivation comes from within, so, as leaders need to cultivate and direct the......

Words: 3646 - Pages: 15


...Motivation Curt J. Howes Organization Performance Strategies Since the early 1900’s, organizations and behavioral scientists have studied how to improve the productivity of employees. During the Industrial Era of the early 1900’s Frederick Taylor became famous for his work on improving employee performance through time and motion studies. This proved to increase worker efficiency, but it had the downside of lower motivation and morale. Employees felt like machines required to leave their thinking and ideas outside the workplace. Later on it was discovered, somewhat by accident, (Hawthorne studies) that increased management attention to employees appeared to increase employee performance. This launched a revived era of employee motivation through what was called human relations. Better communication and open dialogue from managers accompanied by increased attention to the personal interests and needs of employees were thought to improve motivation and performance. These social based approaches did improve how employees felt about the workplace, but in the long run did little to sustain improved performance. Since that time, organizational research has confirmed several approaches that have a significant positive impact on employee motivation and performance. Goal Setting: Perhaps the most fundamental approach to improve employee motivation is by setting goals and holding individuals accountable for those goals. Goals not only align employee behavior to what......

Words: 1086 - Pages: 5


...and has been described as a positive emotional response resulting from appraisal of one’s job (Sharma & Jyoti, 2006). Job satisfaction describes how content a person is with his or her job. People have different opinions and aspects towards his or her job and this is where organizational psychology helps employees to see how they can help employees be satisfied in his or her job or how satisfied he or she are. Organizations provide evaluations to see how satisfied employees are and to determine what is it that organization can do to provide employee job satisfaction. If all employees are satisfied with his or her job then everyone will get along and the organization will more likely succeed. In the following paragraphs team c will be defining job satisfaction, impact that organizational socialization has on job satisfaction, example how organization can use organizational socialization to positively impact job satisfaction, relationship between organizational commitment and job satisfaction, and example of how an organization can use organizational commitment to positively impact job satisfaction. Job Satisfaction Defined According to Bower, job satisfaction is in regard to one’s feelings or state-of-mind regarding of their work. Job satisfaction is something organizations need to make sure employees are happy with his or her duty because in order for organizations to be successful they must continuously ensure to satisfy of their employees. Organization psychology are......

Words: 1319 - Pages: 6


...Motivation in the Healthcare Environment HCA 310 Health Care Strategic Management Introduction “Many business managers today are not aware of the effects that motivation can (and does) have on their business, and it is therefore important they learn and understand the factors that determine positive motivation in the workplace.” (ROK connect unlimited 2006) Why is this important? Motivated employees are needed in our rapidly changing workplaces to help organizations survive. Motivated employees are more productive which can help maintain efficiency. It takes hard work and insight to motivate employees to join the company, perform well and stay with the company. To be effective, managers need to understand what motivates employees within the context of the roles they perform. Of all the functions a manager performs, motivating employees is arguably the most complex and important. (Dunham 2004) This is due, in part, to the fact that what motivates employees changes constantly. For example, research suggests that as employees' income increases, money becomes less of a motivator and as employees get older, interesting work becomes more of a motivator. (Dunham 2004) This paper attempts to look at theories of motivation, determine what implications they have on the healthcare industry and demonstrate why it is such an important consideration for managers. Why is motivation important? “Employee motivation has a direct impact on a health services......

Words: 3053 - Pages: 13


...ensure the best possible business outcomes. Therefore, all the world’s corporations committed to establishing a workforce that reflects the diversity of the communities in which they operate and a culture that values and leverages the unique perspectives that all of their people bring to their firms. To achieve their business goals or objectives set, most managers in our digital age pay more attention on the ways of how they manage their organizational culture, as the example this paper will be explored about ANZ Royal Bank Cambodia Ltd, one of the international standard banks in Cambodia, to understand how they formulate and implement the contribution of managing culture and its interrelation between leadership, organizational structure, motivation, power, and strategic management concepts effectively and efficiently in order to permanently challenge and seize the market share as much as possible. 2. What is the Organizational Culture? All organizations, whether a family, a sports club or a business, have a culture which is the strength of making one organisation great versus another.  Culture is the combination of the knowledge, ideas, behaviours, and material creations that are learned, shared, and transmitted primarily through the symbolic system of language. Knowing your culture will help you: • Follow a clear set of rules and guidelines for your actions. You are less likely to take the easy way out or chase after short-term gains at the expense of your long-term......

Words: 3309 - Pages: 14