Work Motivation - Western Oregon University工作动机-西俄勒冈大学
增强工作动力与自我激励的秘诀与方法
增强工作动力与自我激励的秘诀与方法1. Introduction1.1 OverviewThe ability to stay motivated and self-driven is essential for individuals in their professional lives. Motivation plays a crucial role in determining the level of productivity, satisfaction, and overall success in one's career. Similarly, self-motivation is the key to overcoming challenges, remaining focused, and achieving personal goals.1.2 PurposeThe purpose of this article is to explore the secrets and methods to enhance work motivation and self-motivation. By understanding the importance of work motivation as well as the principles and techniques of self-motivation, individuals can actively pursue strategies to boost their productivity, achieve their goals, and lead a fulfilling professional life.1.3 Article StructureThis article will be divided into five major sections:Section 2: The Importance of Work MotivationIn this section, we will define work motivation and discuss its significance in driving individuals towards achievement and success. We will also explore how work motivation directly impacts both individuals and teams within an organization.Section 3: Principles and Methods of Self-MotivationHere, we will delve into the concept of self-motivation, highlighting its relevance in personal growth and goal attainment. Various principles associated with self-motivation will be discussed along with practical methods and techniques that can be utilized for enhancing self-motivation.Section 4: Secrets and Methods to Enhance Work MotivationIn this section, we will reveal effective strategies to increase work motivation. Topics such as setting clear goals, developing a positive mindset, overcoming obstacles, cultivating good work habits, and fostering behavioral patterns conducive to sustained motivation will be explored.Section 5: ConclusionThe final section will summarize the key factors that contribute to improving work motivation and self-motivation. It will also outline actionable approaches for effectively addressing motivational challenges. Lastly, we will touch on future trends and potential directions for further development in this area.By thoroughly examining the various aspects of work motivation and self-motivation, this article aims to provide valuable insights and guidance to individuals seeking to enhance their motivation levels and unlock their full potential in the workplace.2. 工作动力的重要性2.1 定义工作动力工作动力是指驱使个人积极投入工作、追求目标并完成任务的内在推动力。
bec3-4 work and motivation teaching plan
U n i t4W o r k a n d M o t i v a t i o nP e r i o d1&21.W o r k a n d r e s p o n s i b i l i t y1W a r m-u p D i s c u s s i o n:(10m i n)What can make you work harder in a company?If you are the personnel manager of a company, what will you do to encourage yourstaff ?1a.B u s i n e s s c o n c e p t s:V o c a b u l a r y(20m i m)Some basic words used in relation to staff motivation.Motivate-To provide with an incentive; move to action; impel.激励She is excellent at motivating her staff..highly motivated staff.Motivation n.The sales staff lack ~. the strong ~ provided by the premium systemProvoke-To stir to action or feeling.provoke sb. to anger provoke sb.'s interestLabor relationsSalary- Fixed compensation for services, paid to a person on a regular basis.薪水Wage--Payment for labor or services to a worker, especially remuneration on an hourly, daily, or weekly basis or by the piece.工资Bureaucracy--Management or administration marked by diffusion of authority among numerous offices and adherence to inflexible rules of operation:官僚Talent--A marked innate ability, as for artistic accomplishment.天分Talented—of talent1b D i s c u s s i o n(10m i n)S t u d y t h e s t a t e m e n t o n p.29,a r e t h e y p o s s i b l y t r u e?Vocabulary:Psychological--Of, relating to, or arising from the mind or emotions.心理的well-being--The state of being healthy, happy, or prosperous; welfare.Ingenious--Marked by inventive skill and imagination.灵巧的Security--Freedom from risk or danger; safety.安全accept/avoid responsibilitypotential--The inherent ability or capacity for growth, development, or coming into being.潜力1c R e a d i n g(30m i n)R e a d t h e e x t r a c t a b o u t t w o a p p r o a c h e s i n s t a f f m o t i v a t i o n a n d h a v e a d i s c u s s i o n Approach--The method used in dealing with or accomplishing:方法：a logical approach to the problem.Psychology--The emotional and behavioral characteristics of an individual, a group, oran activity:心理the psychology of war.Outline two opposing theoriesAssume--To take for granted; suppose:assumed that prices would rise.Be i ncapable of --Unable to perform adequately; incompetent:不胜任；无能的：an incapable administrator. incapable of driving carsTake responsibility forVulnerable--Susceptible to physical injury.易伤的Self-discipline—regulating 自我约束.1d S u m m a r i z i n g(10m i n)Read the text again and complete the sentences on p.30, to summarize the main ideas in the text.1e.D i s c u s s i o n(10m i n)Adequate――Sufficient to satisfy a requirement or meet a need.足够的/Barely satisfactory or sufficient:不很令人满意的或勉强够的：The supply is not adequate to the demand.供不应求。
关于学习动机和方法的四级英语作文
关于学习动机和方法的四级英语作文Motivation and Methods for StudyingMotivation plays a crucial role in a student's success in their academic journey. Without proper motivation, it can be difficult for students to stay focused, engaged, and dedicated to their studies. In this essay, we will discuss the importance of motivation in learning and explore effective study methods to enhance learning outcomes.Firstly, let's delve into the significance of motivation in studying. Motivation is the driving force that compels students to set goals, work diligently, and persevere through challenges to achieve academic success. When students are motivated, they are more likely to stay committed to their studies, develop a positive attitude towards learning, and demonstrate higher levels of academic performance. Motivated students tend to be more proactive in seeking help, participating in class discussions, and engaging in self-directed learning activities.There are various factors that can influence a student's motivation to learn. These include intrinsic motivators such as personal interest in the subject, a desire to excel academically, and a sense of achievement and fulfillment derived from learning.Extrinsic motivators such as rewards, praise, and recognition from teachers and parents can also play a role in motivating students to study. Additionally, a supportive learning environment, clear goals and expectations, and opportunities for autonomy and self-expression can enhance a student's motivation to learn.In addition to motivation, effective study methods are essential for maximizing learning outcomes. Utilizing appropriate study techniques can help students improve their understanding of the material, retain information better, and perform well in exams. One of the most effective study methods is active learning, which involves actively engaging with the material through activities such as summarizing the content, asking questions, and discussing key concepts with peers. This active engagement helps students process information more deeply and make meaningful connections between different concepts.Another effective study method is creating a study schedule and setting specific goals for each study session. Breaking down the material into manageable chunks and setting achievable goals can help students stay organized, focused, and motivated to study. Using mnemonic devices, such as acronyms, rhymes, orvisual imagery, can also aid in memory retention and recall of information. Additionally, practicing self-testing, such as taking practice quizzes or tests, can help students assess their understanding of the material and identify areas that require further review.Moreover, seeking help from teachers, peers, or tutors when encountering challenges or difficulties in learning can enhance the learning process. Asking questions, seeking clarification, and engaging in discussions can help students deepen their understanding of the material and overcome obstacles to learning. Collaborating with peers on group projects or study sessions can also provide opportunities for peer learning, feedback, and support.Furthermore, adopting a growth mindset, which involves believing in one's ability to learn and improve through effort and persistence, can enhance motivation and learning outcomes. Embracing challenges, viewing failures as opportunities for growth, and learning from feedback can help students develop resilience, perseverance, and a positive attitude towards learning.In conclusion, motivation and effective study methods are essential for optimizing learning outcomes and achievingacademic success. By cultivating motivation, utilizing effective study techniques, seeking help when needed, and adopting a growth mindset, students can enhance their learning experience, improve their academic performance, and achieve their educational goals. By prioritizing motivation and employing effective study methods, students can unleash their full potential and excel in their academic pursuits.。
9-work-motivation-(1)(共28张)
第9页，共28页。
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CHAPTER 9 Work Motivation
Maslow’s Hierarchy of Needs
• Physiological Needs: Basic needs for things such as food, water, and shelter that must be met in order for an individual to survive.
• Esteem Needs: The need to feel good about oneself and one’s capabilities, to be respected by others, and to receive recognition and appreciation.
• Self-Actualization Needs: The need to realize one’s full potential as a human being.
• Level of Persistence - When faced with obstacles, roadblocks, and stone walls, how hard does a person keep trying to perform a chosen behavior successfully?
• Managers should try to:
– Determine what needs a worker is trying to satisfy on the job.
– Ensure that a worker can satisfy his or her needs by engaging in behaviors that contribute to organizational effectiveness.
如何做好动力工作英语作文
如何做好动力工作英语作文How to Do Well in Motivational Work。
Motivational work is an important part of management. It is the process of inspiring and encouraging employees to achieve their goals and improve performance. A motivated workforce is essential for the success of any organization. Here are some tips on how to do well in motivational work.Firstly, set clear goals and expectations. Employees need to know what is expected of them and what they are working towards. Goals should be specific, measurable, achievable, relevant, and time-bound. This will give employees a sense of purpose and direction.Secondly, recognize and reward good performance. Employees need to know that their hard work is appreciated and valued. Rewards can be in the form of bonuses, promotions, or even just public recognition. This will encourage employees to continue working hard and strivingfor excellence.Thirdly, provide opportunities for growth and development. Employees want to feel that they are progressing and learning new skills. Providing training and development opportunities will not only benefit the employee but also the organization as a whole. This will also show employees that you are invested in their future and career growth.Fourthly, create a positive work environment. Apositive work environment can increase employeesatisfaction and motivation. This can be achieved by promoting teamwork, open communication, and a culture of respect and trust. Employees should feel comfortable and supported in their work environment.Fifthly, lead by example. Managers and leaders should set an example for employees to follow. They should demonstrate the values and behaviors that they expect from their employees. This will create a culture of accountability and responsibility.In conclusion, motivational work is essential for the success of any organization. By setting clear goals, recognizing and rewarding good performance, providing opportunities for growth and development, creating a positive work environment, and leading by example, managers and leaders can motivate their employees to achieve their full potential.。
工作动力的英文表达
工作动力的英文表达English:"Work motivation refers to the internal and external factors thatdrive individuals to engage in work-related activities and strive towards achieving goals. Internal factors include personal values, interests, and the desire for accomplishment, while external factors encompass rewards, recognition, and job satisfaction. Effective work motivation involves aligning individual goals with organizational objectives, providing meaningful work tasks, offering opportunities for growth and development, and fostering a positive work environment. Additionally, clear communication of expectations, regular feedback, and equitable treatment are crucial in maintaining high levels of motivation among employees. Ultimately, work motivation plays a vital role in enhancing productivity, job performance, and overall job satisfaction."中文翻译:"工作动力指的是驱使个体从事与工作相关活动并努力实现目标的内在和外在因素。
Unit 04 Work and motivation
Unit 04 Work and motivationAs well as setting and communicating objectives, developing strategies, and allocating resources, managers have to motivate the staff who report to them. These will often include people with interesting, responsible and fulfilling jobs, as well as others with less interesting and highly repetitive tasks. This unit includes a discussion on whether it should be assumed that people like work and responsibility, or whether they need to be forced to work; a discussion about the kind of things that might motivate, or at least satisfy, employees; and an interview with a department store manager, who descries how he attempts to motivate his employees. What is the worst possible long-term job you could imagine doing, one in which it would be almost impossible to motivate you, and why?1a Vocabulary1.To inspire, to induce, to give a reason or incentive to someone to dosomething. A. motivate B. promote C. provoke2. A person employed by someone else, working for money. A earner Bemployee C employer3.Relations between employers and employees, managers and workers,management and unions. A human relations B. labor relations C. labor unions4.Having control of something as part of your job A. command B. power C.responsibility5.Money paid (per hour or day or week) to manual workers A. earnings B.salary C. wages6. A fixed regular payment made by employers, usually, for professional oroffice work. A. earnings B. salary C. wages7.Advantages that come with a job, apart from wages or salary. A. benefits B.profits C. supplements8.To be raised to a higher rank or better job. A motivation B. promotion C. salespromotion9.Knowing that there is little risk of losing one’s job. A. bureaucracy B. skilled C.talented10.Having particular abilities, acquired by training. A. educated B. skilled C.talented1b DiscussionThere are no ‘right’ answers, but these statements naturally fall into two groups, reflecting two opposing views of human nature, as will be seen in the text that follows.1c ReadingYou may have noticed that the statements above can be separated into two groups reflecting two very different ways in which employers can treat their employees.These two approaches were summarized by a well-known American theorist of the psychology of work, Douglas McGregor, who name them Theory X and Theory Y.Read the following text and then classify the statements above according to which theory they support.Theory X is the traditional approach to workers and working which assumes that people are lazy and dislike work, and that they have to be both threatened (for example, with losing their job) and rewarded. It assumes that most people are incapable of taking responsibility for themselves and have to be looked after. Theory Y assumes that people have a psychological need to work and want achievement and responsibility.Theory X 1. People dislike work and avoid it if they can.Theory Y 2. Work is necessary to people’s psychological well-beingTheory X 3. People avoid responsibility and would rather be told what to do. Theory X 4. People are motivated mainly by money.Theory Y 5. Most people are far more creative and ingenious than their employers realize.Theory X 6. People are motivated by anxiety about their security.Theory Y 7. People want to be interested in their work and, given the right conditions, they will enjoy it.Theory Y 8. Under the right conditions, most people will accept responsibility and want to realize their own potential.1d SummarizingRead the text again and complete the following sentences, using your own words as much as possible.1.According to Theory X, employers have to threaten workers because thethreat of losing their jobs often makes people work better.2.According to Theory Y, employers should give their workers responsibilitiesbecause a responsible job is necessary to people’s psychological well-being 3.Maslow criticized Theory Y because there are people who are unable to takeon responsibility and self-discipline.4.Maslow argued that even though they might want to be givenresponsibilities at work, people also require the security that comes from routines and from being given instructions.1g ReadingDoes Herzberg agree that good working conditions, good wages, benefits and job security will motivate workers?No. According to Herzberg, good conditions merely satisfy workers, but do not motivate them; motivation can only come from interesting work, responsibility and so on.1h SummarizingRead the text again and complete the following sentences, using your own words as much as possible.1.Hersberg suggested that good labor relations and working conditions willonly satisfy people –or more importantly, dissatisfy them if they do not exist – but not motivate them.2.According to Herzberg, the kind of things that motivate people arechallenging or interesting jobs, recognition, responsibility, the chance of promotion, and so on.3.The problem with saying that only challenging, interesting and responsiblejobs are motivating is that there are and always will be people in jobs that are not challenging, interesting and responsible, and managers have to try to motivate these people.4.Ways of motivating people in unskilled jobs include giving themresponsibilities as part of a team, giving them more than one activity to do during the day, and encouraging them to believe in corporate values.5.The problem with trying to motivate workers by the belief that theircompany is the best is that it is unlikely to succeed if it is not true, and most companies are evidently not the best.2a ListeningListen to Part One of the interview and answer the following questions. STEVE MOODY In terms of keeping people motivated, the first thing is obviously ensuring that they are paid a decent salary and that they work in a pleasant environment. Beyond that, that they understand what is expected of them and that when they do their job and they do carry out tasks, that what they do is actually appreciated by their line manager and indeed the people that they work with. They are not asked to do the same thing over and over again, yeah, without being told why they’re being asked to do it.INTERVIEWER How important is a variety of tasks in motivating people? I mean, you wouldn’t h ave somebody just working on the till the whole time, which I imagine is really hard work.STEVE MOODY I think again it depends on the individual’s abilities and the individual needs. We have people who work for us who actually like being on the till, all the time, because what they actually love, more than most, is the interface with the customers. They also, of course, become highly skilled, highly specialized, and highly efficient on the till, and if they like doing that and it actually suits us from an operational point of view, we would not discourage anybody from doing that. Equally, we’ve got members of staff who don’t particularly like going on the till, but like filling up and doing stock orders and doing specific jobs that other people don’t like doing so it is tailoring individuals’ needs and abilities to the operational needs of the store. Obviously you would not want to reduce flexibility by only having a certain number of people who will only go on the till, or only fill up the counters, you have to have flexibility of people who like to do both, and many staff like to do all sorts of things. They like to do everything they possibly can, and the more varied things they can get involved in, the more interested they get.1.Which of the following things does Steve Moody say? If the statements donot match what Moody says, what does he actually say?A People require an acceptable salary.B People need a nice working environment.C People must understand what they are supposed to do.D People must appreciate their boss and their colleagues.E People must not be expected to do the same thing lots of times.Steve Moody says something similar to A, B and C. (A he says a decent salary, B he says a pleasant environment; C he says they understand what is expected of them.) D and E are not what he says: he says that people must be appreciated by their line superior and their colleagues, and that people must not be asked to do the same thing again and again without knowing why they’re being as ked to do it.2.What is the reason he gives why some of his staff prefer working on the till orcash register to other tasks.Because they like the human contact (what he calls ‘the interface’) with customers.3.What is the advantage of this for the store?They become highly skilled, specialized and efficient at this task.4.What are the other two tasks he mentions that are equally important in anystore?Filling up the counters and doing stock orders.5.Steve Moody says that the work of management involves ‘tailoringindividuals’ needs and abilities to the operational needs of the store’. Give another word for tailoring.Fitting, matching.6.Why does M&S also need staff who like to perform all sorts of differenttasks?Because it gives them flexibility.2b ListeningListen to Part Two of the interview.INTERVIEWER M&S has a very good reputation for job security and looking after its staff, with things like good perks, good canteen, that sort of thing. Do those things actually motivate people, in their work, the fact that they’re secure and well looked after, do you think?STEVE MOODY I think it is, it is very important. When people have been working on the sales floor, and they may have been in from eight o’clock in the morning or seven o’clock in the morning, and they can come off the sales floor and they can go to the staff restaurant and obviously they can have tea, coffee, or a drink provided free of charge, and can then buy at very reduced rates a full cooked breakfast, if they want one, or a roll and cheese, in a pleasant environment, in a hygienic environment, food of the highest quality, there’s areas where they can rest and read papers, or play pool or something, yeah, that is very important because they need a break from customers. At busy times, they need to get away from it, they need to be able to relax. In terms of all the health screening programs we’ve got, that is very important, when people know that they will be having medicals, and the staff discount is another thing --- obviously there’s an amount of merchandise that they will buy which they will be able to buy at discounted rates. Christmas bonus, which I give all our general staff a 10% oftheir salary bonus at Christmas which is guaranteed, and the motivational effect of that, actually, at the busiest time of the year when they’re under the most pressure and working hard, is fantastic and, you know, to see their faces as you hand them the envelope with 10% of their salary in it … I believe the environment that you work in, the quality of the people that you work with, the way you are treated, with respect and dignity, and the fact that your views are listened to, even if they’re not always carried out they are listened to, and you feel you are consulted, that makes people happy in their job, it makes them satisfied in their job, it makes them get up and come to work in the morning. 1.Make a list of five or six factors that Steve Moody says motivate M&S staff. There is a restaurant where staff can get free drinks and good, low-priced meals. There is a place where they can relax during their breaks, read newspapers, play pool, and so on. They have regular medical screenings. There is a staff discount on M&S merchandise. There is a Christmas bonus of 10% of the annual (not monthly salary. Staffs are treated with respect and dignity, and are listened to and consulted.2.What does he say is the effect of giving staff an annual bonus shortly beforeChristmas?It motivates them to work hard during the busiest period of the year (and a period in which they also have extra expenses).2c Discussion1.Does what Steve Moody says coincide with the views of Frederick Herzbergthat you read about above? What about the views of Douglas McGregor? Steve Moody insists that the Christmas bonus, for example, actually motivates staff, whereas Frederick Herzberg argued that good salaries and working conditions merely satisfy. But Moody’s statement that there are people who like a routine, and others who prefer a variety of interesting tasks, coincides with Douglas McGregor’s argument.2.In your working experience, even if it is only Saturday or temporary summerholiday jobs, have your supervisors seemed to believe Theory X or Theory Y? 2d Case study: MotivationAccording to what you have read and heard, how would you attempt to motivate people with the following positions? 1. A bus driver in a big city, who has to work irregular hours, including early morning, evening, and night shifts. 2. a nurse who works with seriously ill children. 3. a sales representative for a pharmaceutical company, who visits hospitals and doctors. 4. a shepherd (as in the cartoon on page 23)1.Bus drivers probably want enough consecutive days off to compensate for working irregular hours. They might appreciate facilities at the bus depot where they could socialize with colleagues before or after work.2. Nurses certainly do not do their job for the money. They are probably motivated by seeing their patients get better, and probably appreciate working regularly with the same patients.3. Sales reps in general seem to be motivated by high commissions. They would also probably be motivated by the knowledge that the products theysell are in fact beneficial. 4. I have no idea how you would motivate a shepherd! 2e VocabularyUse the words in the box once each to complete the paragraph below. Notice that the stressed syllable changes in this group of words.Verb Nouns Adjectivesproduce product; production; productivity productiveproducer; produce unproductiveA few years ago, Harry Coe’s, a large (1) producer of tinned food (2) products, decided that some of their workers were not (3) productive enough. Much of the work of preparing fruit and vegetables was done on rows of tables rather than on a (4) production line. So they decided to introduce a piecework system, whereby workers got paid according to the amount of work they complete. The company thought that this would motivate previously (5) unproductive workers, and thereby increase (6) productivity. Yet the new pay scheme did not (7) produce the results they expected: after six months they were still processing the same amount of agricultural (8) produce, but there was a lot of dissatisfaction among the workers who were now all earning different amounts of money.New words in this unit 04Administration, benefits, cash register, employee, employer, incentive, job security, labour relations, labour union, motivation, pension, perks, produce, productive, reward, sick pay, skilled, store, task, threat, till, unskilled, wages, working conditions.。
Unit 4 Work and motivation
Trust employees to make their own decisions and make their own mistakes.
When people enjoy and are challenged by their work they become self-motivated
Keep employees informed on new developments in the organisation and how their work impacts the company.
The employee must feel safe: These employee motivation strategies involve improving levels of trust between the leadership of your company and staff. When staff feel secure and nurtured in their work environment they perform better. How many of the following can be found in your employee motivation strategy? 1. The 5:1 rule Praise and recognise employees successes five times as much as you constructively criticise them. 2. Job security Possibly the greatest single factor for a motivated workforce. How can you improve job security and fringe benefits? Share the wealth. Guaranteed bonuses when profits rise . 3. Lead your staff Enable managers to coach their teams and create opportunities for people who are keen to learn skills and grow within the organisation.
Motivation at work
Motivation at workIntroductionWork motivation is a kind of state of mind, is a series of behaviors which can stimulate work related, and decided that the behavior of the form, direction intensity and duration of internal and external forces. Motivation is an important part of individual power system, is the impetus of behavior, and is the direct drive force of behavior.Work motivation is one of the most efficiency and complex social motives, is a kind of motivation to make the individual work hard, high quality and constantly improve the work. Work motivation mainly as self-determination, the pursuit of qualified, relational orientation, and others evaluation, work remuneration and cheerful. In 1975, Porter and Steer make the working definition of motivation: to influence the work behavior of inspiring, guiding and durable state. They point out that the work motivation has three ingredients: The first component is to inspire, to stimulate the power of the individual in behavior. The second component is guided that people will be effortin a specificenvironment; they will not have same input in other situation. They think that a good motivation theory should be able to explain why people will make these choices. The third component is the lasting that people may continue with some work, work motivation theory is concerned with the workers long time of the behavior.Work motivation theory is based on the different nature views of human, it involved a question: why do people work? To answer this question has four theories，X theory, theory Y, V theory and Z theory.X theory is that people work for money, and the individual's work motivation comes from material benefit, and often beattractive by extra stimulation.The theory Y isthat people is responsible and creative, people does not work for external incentives, but is a kind of motivation that is the work must be well done. According to this, people should not be attractive of the material benefits at first during the work incentive, but should create a free work environment, let workers have sufficient space to play their creativity, meet their work to the internal demand.V theory think that the individual work motivation is to realize their own values to effort, ambitious people’s personal values are higher, so that they will try to proof during work. Z theory is when the personal values and the objectives of the organization on the same line, individual work motivation, morale, and loyalty will be improved.Work motivation from different work needs, no matter what is the motivation to work; it always gives people hard work power. People in order to survive and prove their worth, make them more mature, even, to find a kind of fun, so that peopleeffort to do many different kind of works, the work is a enterprise of each person lifetime.。
升职是工作的最大动力 英文作文
Is Promotion the Greatest Motivator in Work? In the corporate world, the allure of promotion often acts as a significant incentive for individuals to excel in their professional careers. The promise of a higher position, greater responsibilities, and an expanded salary often serves as a driving force, motivating employees to go above and beyond their regular duties. However, thequestion remains: Is promotion truly the greatest motivator in work?To answer this question, we must first understand the psychology of motivation. Motivation is what drives individuals to act and achieve their goals. At work, motivation can be influenced by various factors such as salary, job security, recognition, personal growth, and the sense of accomplishment. Promotion, being a combination of these factors, often appears as an ultimate goal for many. The prospect of a promotion offers employees the chance to move up the career ladder, often leading to higher pay, more authoritative roles, and broader opportunities. This not only satisfies the financial needs of individuals but also fulfills their emotional and egoistic desires forsuccess and status. The associated benefits such as a bigger office, a more prestigious title, and increased respect from peers can significantly boost one's self-esteem and sense of accomplishment.Moreover, promotion often comes with expanded responsibilities, which provide employees with an opportunity to showcase their talents and skills. This not only challenges them to grow and learn new things but also gives them a sense of purpose and fulfillment. The ability to contribute to the organization's growth and success, and make a positive impact on its future, can be a powerful motivator for many.However, while promotion may serve as a significant motivator for many, it is not the only factor that drives individuals in their work. For some, the intrinsic satisfaction of doing a good job, the joy of creating something meaningful, or the pure love for their work might be more motivating than any external reward. For these individuals, promotion might be a by-product of their dedication and excellence, rather than the sole reason for their efforts.Additionally, the pursuit of promotion can sometimes lead to unhealthy competition and a focus on short-term gains, rather than long-term value creation. It can createa culture where employees are constantly vying forpositions and power, rather than collaborating and working towards common goals. This can have a negative impact on team morale and overall productivity.In conclusion, while promotion can indeed be asignificant motivator in work, it is not the greatest motivator for everyone. Motivation is a complex phenomenon that is influenced by various factors, and different individuals may be motivated by different things. Therefore, organizations should strive to create a culture that encourages personal growth, recognition, and collaboration, rather than just focusing on promotions as the sole reward for excellence. By doing so, they can foster a more engaged and productive workforce that is motivated by a diverse range of factors.。
Scott 2019 Worker Motivation史葛2019工人的动机精品文档
Measures
• MMI - Psychometrics
– Test-retest: Major Scales range .84 - .87. – Strong concurrent validity. – Convergent validity correlated with 12 other
Theories of Motivation
• Maslow’s Hierarchy of Needs
– Basic set of needs driving behavior.
Theories of Motivation
• Dissonance Theory
– Dissonant cognitions = tension. – Motivated to avoid dissonance.
– 48 items measuring six dimensions of general motivation.
• Psychometrics
– Test-retest .80 – Strong construct validity – Chronbach’s alpha > .85 for subscales
– Determines intensity, direction, and quality of behavior.
• Based on desire/need, incentive/reward, and self-expectations and expectations from others.
西方工作文化英文
西方工作文化英文1. In Western work culture, it's common for employees to have a more casual and open communication style with their colleagues and even their superiors. This means that people often address each other by their first names, and there's less emphasis on formal titles and hierarchy.2. Another aspect of Western work culture is the importance placed on individual initiative and creativity. Employees are often encouraged to think outside the box, take risks, and come up with innovative solutions to problems.3. In many Western workplaces, there's an emphasis on work-life balance, and employees are often encouraged to take time off when they need it. This can include things like flexible work hours, telecommuting options, and generous vacation time.4. Meetings in Western work culture are often moreinformal and participatory. It's common for everyone to have a chance to speak and contribute their ideas, and there's often a focus on collaboration and teamwork.5. Western work culture also places a high value on transparency and honesty. Employees are often encouraged to speak up if they have concerns or ideas, and there's generally a more open and direct communication style.6. In many Western workplaces, there's a strong emphasis on diversity and inclusion. This means that companies often have policies and programs in place to ensure that people from all backgrounds feel welcome and valued in the workplace.。
英语作文-如何保持工作动力
英语作文-如何保持工作动力Maintaining motivation at work is a challenge that many people face. It's easy to start a new job with enthusiasm, but as time goes on, the initial excitement can wane, and tasks that once seemed interesting can become mundane. However, staying motivated is crucial for productivity, personal satisfaction, and career growth. Here are some strategies to help keep the drive alive.Find Your Why。
Understanding why you do what you do is the foundation of motivation. Whether it's the joy of solving complex problems, the satisfaction of helping others, or the security that comes from a stable income, knowing your 'why' can keep you going even on tough days.Set Clear Goals。
Goals give direction and purpose. Break down large projects into smaller, manageable tasks and set deadlines for each. This not only makes the work more digestible but also provides a sense of accomplishment as you complete each step.Create a Positive Environment。
Work Motivation Theories工作动机理论
• mobilizing energy expenditure or effort, • prolonging effort overtime (persistence)
x - = ABILITY
MOTIVATION
SITUATIONAL CONSTRAINTS
Performance as a Function of BEHAVIOR
Overview of Work Motivation Theories
Need theories Cognitive theories Job design theories Behavioral theories
Work Motivation Theories: Maslow’s Hierarchy of Needs
Self-Actualization (Self-fulfillment)
Esteem (Recognition from others)
Social (Company and acceptance of others)
and • motivating the individual to develop
Force = Expectancy * Σ (Valences * Instrumentalities)
Work Motivation Theories: Expectancy Theory
praise from parents
studying
expectancies
good grades
lack of social life
工作动力英语作文
工作动力英语作文In the realm of professional life, motivation is the engine that propels individuals to achieve their career goals. It is the intangible force that can make or break one's success in the workplace. This essay delves into the essence of work motivation, its sources, and its impact on personal and organizational growth.To begin with, work motivation can be intrinsic or extrinsic. Intrinsic motivation stems from the individual's internal desires, such as the pursuit of personal satisfaction, the quest for knowledge, or the fulfillment of self-actualization. On the other hand, extrinsic motivation is driven by external factors like financial rewards, social recognition, or job security.Understanding the sources of motivation is crucial for both employees and employers. For employees, self-awareness ofwhat motivates them can lead to a more satisfying and productive work life. Employers, in turn, can use this knowledge to create a work environment that fostersmotivation and, consequently, higher performance.One of the key factors that can boost work motivation is goal setting. When individuals have clear, achievable goals, they are more likely to remain focused and committed to their tasks. Setting goals also provides a sense of direction and purpose, which can be incredibly motivating.Another significant aspect is the recognition of achievements. Publicly acknowledging an employee's hard work and accomplishments can go a long way in boosting morale and motivation. This can be done through bonuses, promotions, or simply a word of praise.Moreover, the work environment itself plays a pivotal role in influencing motivation. A supportive and positive workculture can inspire employees to perform at their best. Employers should strive to create an atmosphere where teamwork, innovation, and personal growth are encouraged.However, it is also important to address the challenges that can demotivated employees. Factors such as excessive workload, lack of autonomy, or unclear expectations can lead to burnout and decreased motivation. Employers must be proactive in identifying and addressing these issues to maintain a motivated workforce.In conclusion, work motivation is a multifaceted concept that can significantly influence an individual's performance and overall job satisfaction. By understanding and nurturing the sources of motivation, both employees and employers can work together to create a dynamic and successful workplace. It is through this collaborative effort that the true potential of each individual can be realized, leading to the growth and prosperity of the organization as a whole.。
The Psychology of Motivation in the Workplace
The Psychology of Motivation in theWorkplaceMotivation in the workplace is a topic that has been studied extensively in the field of psychology. It is a crucial factor in determining the productivity and success of an organization. Understanding the psychology of motivation in the workplace is essential for employers and managers to create a positive and productive work environment. In this essay, we will explore the various theories of motivation and their application in the workplace, as well as the impact of motivation on employee performance and satisfaction. One of the most well-known theories of motivation is Maslow's hierarchy of needs. According to Maslow, individuals are motivated by a hierarchy of needs, starting with basic physiological needs such as food and shelter, and progressing to higher-level needs such as self-actualization. In the workplace, this theory suggests that employees must have their basic needs met, such as a fair wage and safe working conditions, before they can be motivated by higher-level needs such as recognition and opportunities for personal growth. Another prominent theory of motivation is Herzberg's two-factor theory. Herzberg proposed that there are certain factors in the workplace that cause satisfaction (motivators) and others that cause dissatisfaction (hygiene factors). Motivators include factors such as challenging work, recognition, and opportunities for advancement, while hygiene factors include things like salary, job security, and working conditions. According to Herzberg, the presence of motivators leads to job satisfaction and motivation, while the absence of hygiene factors can lead to dissatisfaction. In addition to these theories, there are also contemporary perspectives on motivation in the workplace. Self-determination theory, for example, suggests that individuals are motivated when they feel a sense of autonomy, competence, and relatedness in their work. This theory emphasizes the importance of intrinsic motivation, or the internal desire to engage in a task for its own sake, rather than for external rewards or pressures. From an organizational perspective, understanding the psychology of motivation is crucial for creating a work environment that fosters employee engagement and satisfaction. When employees are motivated, they are morelikely to be productive, creative, and committed to their work. This can lead to higher levels of job performance, as well as lower rates of absenteeism and turnover. As a result, organizations that prioritize employee motivation arelikely to see improvements in their overall performance and success. Furthermore, the impact of motivation on employee satisfaction cannot be overstated. When employees feel motivated and engaged in their work, they are more likely to experience job satisfaction and overall well-being. This can have positive effects on their mental and physical health, as well as their relationships with colleagues and supervisors. On the other hand, when employees are not motivated, they may experience feelings of frustration, apathy, and burnout, which can have detrimental effects on their overall quality of life. In conclusion, the psychology of motivation in the workplace is a complex and multifaceted topic that has significant implications for both individuals and organizations. By understanding the various theories of motivation and their application in the workplace, employers and managers can create a work environment that fosters employee engagement, satisfaction, and performance. Ultimately, prioritizing employee motivation is not only beneficial for the individuals involved, but also for the overall success and well-being of the organization as a whole.。
Work and Motivation
Topics:
some basic theories and processes that influence employee motivation some tools for improving the motivation of employees
Discussion Question
Needs
Level I - Physiological IV - Esteem needs are the desires for basic needs are the mostselfrespect and respect include human needs. They or recognition and others. food, water,fromcomfort. The organization helps to satisfy employees' esteem needs by matching by physiological needsthe a skills and paycheck.abilities of the employee to the job. The supervisor can help fulfill esteem needs by showing workers that their work is appreciated.
What are extrinsic and intrinsic motivation factors? Extrinsic
–
– –
Intrinsic
–
– –
–
– – –
Pay Bonuses Promotions Benefits and perks Awards Job security Free time
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Work Motivation
• Theories of Work Motivation
Reducing Inequity
• Change your inputs • Change your outputs • Change your comparison other • Alter your perceptions
Expectancy Theory (Vroom, 1964)
• Five Components
– Job outcomes (e.g., pay, promotions) – Valence - attractiveness of the outcomes to
employees – Instrumentality - strength of belief that
performance results in outcome attainment – Expectancy - strength of belief that effort will
• For goals to be effective
– individuals must be aware of goals – must accept the goals
• Factors that influence effectiveness of goal setting
– goals must be specific – goals should be difficult but attainable
Herzberg’s Two Factor Theory
Hygiene Factors
salary company policy physical facilities
administration working conditions co-worker relations
Motivators
challenge autonomy advancement recognition
result in successful performance – Force - amount of pressure within the person
to be motivated
Goal Setting Theory
• Function of Goals
– basis of motivation – direct behavior
– socialized power – personalized power
Equity Theory
–We are motivated by perceived inequity (unfairness)
–Perceived inequity creates a state of “unpleasant” tension that we are motivated to reduce
–How do we perceive inequity (unfairness)?
–According to Adams, inequity is perceived when our perception of the ratio of our Inputs to Outputs is different from that of a comparison other .
MASLOW’S HIERARCHY OF NEEDS
ACTUALIZATION ESTEEM SOCIAL SAFETY PHYSICAL
McClelland’s Learned Needs
• Need for Achievement
– a need to accomplish goals, excel, and strive continually to do things better.
• Need for Affiliation
– desire foonal relationships
– affiliative interest – affiliative assurance
• Need for Power
– the need to influence and lead others and be in control of one’s environment
– Internal (Content) Theories
• Identify factors within an individual that energize, direct, sustain, and stop behavior.
– External (Process) Theories
• Describe how personal and situational (environmental) factors interact and influence each other to produce certain kinds of behavior
Theories of Motivation
Work Motivation
• Definition
– Internal State that directs individuals to certain goals and objectives
• Not directly observable • Inferred from behavior