Motivation Machine: Motivation Hacks Massive Achievement

अभी खरीदें

कीमत: $79.99

The key ingredient for successful motivation is awareness. This includes learning to become aware of what motivates a particular individual (including yourself), what de-motivates them, or inhibits their motivation, what environmental factors may be affecting motivation, the individual’s general attitude and beliefs about success and achievement, और अन्य कारक.

दूसरे शब्दों में, to motivate others, you need to take a learning and enquiry approach to finding what works, and what doesn’t. Awareness also includes knowing why the task is worth doing well (or quickly and well), where it fits into the realisation of business, कार्यस्थल, study or other goals, and what difference the motivation will make.

परिचय

• How important is the study of motivation

• What is motivation

• Incentives

• Internal or intrinsic incentives

• Incentives external to the working environment

• The relational character of incentives

• Social reinforces

Awareness

• Motivation and goals

• Motivation and distress

• Reinforcement

Tangible Rewards

• Self determination theory

• Hygiene and motivation theory

• Tangible rewards

Intangible Rewards

• Intrinsic motivation

• Ethics

• कृतज्ञता

• Belief systems

• Peer pressure

Negative Motivators

• Punishment

• Pain

• Suffering

• Discipline

Initiating Motivation

• Explain how to initiate motivation with an individual or group for a situation not previously confronted.

Maintaining Motivation

• Goal setting

• Influence of Groups on individual motivation

• Social loafing

अनुप्रयोग

• Space management

• समय प्रबंधन

• Staff appraisals

• Expectations

• Vicious and virtuous cycles

  Discover HOW to Create and present a plan with specific strategies for improving the employee’s motivation in the workplace, based on a clear understanding of the person’s needs, values and situation.

One difficulty in identifying motivating factors is that although motivation is associated with desire, they are not the same thing, even if they have the same effect on a person’s behavior. उदाहरण के लिए, a person might desire marriage in order to gain social standing and recognition. The real motivating factor may not be the desire for marriage, but the goal of increasing the person’s prestige as a ‘solid’ or ‘stable’ member of society.

भी, we are usually moved to act by a combination of motivations rather than one factor. The person contemplating marriage might also be seeking to satisfy a need (goal) for financial security, a desire to be cared for and relieved of onerous housekeeping tasks, और भी, to end family pressure to settle down and marry.

Course Aims

• Describe the nature and scope of motivation.

• Identify the differences between people that distinguish the application of motivational skills.

• Explain the significance of knowledge and understanding to motivation.

• Explain the effects of Tangible Rewards (उदाहरण के लिए:. पैसे, सेवाएं, Goods) as a major motivator.

• Explain the effect of intangible Rewards (उदाहरण के लिए:. सुरक्षा, Ethics, कृतज्ञता, Belief Systems/Religion, Peer Pressure) as a major motivator.

• Explain how actions can be motivated by negative motivators such as pain, suffering, अनुशासन, threat), and distinguish this type of motivation from positive motivation.

• Explain how to initiate motivation with an individual or group in a situation not previously confronted.

• Explain how motivation can be maintained or increased in both successful and unsuccessful environments.

• Identify a range of situations where motivational skills can be applied, and determine an appropriate way to initiate and maintain motivation in each of those situations.

We may also be motivated to behave in certain ways by other factors, such as convenience, उदासीनता, laziness, boredom, peer influence, group influences, and a desire to conceal true motives, sublimation of our true motives and so on.

These interacting influences on our behavior make motivation a complicated and challenging concept that cannot always be reduced to a simple action-reward formula. Workplace motivation strategies that are based on simplistic assumptions about what drives individuals often do not work because they are based on desires rather than goals.

“Flip Your Switch to Ignite Your Fire and Get Moving Towards Your Dreams!”