Two Content Theories Of Motivation Essay - 3060 Words

Two content theories of motivation: ïÆ'Ëœ Maslow’s hierarchy needs Physiological Needs These include the most basic needs that are vital to survival, such as the need for water, air, food, and sleep. Maslow believed that these needs are the most basic and instinctive needs in the hierarchy because all needs become secondary until these physiological needs are met. Security Needs These include needs for safety and security. Security needs are important for survival, but they are not as demanding as the physiological needs. Examples of security needs include a desire for steady employment, health insurance, and pension plan. Social Needs These include needs for belonging, love, and affection. Maslow considered these needs to be less basic than physiological and security needs. Relationships such as friendships, romantic attachments, and families help fulfill this need for companionship and acceptance, as doe’s involvement in social, community, or company. Esteem Needs After the first three needs have been satisfied, esteem needs becomes increasingly important. These include the need for things that reflect on self-esteem, personal worth, social recognition, and accomplishment. Self-actualizing Needs This is the highest level of Maslow’s hierarchy of needs. Self-actualizing people are self-aware, concerned with personal growth, less concerned with the opinions of others, and interested fulfilling their potential an they want participate to take decision. ïÆ'Ëœ McShow MoreRelatedProcess and Content Theory of Motivation and How They Apply to the Work Place1216 Words   |  5 PagesTheories of Motivation - Overview of the Content Theories of Motivation Presentation Transcript 1. Yenna Monica D. P. 2. What is MOTIVATION? Derived from the Latin word „MOVERE‟ which means „to move‟ The processes that account for an individual’s intensity, direction, and persistence of effort towards attaining a goal. 3. ï  ½ Effort - concerns the magnitude or intensity of employee‟s work – related behaviour. ï  ½ Direction - quality of an employee‟s work – that is the investment of sustained effortRead MoreMotivation And Its Impact On Performance860 Words   |  4 PagesMotivation and its Impact on Performance Tony Mcalphin, Student Eastern Florida State College A persons’ performance is dependent on their willingness to accomplish a goal. There are different aspects that make up motivation and performance. In this paper, we will learn what defines both motivation and performance, and how they affect each other. What is Motivation? A person’s motivation is what drives them to set a goal and accomplish it. Merriam-Webster(2013) describes motivation as, â€Å"the generalRead MoreEssay about Hierarchy Explains Motivation726 Words   |  3 Pagesperspectives on motivation, and explain which perspective you find most compelling, and why. Using the perspective you found most compelling, describe how managers might utilize that perspective to motivate workers where you work or an organization with which you are familiar. Motivation has been studied and analyzed and thus many theories address its role in the organizational structure. The main perspective on motivation or the willingness to perform are lumped in two types of theories the content and theRead MoreContent Theory Of Motivation And Motivation Essay787 Words   |  4 PagesQ1] Which content theory of motivation do you consider the most suitable in present business scenario and why? ANS:- There are two theories of motivation, namely Content theories and Process theories. Content theory deals with the ‘what’ aspect of motivation. It puts down points regarding what motivates people. Its focus is to point out the factors within a person that energize, direct, sustain and stop behaviour. It focuses on the specific behaviour that motivates people. Individual needs and goalsRead MoreCompare and Contrast the Need Theories and the Process Theories of Work Motivation1172 Words   |  5 PagesA Brief Introduction to Motivation Theory 34 Votes Management Theories Motivation Theory What is Motivation? Motivation is the answer to the question â€Å"Why we do what we do?†. The motivation theories try to figure out what the â€Å"M† is in the equation: â€Å"M motivates P† (Motivator motivates the Person). It is one of most important duty of an entrepreneur to motivate people. (I strongly belive that motivating people with visionary and shared goals is more favorable than motivating throughRead MoreDifferences Between Content Theories And Behavior Theories852 Words   |  4 PagesComparison Among Content Theories, Process Theories and Behaviour Theories. Type Feature Theories Oraganizing strategy Content theories Content Theory To explore incentives through to the internal human needs †¢ Maslow s hierarchy of needs Theory †¢ EGR Theory †¢ Herzberg s Two-factor Theory †¢ McClelland s Need for Achievement Theory Satisfied employee by need of payment, power, achievement in order to motivate them. Process theories To explore human psychological process from motivation begin and takeRead MoreWhy Should A Firm Seek Help Motivate And Satisfy It Employees?1289 Words   |  6 Pageson increased employee motivation and satisfaction correlated directly with the overall business effectiveness (Watson, 1994, p. 4). Increasingly businesses are recognizing the importance of motivated workforces, thus the issue becomes a question of how should a firm seek to motivate and satisfy it employees? Conventional wisdom may tell us that the answer to this question is money, however, what numerous theories and frameworks have demonstrated over time is that motivation is not merely as simpleRead More2 Process Theories of Motivation1526 Words   |  7 PagesEXECUTIVE SUMMARY Motivation theories are primarily divided into two major types which are the content theories and the process theories. This report aims to critically evaluate two process theories of motivation which is the Expectancy Theory by Victor Vroom and the Equity Theory by John Stacy Adams. The methodologies used in this report include a study and analysis of textbooks, writings and journals from the internet. As a conclusion, the question is not whether each of these approachesRead MoreMotivation Theories, Content And Process Theories910 Words   |  4 PagesMotivation in the workplace can often be a difficult challenge for organizations to address. The capability to effect motivation is believed to be vital in a corporation, as a motivated worker is often an effective one. Needs theories of motivation are implemented in order to assist managers in improving employee’s work rate, efficiency and output. There are two main types of needs motivation theories, content and process theories. These methods also try to ensure employee turnover will decreaseRead MoreThe Environmental Interaction And Personal Forces914 Words   |  4 Pageslazy and inadequate, so a better understanding of work motivation is important to be made. Little effort has been made to identify how the environmental interaction and personal forces can influence the work motivation of the employees working for the p ublic sector and also, to determine the extent of work motivation differences between the public and the private sector. (Wright, 2001, p. 561). 2.1 DEFINITION OF MOTIVATION â€Å"The term ‘motivation’ can refer variously to the goals individuals have, the

The Ancient Roman And Roman Religion - 2489 Words

In the ancient Roman world, religion played the most important role in everyday life, as well as in matters of the state. The Romans looked to the gods for political stability and for control of the unexplainable and natural phenomenon. The gods were believed to control all aspects of Roman life, and for that reason, a great deal of importance was placed in the appropriate worship of the gods. Women played an extremely influential role in ancient Roman religion. Not only did they participate in religious rituals, but some even held religious positions as Vestal Virgins. Ancient Roman religion was quite similar to ancient Greek religion. The Romans worshiped the Dii Consentes, the twelve main gods including Jupiter, Juno, Minerva,†¦show more content†¦The main pontiff was the pontifex maximus. He presided over the pontiffs and also the state of Rome as emperor. This relation between religion and politics is a key defining characteristic of Roman Religion. In the ancie nt Roman world, the division between religion and state was non-existent. Sacred law and public law overlapped one another, for religious matters were also political matters. For this reason, Roman marriage is unique in its legal, business matter like fashion. Marriage in the ancient Roman world was a legal union between and man and a women that resembled somewhat of a business transaction. The main purpose for marriage was to produce children who would eventually inherit the property of their father. As pater familias, the Roman family was under the absolute authority of the father. This power gave the Roman father complete control of the lives of his wife and children, as well as control over the familial religious faith. Marriage was necessary for the legitimacy of children, for citizenship was only granted to those who were conceived in wedlock between two Roman citizens. Children born outside of a legitimate marriage were not fully recognized under the law. In the cas e of the death of the father, the oldest son would gain control of the all family matters. Having children to inherit their parents’ property was crucial for maintaining the wealth of the Roman family. For

Leadership Development Personal Skills and Achievements

Question: Discuss about the Leadership Developmentfor Personal Skills and Achievements Answer: Introduction A leadership portfolio represents a consistent reflection of the personal skills, achievements, programs, activities and other relevant experiences which contribute to an individuals leadership development. The leadership portfolio presented in the present report is segregated into three sections. The 1st part covers my understanding of necessary leadership attributes and traits. This includes the traits of a leader which I feel are vital. The second section incorporates my reflections on how my leadership skills in my present work environment mirror the philosophy and traits defined in section 1. This segment basically undertakes a self-assessment of my performance against the identified leadership traits. The last section entails an action/improvement plan organised as a table to implement the necessary actions for attaining the level I wish to reach. A leader who serves is one who justly obtains influence by providing service to others. His/her strength is an outcome of the sustenance and strength of people around him/her. A savant leader is first a servant. It starts with the inherent feeling of wanting to serve. Then the conscious choice makes one desirous of leading (Day, 2014). A servant leader needs to possess more valour and a sense of self than any archetypal order and control leader. It is very easy to become a traditional top-down type of a leader. Leadership is not about sticking to a territory; it is about surrendering the ego, putting in ones spirit to work, and being the most genuine and best self (OBrien, 2010). Leaders who follow servant leadership are usually not those who could be found glorified in business magazines, but they belong to all walks of life and from all societies. The conversation gives the base for blending servant leadership with leading in a living system, one which is sustainable, completely networked, chaotic and dynamic. Many capabilities are critical for leaders interested in strengthening living human systems; frameworks typified by a system of conversational relations and collaboration. Such capabilities entail the aptitude of framing questions that matter, summon learning conversations, enable shared meaning, promote appreciative inquiry, cultivate communities of practice, and make use of concerted technologies. These are the main skills, believed to be important for a servant leader having a living systems viewpoint. As per Wallace (2011), leaders prepare their organisations to cope change and help them struggle through the process. This is done by enabling people to move in dynamic and new directions through conversation. As the leader assists people through the constant change process, he/she has the courage of serving them by ext ending love, power and authorship of work to tap into the potential of his team members. Attributes critical to becoming a servant leader The traits identified are collected from a range of sources, and all add to the model of an effective organisational leader. Principles Four principles have been selected which are critical for an efficient leader working within the organisational framework. Living system standpoint Viewing the world and all its systems from the standpoint of living systems develops the context for leaders work and is the base for releasing the strength of the people within the organisation. As the company lets go of the machine system of the workplace, and employees as substitutable cogs in the mechanism of production, the leaders will view themselves in a much deeper dimension, to design companies that respect and honour the workers (Spears and Lawrence, 2016). Keeping a living system standpoint also ensures that when attempting to comprehend problems within the company, observations are taken not out of context but always seen as a component of the whole organisation. This is essential to thwart the frequent action of correcting locally but hampering globally. Transparency This is crucial to ensure complete participation in the organisation. Accountability and transparency are the basis of sound governance. Healthy organisations do not succeed in the role of secrecy, and an efficient leader creates transparency actively (Dierendonck and Patterson, 2010). Vision If the leader is not able to envisage a picture of the goal, it becomes very difficult for the employees to reach there. Integrity It is important for the leader to live the companys vision and values and such keystone of integrity give the freedom of living ones dreams (Agard, 2011). Process Skills These skills have been selected based on the abilities in developing replicable processes supporting leadership. Effective leaders should be capable of asking questions that shake the system and produce conversations. Conversations around important matters are important for employees to sense authorship of the opinions and the work to be performed and is critical for them to feel that the work done by them is of importance (Baron, 2010). Creating conversations - Intricately related to question asking is the requirement to ensure that the conversations are created organization-wide, and this should not occur by chance. Building feedback loops - in the absence of feedbacks, the leader does not have any way of knowing what is taking place or if what is happening is leading to positive changes. Leaders must be linked through the real-time framework to keep in constant touch with their employees (Sendjaya, 2015). Tapping into teams potential - A reverent leader taps into its teams potential by providing power, authorship and love to the team members. Behaviors Behaviour is the reflection of what is done by a leader. Curiosity This results in innovation. In the absence of curiosity, there exists no reason to determine whether there is an improved way. The desire to learn is driven by curiosity, and no can lead in the absence of this desire (Barter, 2015). Passion An effective leader needs to have a passion for pursuing important issues. Passion keeps them moving toward an objective even when everything else is going wrong. Courage Leading means forging trails which others have not followed and to do this, a leader needs courage. Effective leaders do not surrender when encountered with adversity. They just become more determined (Olowosoyo, 2014). As far as the principles are concerned, I have huge integrity which is reflected through my work. Irrespective of the personal pain or difficulty my leadership may bring for me, I always conform to what is right and focus on doing the right thing. As far as vision is concerned, I am very good at storytelling which is critical for painting pictures through stories to capture the spirits of my team members. My leadership style also entails the attribute of transparency. I try to ensure that I open up conversations with all team members on all aspects of their work. The below-presented evaluation is for my process and behavioural skills where there are some loopholes. Attributes Assessment scale 1-5 Current level Asking questions that are important 3 I rate myself 3 in this attribute. When I enquired others to rate me on this, they rated me a 4-5. Their rating was underpinned by the attitude reflected by me and not based on the definitions of capabilities mentioned in Section 1. I think that my performance in this front is not very strong and only sufficient. There is a huge room for improvement and further grow my capabilities. Building conversations 2 Like during the last capability, my peers again rated me as 4-5 for this skill. Nonetheless, this is underpinned by the fact that I am developing conversation circles and asking everyone to talk actively with each other. I, on the contrary, comprehend that I am very novice in this area and just learning to fathom the intricacies entailed in this skill. There is still a long way to go. Developing feedback loops 2 My personal evaluation and that of my peers in this area are the same. I usually bury myself in my work and do not hang out with the team too often. I do get involved in meetings but not all. My ideal feedback emerges from being out with the team, observing, listening and asking questions. I need to improve a lot in this Tapping into the teams potential 4 When asked, my peers said that I earn a 4-5 for my initiative to transform the culture from authoritative to coaching. I would also rate myself 4 on this as I believe I have really worked hard in this area. I am the driver of this transition in the way we connect with our team. However, I am still learning and developing and will likely be a 4 in this skill for some time. Curiosity 5 I obtained a 5 in this area. I do have a strong passion for learning and possessing a never-ending curiosity which triggers my desire to learn. I always search ways of improving and actively assist others follow suit. Passion 5 I attained a 5 on this as well. I am extremely passionate about my vision, mission, values and I live by my beliefs. I work passionately to implement my definition of self-organization, leadership and my learning concepts. Courage 3 This was evaluated consistently at a 4-5. But I rate myself a 3 on this skill. I do have the courage but not always at the correct time. There is a great deal I ought to learn about this ability and how to cultivate it. I do get apprehensive at times, and this leads to poor decision making which others might not understand or see. If composed under pressure was on this scale, I would give myself a 5. However, calm does not signify courage. Attributes to be improved 1 Year Plan 3-5 Year Plan Asking questions that are critical During meetings, training, conversations and coaching of all types, I will be asking questions and measuring whether they produce consistent conversations. Those that do, I will note, and those that fail too, I will note them as well to determine if I can identify which questions have a life. I will maintain a journal for data collection. I will continue the same activities for informing my practice, and I would involve myself in training and workshops where such aptitude is modelled which will enable me to improve my abilities in this zone. Building conversations I will facilitate and participate in conversation groups that I am in the process of developing at my workplace, and this is the driver for me to learn to get engaged in conversations. I will also read and study everything I could get my hands on to further help me develop this skill I will continue practising the activities to inform my practice and would take part in training and workshops where I could model this skill. Developing feedback loops I will schedule more time outs with my team so that I could augment my sense of what is happening. I will continue implementing strategies that enhance the manner team members converse together, which is likely to better the information flow in the team Besides continuing the strategies, I will also explore different learning prospects to augment my skill to formalise feedback channels. I am not detailed centric, and hence this is going to be a stretch for me. Tapping into teams potential I am testing ideas on how to tap into the potential of my team. I am asking the members to get involved in decision making, and I am watching their willingness and ability to participate. I will also track absences and call outs as the main indicators to determine if the programs being implemented are enhancing the way the employees feel about the work Continue learning from previous activities and research this domain to augment my performance and understanding. Courage Of all the skills that characterise an effective leader, this is the most challenging capability for me and where my limits have always held me back. I will continue to develop my confidence level so that I could develop courage. I will recognise my fears and what causes them. I would then script situations that cause my fears. I will use the technique of framing to shape how I think about particular fearsome situations by making them look banal. I would take calculated risks and become more acceptable toward my failures. References Agard, K., 2011. Leadership in Nonprofit Organisations: A Reference Handbook. SAGE. Baron, T., 2010. The Art of Servant Leadership: Designing Your Organization for the Sake of Others. Wheatmark Inc. Barter, A., 2015. Farmer Able: A fable about servant leadership transforming organisations and people from the inside out. Wheatmark Inc. Day, D., 2014. The Oxford Handbook of Leadership and Organisations. OUP. Dierendonck, D. and Patterson, K., 2010. Servant Leadership: Developments in Theory and Research. Springer. OBrien, M., 2010. Servant Leadership in Nursing: Spirituality and Practice in Contemporary Health Care. Jones Bartlett Publishers. Olowosoyo, O., 2014. Servant Leadership. Lulu Press. Sendjaya, S., 2015. Personal and Organisational Excellence through Servant Leadership: Learning to Serve, Serving to Lead, Leading to Transform. Springer. Spears, L. and Lawrence, M., 2016. Practising Servant-Leadership: Succeeding Through Trust, Bravery, and Forgiveness. John Wiley Sons. Wallace, R., 2011. Servant Leadership: Leaving a legacy. RL Education.

Make A Difference free essay sample

Have you ever asked yourself: Who am I in this world? What is the place I occupy in this world? How can I help others? What can I do to change the world..? Some people call me an idealist and a dreamerBut I do believe every person has to do something to make this world better. Have you ever thought of people suffering around you? Have you ever noticed them? What have you done to help them? These people can have not a global problemSome of them just need someone to stay nearSome of them just need your handIt is a lot easier to say: Its not my problem. But do you choose easy ways in your life? If you do, can you call yourself a person for sure? I dont think soIts not that hard to give a hand. Who will do it instead of you? Only you Is it so hard just to listen to people when they need you to? Every huge thing starts with a little oneHowever, I do believe theres no little thing in the world. We will write a custom essay sample on Make A Difference or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Every little thing turns into a giant one if it makes someone feel better I suppose only we can make changes. If you dont make them, then who will? Its easier to live the way youve been told. And it will take some time to change the world Its easier to say: I dont care instead of trying to make something fair. Its easier to give up at the beginning of your way. Yes, its harder to make it to the end. Do you live your life the way someone has told you? If you do, can you say that you are happy..? You have to struggle to be a winner. And your life should not be easy. Only after fighting, difficulties, going through unpleasant moments you will be able to feel yourself a winner. Only after helping others you will feel yourself a winnerYou just have to start. How can you make a difference? There are a lot of waysNobody can tell you what to do. You just have to feel it. Theres no instruction about changing the worldIt would look pathetic. It should be in your heart. You should feel it. You have to take a step and move ahead. It wont be easy. So take a breath But this is the sense. You must get rid of I dont care attitude to the worldYou must make a differenceWe all have something to bringJust give it try!