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In psychology and philosophy, motivation is the stimuli which move the person to perform certain actions and persist in them for completion.
This term is related to the willingness and interest.
The various schools of psychology have different theories about how the motivation stems and their effect on observable behavior.
Motivation, in short, is the Will to make an effort to achieve the organizational goals, conditioned by the ability of an effort to satisfy some personal need.
The motivation at work. The word motivation is derived from Latin motus, which means moved or Moti, meaning movement. Motivation can be defined as the identification or emphasis that is discovered in a person to a particular means of satisfying a need, thereby creating or increasing the impetus to put in work that environment or that action, or to quit .
Are the attitudes that govern the behavior of a person to work and away from recreation and other areas of life.
"It's the impulse that initiates, guides and maintains behavior, to achieve the desired goal or objective."
The motivation necessarily require that there is any need for any degree, it can be absolute, relative luxury and pleasure. Whenever you are motivated to something, considering that this "something" is necessary or desirable. Motivation is the tie that binds or takes such action to satisfy that need or convenience, or to quit.
The reasons can be grouped into several categories:
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Firstly, there is the rational and emotional reasons.
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The reasons may be egocentric or altruistic.
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The reasons may also be attractive or rejection, as moved to do something for others or stop doing something that is being done or could be done.
Demotivation
A term opposed to motivation, motivation is generally defined as a feeling of despair at the obstacles, or as a state of anguish and loss of enthusiasm or energy provision.
Although the motivation may be seen as a normal result in people when they are blocked or limited their aspirations for various reasons, has consequences that must be prevented.
For Lecturer, Supervisor of Behavioral and Writer, Renny Yagosesky, the motivation is an inner state limiter and complex, characterized by the presence of pessimistic thoughts and feelings of discouragement, which arises as a result of the widespread negative past experiences, own or others, and self-perception of failure to generate the desired results.
From their point of view, the motivation can be clearly harmful if it becomes a recurrent or stable trend, it tends to affect health, to limit the ability of linking productivity unfavorably
because as it affects the self confidence, the flow creativity, ability to take
risks and strength of will.
Intrinsic Motivation
Intrinsic motivation is evident when the individual performs a task for the sheer joy of realizing it, no one obvious way of some external stimulus it. A hobby is a typical example.
It was thought that the two types of motivation (intrinsic and extrinsic) were additive, and could be combined to produce a maximum level of motivation. Some authors distinguish between two types of intrinsic motivation: one based on enjoyment and the other on obligation. In this context, obligation refers to motivation based on what an individual thinks should be done. For example, a sense of responsibility for a mission may lead to helping others beyond what is easily observable, rewarded, or fun.
Intrinsic motivation has been intensely studied by educational psychologists since the 1970s, and numerous studies have found that is associated with high educational attainment and enjoyment of students.
Currently there is no 'master unified theory "to explain the origin or elements of intrinsic motivation. Most explanations combine elements of the work of Bernard Weiner on 'attribution theory', Bandura's work on 'self-efficacy' and other studies concerning the 'locus of control' and 'target theory'. So we think that students are more likely
to experiment intrinsic motivation if they:
They attribute their educational results to internal factors that can control (ex the amount of effort invested, not a "specific skill or ability).
Believe they can be effective agents in achieving the goals they hope to achieve (ie
the results are not determined by chance.) They are motivated did a masterful
knowledge of a topic, instead of a learning machine that can serve to pass. Note
that the idea of reward for achievement is absent from this model of intrinsic
motivation, since rewards are an extrinsic factor. In communities and
organizations sharing knowledge, individuals within them often cite altruistic
reasons for their participation, including among them contribute to a common
good, a moral obligation towards the group, an educational or a 'return to
society '. This model of intrinsic motivation has emerged from three decades of
research by hundreds of educators and is still evolving.
Extrinsic Motivation
Traditionally, extrinsic motivation has been used
to motivate employees:
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Tangible rewards such as payments, promotions (or
punishment).
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Intangible rewards such as praise or praise in
public.
With the transition economies 'production lines' to
'service' the importance of extrinsic motivation lies in: The more distance work
be typical of an assembly line, the more difficult it becomes to measure
individual productivity. While intrinsic motivation is not based on economic
incentives, is cheap but expensive in dollar terms while the rewards inherent in
the activity must be internalized before they can be experienced as an intrinsic
motivation. Without boarding, intrinsic motivation is no panacea for employee
motivation.
Among the problems include: For many economically
viable activities may be impossible to find enough intrinsically motivated
individuals. Even employees with intrinsic motivation need to eat. Other forms
of compensation are required. Intrinsic motivation is easily destroyed. For
example, an additional extrinsic motivation has a negative impact on intrinsic
motivation in many cases. The external charge an incentive allocation
exacerbates the situation unfair. |
