|BASIC MOTIVATION CONCEPTS | LEARNING OBJECTIVES After studying this chapter‚ students should be able to: 1. Outline the motivation process. 2. Describe Maslow’s need hierarchy. 3. Contrast Theory X and Theory Y. 4. Differentiate motivators from hygiene factors. 5. List the characteristics that high achievers prefer in a job. 6. Summarize the types of goals that
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Dr. Yeo did a wonderful job teaching us research‚ and the benefits of having a research-informed practice. It is important to understand theories‚ and how social workers can apply theory into their practice. When working with individuals‚ families‚ groups‚ or communities‚ it is important to understand system theories. If you’re working with a family that has an ill family member‚ the family system may be impacted. It is important for social workers to understand that systems can change and adjust
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Motivation is the process of stimulating people to act in ways which serve the needs of the organization providing the stimulus. Simply put‚ motivation is discovering and applying whatever is needed to get the employee to carry out designated activities in specified ways. However‚ a clear distinction is made between attitude‚ which is a state of mind‚ and behavior‚ which is a state of action. A milestone in the relationship between the behavioral scientist and the manager was the "Hawthorne Experiments"
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Administration in Social Work‚ 33:347–367‚ 2009 Copyright © Taylor & Francis Group‚ LLC ISSN: 0364-3107 print/1544-4376 online DOI: 10.1080/03643100902769160 Administration in Social Work‚ Vol. 33‚ No. 2‚ February 2009: pp. 0–0 1544-4376 0364-3107 WASW Work Motivation and Leadership in Social Work Management: A Review of Theories and Related Studies ELIZABETH A. FISHER E. A. Fisher Motivation and Leadership in Social Work Administration Department of Social Work‚ Shippensburg University
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MOTIVATION THEORIES: Goal Setting Theory: In the late 1960s‚ Edwin Locke proposed that intentions to work toward a goad are a major source of work motivation. That is‚ goals tel an employee what needs to be done and how much effort will need to be made. Specific hard goals produce a higher level of output than does the generalized goal of "do your best". Why? The specificity of the goal itself seems to act as an internal stimulus. For instance‚ when a trucker commits to making 12 round trips
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Z 04/09/2014 One of the reasons why most people work is that they want to live‚ thus they need money‚ which can also be named as financial remuneration‚ as reward. Although money is important‚ the topic of how important is financial remuneration as a motivating factor for employees has long been the
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As an undergrad social work student at University of Texas-Arlington we are taught how to become a generalist social worker. Becoming a generalist social worker will provide us with a broad range of skills to work with micro‚ mezzo and macro groups from all different ethnicities‚ ages‚ and religions. Professors here at UTA teach us many different models and theories that we can use as tools to work with our clients or groups successfully. A newer social work perspective that I would like to discuss
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organization. High motivation levels among employees result in maximum utilization of resources. As the motivating factor varies from person to person‚ it’s extremely important to carefully research on the motivational strategy that an organization wants to implement. The most commonly used motivational techniques include bestowing employees with recognition and monetary benefits- these are referred to as Direct motivation. The approach adopted in this case is Indirect motivation which makes use of
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UNIVERSITY DEGREE MANAGEMENT STUDIES Using relevant theories and examples explain how motivation can affect employee’s commitment and performance at work? Motivation originates from the word ’move’ and refers to the internal drive necessary to steer people’s actions and behaviours towards goals. This ’force’ is the degree to which an individual wants and chooses to engage in certain specified behaviours (Mullins 2005). However‚ motivated behaviours are voluntary choices controlled by the individual
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AGARWAL Hierarchy of Needs Theory Theory X and Theory Y PRAKASH KISHORE Two factor Theory Job Engagement Theory AKSHAY KUMAR McClelland’s Theory of Needs Employee Involvement AMIT SUNKARWAR Self Determination Theory Goal Setting Theory SURYA Self-Efficacy Theory Reinforcement Theory R.ASWATH Equity Theory/Organizational Justice Expectancy Theory Viewpoint for Managers ESWAR KARTHIK The Job Characteristics Model Using Rewards to motivate employees MOTIVATION Some individuals are
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