"If you can't fly, expect yourself to run. if you can't run, expect yourself to walk, if you can't walk, expect yourself to crawl, make sure whatever you do just keep moving forward!" On a positive note, Work until your IDOLS don't become your RIVALS! Thus, Swung your eyes anywhere and welcome yourself
to the world of expectations, the RACE for success, THIRST for performance,
accompanied by the tremendous talents of peeps to touch the sky. In this
today's work world, careers takes numerous TWISTS AND TURNS and the future is
often murky, which denotes that an individual needs to be motivated and
reinforced to realise his hidden potentials to acquire the HOTSEATS in this
challenging era. Expectation is the default ingredient of motivation, its like
a essence of motivation. Expectation doesn't hurt, rejection does! Set high
expectation and at minimum you will develop the habit of performing above
average. Expectation is what gets you started an motivation is what keeps you
going. And there you land on the bridge of success and here, you have to become
the part of the race, so rush like you stole something before someone else hits the bull's eye!
The concept of motivation focuses on explaining what "moves" behaviour. in fact, the term motivation is derived from the Latin word "movere" referring to movement of activity.These come under broad cluster of motivation. To make it more clear and brief , lets relate to "The Motivational Cycle" NEED-->DRIVE-->AROUSAL-->GOAL DIRECTED BEHAVIOUR-->ACHIEVEMENT-->REDUCTION OF AROUSAL ~) NEED- it is lack of deficit of some necessity. The condition of need leads to drive. ~) DRIVE- it is a state of tension and arousal produced by a need. it energises random activity. When one of the random activities leads to a goal, it reduces the drive and the person stops being active. thus, the person returns to a balanced state. TYPES OF MOTIVES:- 1.) BIOLOGICAL MOTIVES:- Focus on innate, biological causes, of motivation like hormones, neuro transmitters, brain structures. For example- hunger, thirst of ROLE OF EXPECTATION IN MOTIVATION AND PERFORMANCE ..! 2.) PSYCHOSOCIAL MOTIVES:- Focus on psychological and social factors and how they interact with each other to produce motivation. For example- need for affiliation, power, curiosity and exploration. Four general approach to Motivation:-
1. BEHAVIOURAL APPROACH
this approach does not give importance to the internal dynamics of behaviour. the behaviourists believe in data, which they feel are definable, observable, and measurable. thus, they focus of learning of stimulus-response connections and their reinforcement. this approach basically relates that rewards are consequences of behaviour and incentives encourage or discourage behaviours. For instance from daily lives, we see that employees don't like to carry burden in the beginning the manager slowly reinforces them for certain output from employees.
2. HUMANISTIC APPROACH
The humanistic theories are mainly developed in response to FREUD's theory; Carl Rogers and Abraham Maslow have contributed to the development of humanistic perspective.
MASLOW'S HIERARCHY OF NEEDS
There are various views on human motivation. the most popular among these is given by Abraham H.maslow. he attempted to portray a picture of human behaviour by arranging the various needs in a hierarchy. his viewpoint about motivation is very popular because of its theoretical and applied value which is popularly known as "Theory of Self-actualisation".
Maslow’s model can be conceptualized as a pyramid in a serial order.
PHYSIOLOGICAL OR BIOLOGICAL NEEDS- the bottom of this represents physiological or biological needs are the physical requirements for human survival. if these requirements are not met, the human body cannot function properly and will ultimately fail. Physiological needs are thought to be the most important, they should be met first.
air, water, food are metabolic requirements for survival. Clothing and shelter provide necessary protection from the elements.
SAFETY NEEDS- with their physical needs relatively satisfied, the individual's safety needs take precedence and dominate behaviour. in the absence of physical safety- due to war, natural calamities, family violence etc. People might suffer from post traumatic disorder etc. these safety needs manifest themselves in ways such as a preference for job security, grievance procedures for protecting the individual from unilateral authority etc. This level generally occur in children.
BELONGINGNESS NEEDS-
Then comes the belongingness needs especially strong in children and can override the need for safety as witnessed in children who cling to abusive parents. This include- 1. Friendship 2. Intimacy
ESTEEM NEEDS-
these needs are related to the respect and recognition. when the above three needs are satisfied then people start demanding respect for themselves in a group. This need is more common in higher level employees. esteem needs can be satisfied through non-monetary incentives. Maslow states that while he originally thought the needs of humans had strict guidelines, the 'hierarchies are interrelated rather than sharply separated". This means that esteem and the subsequent levels are not strictly separated instead, levels are closely related.
SELF-ACTUALISATION NEEDS
"What a man can be, he must be". this quotation forms the basis of the perceived need for self-actualisation. this level of need refers to what a person's full potential is and the realisation of that potential, maslow describe this level as the desire to accomplish everything that one can, to become the most that one can be, individual may perceive or focus on this need very specifically. For example- when a soldier faces bravely the bullet of enemy he seems to realize the self- actualisation need.
CONCLUSION:-
generally the employees or all the human beings follow this sequence of needs. but sometimes, there can be exceptions when sequence is not followed. for example- people may have social needs active without satisfaction of physiological and safety needs. sometimes, there can be only self-actualisation.
Have you ever pushed yourself to a limit, Then how do you know you have one ? High motivation leads to efficient performance and thus to fulfilment of expectation. All these are interconnected and highly essential feature and attribute of success . Winners make the habit of manufacturing their own positive expectations in advance of the event! And even if you fail don't stop, because you have just found another way that didn't work!
The concept of motivation focuses on explaining what "moves" behaviour. in fact, the term motivation is derived from the Latin word "movere" referring to movement of activity.These come under broad cluster of motivation. To make it more clear and brief , lets relate to "The Motivational Cycle" NEED-->DRIVE-->AROUSAL-->GOAL DIRECTED BEHAVIOUR-->ACHIEVEMENT-->REDUCTION OF AROUSAL ~) NEED- it is lack of deficit of some necessity. The condition of need leads to drive. ~) DRIVE- it is a state of tension and arousal produced by a need. it energises random activity. When one of the random activities leads to a goal, it reduces the drive and the person stops being active. thus, the person returns to a balanced state. TYPES OF MOTIVES:- 1.) BIOLOGICAL MOTIVES:- Focus on innate, biological causes, of motivation like hormones, neuro transmitters, brain structures. For example- hunger, thirst of ROLE OF EXPECTATION IN MOTIVATION AND PERFORMANCE ..! 2.) PSYCHOSOCIAL MOTIVES:- Focus on psychological and social factors and how they interact with each other to produce motivation. For example- need for affiliation, power, curiosity and exploration. Four general approach to Motivation:-
1. BEHAVIOURAL APPROACH
this approach does not give importance to the internal dynamics of behaviour. the behaviourists believe in data, which they feel are definable, observable, and measurable. thus, they focus of learning of stimulus-response connections and their reinforcement. this approach basically relates that rewards are consequences of behaviour and incentives encourage or discourage behaviours. For instance from daily lives, we see that employees don't like to carry burden in the beginning the manager slowly reinforces them for certain output from employees.
2. HUMANISTIC APPROACH
The humanistic theories are mainly developed in response to FREUD's theory; Carl Rogers and Abraham Maslow have contributed to the development of humanistic perspective.
MASLOW'S HIERARCHY OF NEEDS
There are various views on human motivation. the most popular among these is given by Abraham H.maslow. he attempted to portray a picture of human behaviour by arranging the various needs in a hierarchy. his viewpoint about motivation is very popular because of its theoretical and applied value which is popularly known as "Theory of Self-actualisation".
Maslow’s model can be conceptualized as a pyramid in a serial order.
PHYSIOLOGICAL OR BIOLOGICAL NEEDS- the bottom of this represents physiological or biological needs are the physical requirements for human survival. if these requirements are not met, the human body cannot function properly and will ultimately fail. Physiological needs are thought to be the most important, they should be met first.
air, water, food are metabolic requirements for survival. Clothing and shelter provide necessary protection from the elements.
SAFETY NEEDS- with their physical needs relatively satisfied, the individual's safety needs take precedence and dominate behaviour. in the absence of physical safety- due to war, natural calamities, family violence etc. People might suffer from post traumatic disorder etc. these safety needs manifest themselves in ways such as a preference for job security, grievance procedures for protecting the individual from unilateral authority etc. This level generally occur in children.
BELONGINGNESS NEEDS-
Then comes the belongingness needs especially strong in children and can override the need for safety as witnessed in children who cling to abusive parents. This include- 1. Friendship 2. Intimacy
ESTEEM NEEDS-
these needs are related to the respect and recognition. when the above three needs are satisfied then people start demanding respect for themselves in a group. This need is more common in higher level employees. esteem needs can be satisfied through non-monetary incentives. Maslow states that while he originally thought the needs of humans had strict guidelines, the 'hierarchies are interrelated rather than sharply separated". This means that esteem and the subsequent levels are not strictly separated instead, levels are closely related.
SELF-ACTUALISATION NEEDS
"What a man can be, he must be". this quotation forms the basis of the perceived need for self-actualisation. this level of need refers to what a person's full potential is and the realisation of that potential, maslow describe this level as the desire to accomplish everything that one can, to become the most that one can be, individual may perceive or focus on this need very specifically. For example- when a soldier faces bravely the bullet of enemy he seems to realize the self- actualisation need.
CONCLUSION:-
generally the employees or all the human beings follow this sequence of needs. but sometimes, there can be exceptions when sequence is not followed. for example- people may have social needs active without satisfaction of physiological and safety needs. sometimes, there can be only self-actualisation.
Have you ever pushed yourself to a limit, Then how do you know you have one ? High motivation leads to efficient performance and thus to fulfilment of expectation. All these are interconnected and highly essential feature and attribute of success . Winners make the habit of manufacturing their own positive expectations in advance of the event! And even if you fail don't stop, because you have just found another way that didn't work!
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