Motivating Factors. It’s what makes us want to do something, or it’s the reason we keep doing it. Is there really such a thing as motivation? Or is it all in our heads?
The truth lies somewhere in between, but there are three basic kinds of motivation that scientists have observed in the animal kingdom and humans alike.
They are extrinsic, intrinsic, and self-determination theory (SDT). Let’s explore each type of motivation in turn and learn more about why motivation exists.
Chapter 1. Introduction
In which we learn about motivation and where it fits into human psychology. We also get a bird's eye view of what lies ahead for us in our exploration of motivation theory: The Four Types of Motivation.
Chapter 2. Determining Your Motivational Type: In which we learn how to assess our motivational tendencies by examining nine key factors (example: For my entrepreneurial endeavors, how am I motivated by feelings of autonomy versus feelings or competence?). This chapter leads you through a process that will help you determine your dominant motivational orientation.
Chapter 3. Introverts and Extraverts: In which we examine two major personality types that represent opposing poles on a continuum—introversion/extraversion—and discover how understanding our own personality helps us understand how to motivate ourselves and others effectively.
Chapter 2. Overcoming Intrinsic and Extrinsic Motivators
This is two basic types of power motivation: intrinsic and extrinsic. For individuals, these may correspond to internal or external factors. For businesses, they’re usually related to money and non-monetary compensation. In any case, a combination of both is most effective for promoting peak performance and achievement motivation.
Keep in mind that types of intrinsic motivators—such as job satisfaction—are extremely important for helping workers do their best work consistently over time. However, extrinsic motivators—such as income bonuses—can help you retain top performers, particularly during times when internally rewarded sources are more difficult to access (e.g. if an employee is working remotely ).
Chapter 3. Performing Under Pressure
What It Takes to Excel in High-Stakes Situations: If you want to excel at something, you must learn how to handle high-pressure situations. People are often judged not on what they do when things are going well, but rather on how they perform when faced with significant challenges.
Performing under pressure is an important skill because everyone experiences stress and anxiety, and these emotions aren't going away anytime soon. What separates high achievers from other people is their ability to control their reactions and use performance pressure as a means for bettering themselves (instead of panicking). To increase your capacity for performing under pressure
Chapter 4. Understanding Personality Traits
Maslow's Hierarchy of Needs: People with a high level of self-esteem are very positive about themselves and are therefore more likely to meet their own needs before those of others. This concept is known as self-actualization. For example, once people have achieved a certain level of success or recognition in life, they feel motivated to give back to society by helping others or contributing something meaningful to society.
Chapter 5. Collaboration and Teamwork
Being part of a group is extremely motivating for most people, according to research by Alex Pentland and his colleagues at MIT. In fact, in an experiment involving groups that were randomly assigned different conditions—for example, to work either collaboratively or individually on a task—those who worked with others performed better than those who worked alone and reported enjoying their work more.
Research has also shown that when people are motivated to contribute toward shared goals within teams, they tend to be happier with their job and feel more positively about co-workers. When choosing a team project, be sure it’s something you want to do and pick a group where you can comfortably take risks; after all, new research shows that working together encourages personal growth.
Chapter 6. Well-Being and Happiness
Types and Sources of Personal Motivation: Social psychologists often differentiate between two types of personal motivation: introjected motivation and identified motivation. Introjected motivations are internal to a person, for example being motivated to behave healthily because it makes sense or is part of one's culture.
In contrast, identified motivations come from observing others, as when we're motivated to achieve success because we're following in someone else's footsteps (identified with them). But does that mean we have no control over our motivations? Quite the contrary; social psychologists argue that there are four main sources of intrinsic extrinsic factors that influence us.
0 Comments