Content and Process Theories of Motivation?
402206
the more the goal is attainable, or percieved to be attainable, and, the person has a method or process for attaining it, especially if they make it fun(enjoyable) for themselves the more likeley they are to overcome setbacks and frustrations that are bound to happen, without giving up.
886841
sometimes we don't feel motivated but later we regret it. forget about motivation. read the text and underline only the important things. then read it again but just the underlined bits. don't underline 2 much. then close the book and do something else for 10-15 min. read the underlined again. try to review in your head the whole thing. reconstruct the whole matter in your head. you can also speak it out loud if you wish. look for more information on the same subject or on parts of it which are not completely clear on the net or elsewhere. read the underlined again.
635236
You have to first think back to a time when you felt most proud of yourself, and use that for whatever may come. If that doesn't work for you, then you should look at the present. You want to be motivated to do something, and in order to do that you just need to do it. Much like doing the dishes. There is a huge pile to do, but you lack the motivation to do it. Maybe the result will inspire you. Once the dishes are done and cleaned, you can look back on that accomplishment. This may be from someone who hates doing the dishes, but does it to complete a chore. Think of what you need motivated as a game, when you're competing against yourself, the only winner is you.
799507
I'm not going to write you a speech, but I'll give you a theme:\n\nProgress is that which needs proactive problem solving, in modern society those problems may just exist as commercial ventures or may exist as security issue which needs solution or there are many other examples. \nWhen Content a person (the smallest part of society) is less likely to have problems that need solving as there are few challenges to overcome, so they don't need feel the need to progress or solve problems that they don't have. IE make their lives better. Give them problems and percentage will be unable to solve it but those that are capable will solve the problem for the others. In an age of mass media fewer people are needed to direct change or make progress and those who are content are happy for those who are not to take charge for them. Motivation to effect change is that which prevents contentment.\n\nAnyway lost it a bit in the middle but flesh it out a bit work on the themes and thats your speech.
541801
1. Find something you love doing and go for it!\n\n2. If you have to do something you are not so keen on, you have to develop motivation by thinking of the goal or payoff you get from it.\n\nFor example, if you have to clean out the garage and have been putting it off, just imagine how you would feel when the garage is clean, the junk thrown away. What a relief you would feel. If you can see the desired objective, imagine it vividly, and make it seem real and concrete, you will be more inspired to do the necessary work to reach your goals.\n\n3. Define your goals specifically, your time frame, and the steps you have to take to reach your goals. Making your objectives specific and measureable go a long way in keeping you on track.\n\n4. Take small steps and celebrate each milestone toward your goal. For example, you want to reduce your wieght, but haven't been able to keep on a diet. Make a plan to reduce a few pounds each week, measure your progress on a chart, and celebrate your success on meeting each weekly goal (but not by eating, of course!).
985098
self-motivation\nrespect for the feelings of others
431826
I could answer your question with only one word...Motivation!  However, I know your looking for more than that.  Studying for the most part can be anything but interesting.  Therefore, you must ask yourself; Why am I studying?  What is the goal I am trying to achieve?  What is my purpose?  What do I want out of it?  Anytime I am struggling with the same question, I ask myself those questions and it reminds me of just how easy it is to study even when I can't find any interest in it.
286192
There are many types of theories called "Control Theory".  One is Glasser's control theory, having to do with motivation in the behavioral sciences.  I believe there may be a quantitative approach in engineering, too.  I'm afraid you will have to be more specific.
467044
Motivation is what drives people. Motivation is developed and never comes through genes. Motivation comes when you know that achieving something can fulfill a certain need. Therefore, first develop a need or desire for something (say name, fame, money, or may be someone to love). When you have the need, you will find the motivation to achieve it (it will drive you towards your goal).
9359
It's a hard question. For me, knowing the career path of my work or how my work can help my career path (maybe it's something completely different from my present job) keeps me motivated.\n\nMotivation has to be tied to something greater: a future career, useful and interesting knowledge, greater income, etc. You should be able to tie motivation to one or more of the things that are important to you. Then you will find meaning in your work.
1172512
In organizational studies, the path-goal model is a leadership theory that states that a leader's function is to clear the path toward the goal of the group, by meeting the needs of subordinates. The model was developed jointly by Martin Evans and Robert House.\n\nThe Path-Goal Theory developed by Robert House (1971) is based on the Expectancy Theory of Motivation. The manager’s job is viewed as coaching or guiding workers to choose the best paths for reaching their goals. Best is judged by the accompanying achievement of organizational goals. It is based on the precepts of Goal Setting Theory and argues that leaders will have to engage in different types of leadership behavior depending on the nature and the demands of a particular situation. It is the leader’s job to assist followers in attaining goals and to provide the direction and support needed to ensure that their goals are compatible with the organization’s goals.\n\nA leader’s behavior is acceptable to subordinates when viewed as a source of satisfaction, and motivational when need satisfaction is contingent on performance, and the leader facilitates, coaches, and rewards effective performance. Path-Goal Theory identifies achievement-oriented, directive, participative, and supportive leadership styles. In achievement-oriented leadership, the leader sets challenging goals for followers, expects them to perform at their highest level, and shows confidence in their ability to meet this expectation. This style is appropriate when the follower suffers from a lack of job challenge. In directive leadership, the leader lets followers know what is expected of them and tells them how to perform their tasks. This style is appropriate when the follower has an ambiguous job. Participative leadership involves leaders consulting with followers and asking for their suggestions before making a decision. This style is appropriate when the follower is using improper procedures or is making poor decisions. In supportive leadership, the leader is friendly and approachable. The leader shows concern for the followers’ psychological well being. This style is appropriate when the followers lack confidence.\n\nPath-Goal Theory assumes that leaders are flexible and that they can change their style, as situations require. The theory proposes two contingency variables, such as environment and follower characteristics, that moderate the leader behavior-outcome relationship. Environment is outside the control of the follower-task structure, authority system, and work group. Environmental factors determine the type of leader behavior required if the follower outcomes are to be maximized. Follower characteristics are the locus of control, experience, and perceived ability. Personal characteristics of subordinates determine how the environment and leader are interpreted. Effective leaders clarify the path to help their followers achieve theory goals and make the journey easier by reducing roadblocks and pitfalls. Research demonstrates that employee performance and satisfaction are positively influenced when the leader compensates for the shortcomings in either the employee or the work setting.\n\nIn contrast to the Fiedler contingency model, the path-goal model states that the four leadership styles are fluid, and that leaders can adopt any of the four depending on what the situation demands.
614772
Interest is the best motivator. If you like a thing you tend to do it better and enjoy it.
873687
Probably with drive, focus and self-motivation.
961920
How about a closing paragraph/sentence about how beneficial it would be to incorporate all those strategies into university life and the difference it could make to overall success?\n\nI hope this helps.
578577
open the link below...u could find some stuff \n\nhttp://www-rcf.usc.edu/~usclrev/pdf/072603.pdf\n\nEmployee Development: Motivate Employee Participation :\n\nWhen companies think of employee development, they often search for training programs, educational seminars, coaching or the latest book that might offer ideas on what employees can do to sharpen skills or strengthen expertise. However, none of these programs will be effective if the organization lacks one critical success factor: individual motivation. An individual has to want to develop himself before any employee training and development program can be successful. \n\nSome say they’re "too busy." Some say they’re "already developed." Some blame the boss. Some like burying their heads in the sand, afraid of what they might learn about themselves. \n\nWhat can you do to help your employees achieve best performance? \n\nHere are some tips to help motivate the seemingly unmotivated and increase your organization’s overall performance. \n\n1. Target the highly motivated and strong performers. \n\nAll organizations have individuals who are highly motivated. They stand out more easily. They typically like challenges and welcome growth opportunities for themselves. Engage them in activities to help them get even better. The improved performance of the highly motivated will help raise the bar for your entire organization. Those who are less motivated will have to step up the pace. \n\n2. Focus on the future. \n\nRather than concentrate on performance areas that aren’t working for an individual, talk about possibilities for the future. It’s easier to become energized about new possibilities than dwelling on weaknesses. Determine the positive outcome that will occur if a change/improvement is made. For example, you might say, "We can reach more buyers if you can speak more frequently to groups. What can you do to hone your presentation skills to help secure more business?" Help employees keep their eye on the goal, not their ego. \n\n3. Open dialogue about desire. \n\nDiscussions about development should be positive and ongoing -- not limited to annual performance reviews. Let the individual lead. Rather than saying, "Here are areas you need to develop," ask "What would help you build on your strengths or increase your effectiveness?" When a particular approach has been identified, ask for commitment to follow-through. Create a culture where ongoing development is expected, encouraged and rewarded at all levels. \n\n4. Start at the top. \n\nExecutives should model the commitment to growth and development that they want to see throughout the organization. After all, many problems disguised as employee development issues actually reflect leadership deficiencies of the firm or organization. \n\nConsider using assessments of some kind to help employees gain a more objective perspective about them. Assessments can be helpful or destructive depending on how they are used. \n\nIn the end, it’s all about achieving what both the employees and what the organization wants. Be clear about what’s most important to both. \n\nAn employee development and training program is not something to be checked off on a checklist. The strongest organizations make employee development an integral part of their culture and strategies for success. They constantly seek new and innovate ways to engage their people in development opportunities to achieve best results.\n\n\nLeading\n\nAn organization has the greatest chance of being successful when all of the employees work toward achieving its goals. Since leadership involves the exercise of influence by one person over others, the quality of leadership exhibited by supervisors is a critical determinant of organizational success. Thus, supervisors study leadership in order to influence the actions of employees toward the achievement of the goals of the organization.\n\nSupervisors can learn about
16817
Passion\n\nI've received the question about motivation to workout several times. A bit back, I emailed a fellow who simply wished the question of motivation could be answered.\n\nI think the ultimate key to motivation is:\n\nPassion\n\nYes, p-a-s-s-i-o-n\n\nWithout that burning desire to succeed, most things will elude you. Desire comes from an interest that can grow into passion.\n\nIf you have a passion for something, you'll do whatever it takes to be successful. Without it, you'll only be partly committed and only partly successful.\n\nTake a look at any major sports star or entertainer, the passion they have for their sport is obvious. It is what drives them to succeed and motivates them to give 100%. Without it, they would just be average.\n\nTo be successful in the pursuit of fitness, it needs to become a passion. So if you don't have a strong interest in becoming fit, I suggest you find other activities you do enjoy. Getting fit isn't something anybody does well as a passing interest.\n\nBut do realize that you need to know more about fitness in general before you can develop a real enthusiasm for it. In my case, as I kept learning more and more about training, nutrition and supplements, my interest really started to grow.\n\nAnd understand that you don't need to be obsessive about working out. You can be very successful just doing 45 minutes a session, 3 times a week. You don't need to live in the gym or spend every second thinking about working out.
460278
http://www.qualitative-research.net/fqs-texte/2-04/2-04frankriedl-e.htm#g2