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The situation, task, action, result (STAR) format is a technique [1] used by interviewers to gather all the relevant information about a specific capability that the job requires. [ citation needed ] Situation : The interviewer wants you to present a recent challenging situation in which you found yourself.
Self-evaluation is the process by which the self-concept is socially negotiated and modified.It is a scientific and cultural truism that self-evaluation is motivated. Empirically-oriented psychologists have identified and investigated three cardinal self-evaluation motives (or self-motives) relevant to the development, maintenance, and modification of self-
This is linked to the idea that the more autonomous an activity is, the more it is associated with intrinsic motivation. [5] A behavior can be motivated only by intrinsic motives, only by extrinsic motives, or by a combination of both. In the latter case, there are both internal and external reasons why the person engages in the behavior.
The VIA-IS is a self-report questionnaire that assesses the strength with which respondents answer strength-relevant statements about themselves on a 1–5 Likert scale. The following statements on the VIA-IS are designed to measure a person's zest: I look forward to each new day. I cannot wait to get started on a project.
Klehe and Latham found that both the behavior description interview and the situational interview predicted typical performance, and the situational interview also predicted maximum performance. [15] While many researchers have expressed concerns about using these tools to predict typical performance, this study suggests that they may actually ...
Monroe's motivated sequence is a technique for organizing persuasion that inspires people to take action. Alan H. Monroe developed this sequence in the mid-1930s. [ 1 ] This sequence is unique because it strategically places these strategies to arouse the audience's attention and motivate them toward a specific goal or action.
Employee motivation is an intrinsic and internal drive to put forth the necessary effort and action towards work-related activities. It has been broadly defined as the "psychological forces that determine the direction of a person's behavior in an organisation, a person's level of effort and a person's level of persistence". [1]
For example, viewing a positively valenced picture of a cute cat is associated with low motivational intensity because participants like it but are not intrinsically driven towards it. In contrast, viewing a positively valenced picture of a dessert is associated with high motivational intensity because participants want and desire it. [ 2 ]