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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]
Work motivation is a person's internal disposition toward work. To further this, an incentive is the anticipated reward or aversive event available in the environment. [ 1 ] While motivation can often be used as a tool to help predict behavior, it varies greatly among individuals and must often be combined with ability and environmental factors ...
Intrinsic motivation comes from internal factors like enjoyment and curiosity; it contrasts with extrinsic motivation, which is driven by external factors like obtaining rewards and avoiding punishment. For conscious motivation, the individual is aware of the motive driving the behavior, which is not the case for unconscious motivation.
Theory X and Theory Y are theories of human work motivation and management. They were created by Douglas McGregor while he was working at the MIT Sloan School of Management in the 1950s, and developed further in the 1960s. [1] McGregor's work was rooted in motivation theory alongside the works of Abraham Maslow, who created the hierarchy of needs.
think of a good chess move (if you're a chess master) understand simple sentences; System 2: Slow, effortful, infrequent, logical, calculating, conscious. Examples of things system 2 can do: prepare yourself for the start of a sprint; direct your attention towards the clowns at the circus; direct your attention towards someone at a loud party
In psychology, grit is a positive, non-cognitive trait based on a person's perseverance of effort combined with their passion for a particular long-term goal or end state (a powerful motivation to achieve an objective). This perseverance of effort helps people overcome obstacles or challenges to accomplishment and drives people to achieve.
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Sinek calls this triad the golden circle, a diagram of a bullseye (or concentric circles or onion diagram) with "Why" in the innermost circle (representing people's motives or purposes), surrounded by a ring labelled "How" (representing people's processes or methods), enclosed in a ring labelled "What" (representing results or outcomes).