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Todd Whitaker. Todd Whitaker is an American educator, writer, motivational speaker, educational consultant, and professor. A leading presenter in the field of education, Dr. Whitaker has published over 60 books on staff motivation, teacher leadership, technology, middle level practices, instructional improvement, and principal effectiveness, including the national best-seller, What Great ...
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He has taught in North Carolina and New York City; later in life, he founded the Ron Clark Academy in Atlanta, Georgia. Clark is a New York Times bestselling author and motivational speaker on the topic of inspiring educators. In 2019, Clark competed in Survivor: Edge of Extinction, the 38th season of the reality television show Survivor.
Motivational states explain why people or animals initiate, continue, or terminate a certain behavior at a particular time. [2] Motivational states are characterized by the goal they aim for, as well as the intensity and duration of the effort devoted to the goal. [3] Motivational states have different degrees of strength.
Whether you plan on greeting 2024 with optimism, the perfect toast or a well-timed joke, these 100 best New Year quotes 2024 are just what you need to help you celebrate the start of a (hopefully ...
Including fancy pens, cute tote bags and the teacher bag that has 13 useful pockets. 15 gifts that teachers actually want: 'I gifted these to a new teacher and she squealed with joy' Skip to main ...
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]
An alternative motivation theory to Maslow's hierarchy of needs is the motivator-hygiene (Herzberg's) theory. While Maslow's hierarchy implies the addition or removal of the same need stimuli will enhance or detract from the employee's satisfaction, Herzberg's findings indicate that factors garnering job satisfaction are separate from factors leading to poor job satisfaction and employee turnover.