MOTIVATION
Seen with me in the picture is Julie M.Davis author of Young Children and the Environment. I was motivated by her speech at the 6TH World Environemntal Education Congress. Her focus was on Child friendly cities and Health promoting schools.
To excel in anything one must be motivated or driven to it, either intrinsic or extrinsic.
Listening to Larry Ferrlazo helped me to know how students can motivate themselves
http://audio.edtechlive.com/foe/lfmotivate.mp3
.Motivation skill is a must to improve our performance To survive and succeed we need to motivate and be motivated. Self-motivation is a very essential quality for all human beings to succed in life. We need to be positive, explore and discover as much as possible .Motivated leaders are confident ,take risks and guide team members to frame goals and acheive the goals set . Efficeint leaders motivate and make their team to frame achievable goals and prepare them to work towards it.
Gary P.Latham in his paper on Goal Setting - A Five -Step Approach To Behaviour Change has said that the purpose of goal setting is to make the superordinate goal concrete, to move it from emotional rhetoric to concrete action steps. To do this, the goal must be specific, measurable, attainable relevant, and have a time-frame (SMART) A specific high goal allows people to evaluate their performance in relation to the goal, to make adjustments where necessary, to increase their effort, and to persist until the concrete goal is attained.Goals can reduce stress if they are few in number. This is because goals not only provide people with a sense of purpose, they enable people to see the progress they are making in relation to the goals. If the goals are too many, such as 37 rather than three to seven, the focus that a goal provides is lost. Setting too many goals invites ‘‘cherrypicking’’ the easy ones, and procrastinating on the important ones.
According to Hertzberg motivation should come from the individual rather than from other sources like company ,organisation etc. As a middle management leader I wish to consider the methods suggested byHertzberg and Gary.P.Latham.
In the article on THE TREND TOWARDS ACCOUNTABILITY : What does it mean to HR managers ?- Rebecca R. Harris Mulvaney ⁎, Melissa Zwahr, Laura Baranowski opined in their suggesstions on successful implementaition of performance measurement / performance model , that an organization's performance goals can only be achieved through its employees. An effective performance measurement and management system links individual and team work behaviors to the organization's business strategies, goals and values. For an organization to achieve its goals, it is essential for all employees to understand their individual roles and responsibilities for goal achievement, and there must be a continuous dialogue between leaders and employees to set performance expectations, monitor progress and evaluate results. I understand that seting goals arre very important to achieve the best results. Rather than focusing on long-term goals ,it is best to frame short term goals and work towards it in acheiving the long-term goal and the target set. There again it is important for the leaders to know as how well the members can align with goals set ,and how it affects their motivation and to what exrent there is an equity within the organisations in terms of work load and expectations. There have been times when teachers were not been motivated due to the constraints in the organisation .I have faced critical times ,but with assistance form my heads , I have always sorted out issues ,learnt from my errors and understood the techinques of motivation and assisted my teachers to the best of my ablity and with whatever reources was available within my control..
Gary P.Latham in his paper on Goal Setting - A Five -Step Approach To Behaviour Change has said that the purpose of goal setting is to make the superordinate goal concrete, to move it from emotional rhetoric to concrete action steps. To do this, the goal must be specific, measurable, attainable relevant, and have a time-frame (SMART) A specific high goal allows people to evaluate their performance in relation to the goal, to make adjustments where necessary, to increase their effort, and to persist until the concrete goal is attained.Goals can reduce stress if they are few in number. This is because goals not only provide people with a sense of purpose, they enable people to see the progress they are making in relation to the goals. If the goals are too many, such as 37 rather than three to seven, the focus that a goal provides is lost. Setting too many goals invites ‘‘cherrypicking’’ the easy ones, and procrastinating on the important ones.
According to Hertzberg motivation should come from the individual rather than from other sources like company ,organisation etc. As a middle management leader I wish to consider the methods suggested byHertzberg and Gary.P.Latham.
In the article on THE TREND TOWARDS ACCOUNTABILITY : What does it mean to HR managers ?- Rebecca R. Harris Mulvaney ⁎, Melissa Zwahr, Laura Baranowski opined in their suggesstions on successful implementaition of performance measurement / performance model , that an organization's performance goals can only be achieved through its employees. An effective performance measurement and management system links individual and team work behaviors to the organization's business strategies, goals and values. For an organization to achieve its goals, it is essential for all employees to understand their individual roles and responsibilities for goal achievement, and there must be a continuous dialogue between leaders and employees to set performance expectations, monitor progress and evaluate results. I understand that seting goals arre very important to achieve the best results. Rather than focusing on long-term goals ,it is best to frame short term goals and work towards it in acheiving the long-term goal and the target set. There again it is important for the leaders to know as how well the members can align with goals set ,and how it affects their motivation and to what exrent there is an equity within the organisations in terms of work load and expectations. There have been times when teachers were not been motivated due to the constraints in the organisation .I have faced critical times ,but with assistance form my heads , I have always sorted out issues ,learnt from my errors and understood the techinques of motivation and assisted my teachers to the best of my ablity and with whatever reources was available within my control..
The file has 2 cases with motivational suggestions as discussed in the class with my team members
2_tasks_on_motivation.docx | |
File Size: | 12 kb |
File Type: | docx |
My views on the Motivational strategies that can be taken for different situations
strategies.docx | |
File Size: | 13 kb |
File Type: | docx |