Alejo, Mary Joyce Anne D.

A. PRINCIPLES OF MOTIVATION:

Incentives motivate learning.

Incentives include privileges and receiving praise from the instructor. The instructor determines
an incentive that is likely to motivate an individual at a particular time. In a general learning
situation, self-motivation without rewards will not succeed. Students must find satisfaction in
learning based on the understanding that the goals are useful to them or, less commonly, based
on the pure enjoyment of exploring new things.

The environment can be used to focus the student's attention on what needs to be learned.

Teachers who create warm and accepting yet business-like atmospheres will promote persistent
effort and favorable attitudes toward learning. This strategy will be successful in children and in
adults. Interesting visual aids, such as booklets, posters, or practice equipment, motivate learners
by capturing their attention and curiosity.

Learning is most effective when an individual is ready to learn, that is, when one wants to
know something.

Sometimes the student's readiness to learn comes with time, and the instructor's role is to
encourage its development. If a desired change in behavior is urgent, the instructor may need to
supervised directly to ensure that the desired behavior occurs. If a student is not ready to
learn, he or she may not be reliable in following instructions and therefore must be supervised
and have the instructions repeated again and again.

Motivation is enhanced by the way in which the instructional material is organized.

In general, the best organized material makes the information meaningful to the individual. One
method of organization includes relating new tasks to those already known. Other ways to relay
meaning are to determine whether the persons being taught understand the final outcome desired
and instruct them to compare and contrast ideas.
 1. ALL PEOPLE ARE MOTIVATED:

Different needs motivate different people. Some of us are motivated by power, others by the
need for achievement. Some want money while others want autonomy. Some would relish with
public kudos while others would crawl into a closet!
1. Esteem. This group of employees seeks recognition and praise. Provide them with ample
feedback and they will be quite happy. Realize though that not everyone likes public praise, so
be cognizant of the manner in which each employee may like to receive recognition.
2. Power. This group obtains satisfaction from being able to influence and/or control others.
They prefer to lead and persuade and are motivated by positions of power and leadership. This
group does well being able to make decisions and direct projects.
3. Autonomy. These employees want freedom and independence. They flourish when able to
make their own choices, determine their own schedules, and working independently from others.
4. Equity. This group likes to be treated fairly. Typically they will compare work hours, job
duties, wages and privileges. This group is easily discouraged if they perceive inequities.
5. Achievement. These employees are driven by the satisfaction of accomplishing tasks/projects
successfully. They are self-motivated if the job is challenging enough and typically will produce
consistent results in the proper environment.

2.Why people do things for their own reason

Reasons Why Making Your Own Decision

1. Empowering - Making your own decisions is empowering and it feels good when you
have made a decision and followed through on it. Most people are afraid of making the
“wrong” decision which is why they consult others. Regardless of what happens look at
each situation as a learning experience, and your decisions will always feel good.
2. Independant - When you make your own decisions you can make them when you are
ready and in your time. You don’t have to wait until you talk to someone first to make
sure it’s the right decision or not, you just decide and go. This gets you out of the
unhealthy codependent relationships you may be in currently.
3. Creator - You are the creator of your destiny and only you are responsible for what
happens in your life. When you rely on others too much to help you make decisions you
lose that sense of responsibility for your own life. This also opens of the door for you to
then blame others if the decision ends up blowing up in your face.
3.People change because of pain

Pain can change people, whether it’s in a good or bad way… Change is Change, right?
Pain changes people, because it’s all mental, even if pain is physical, it is still mental. We can
control our bodies with our brain, so what a man thinks, he has already done…this is biblical.
When you linger in painful thoughts, your body will eventually feel it, again all mental. Pain
changes people, because pain is a huge emotion that is not designed to elevate or decline, but
pain is meant to “Grow.” The foundation of the word PAIN for me is GROWTH.

In order to know what you are made of, in order to know the capacity of your abilities,
sometimes you have to be broken. In being broken, there will be a mixture of pain levels, but
“Being BROKEN is a PRIVILEGE.” Being broken gives you the opportunity to build yourself
even stronger than you were before the break! It’s a privilege to be able to start over and have
another chance. Thank you GOD!

4. The key to effective communication is identification

The ability to communicate with others is one of the most important human social
functions, yet communication is not always investigated from a social perspective. This research
examined the role that shared social identity plays in communication effectiveness using a
minimal group paradigm. In two experiments, participants constructed a model using instructions
that were said to be created by an ingroup or an outgroup member. Participants made models of
objectively better quality when working from communications ostensibly created by an ingroup
member (Experiments 1 and 2). However, this effect was attenuated when participants were
made aware of a shared superordinate identity that included both the ingroup and the outgroup
(Experiment 2). These findings point to the importance of shared social identity for effective
communication and provide novel insights into the social psychology of communication.

5. The best way to get people to pay attention to you is to pay attention to them;

Social scientists have demonstrated that an interactive audience is more easily persuaded than a
passive one. In many circumstances, the give and take between speaker and audience breaks
through the reticence and reserve of listeners, encouraging them to engage with the speaker and
play a part in the proceedings. 
We see this in certain churches using the call and response tradition of worship. We see it in
schools and universities, where an effective teacher, by asking questions, can get monosyllabic
students to open up and participate. 

And of course the world also witnessed the power of audience interaction in the massive rallies
of Nazi Germany when Hitler would cry, "Sieg," and the soldiers replied, "Heil," raising their
arms in the Nazi salute. I include this negative example because it is a powerful reminder that
what makes a speaker a dangerous demagogue is not his technique, but his moral purpose.

6. Pride is a powerful motivator

There are a lot of adages warning against pride. “Pride goeth before destruction” and all
that. However, taking a healthy pride in your work can be very motivating. Accepting wounds to
your pride, even more so.

As productivity site 99u explains, there are many kinds of pride. The pride we’d call
“hubris” doesn’t just say you’re confident in your abilities, but that you can do no wrong. This
can quickly lead to your own downfall. However, taking pride in your own work—simply being
proud of what you’ve done and how it benefits those around you—can keep you motivated to do
good work, even when you don’t have to. Rather than putting in the minimum effort, your pride
makes you go beyond to satisfy yourself.

That kind of pride can be easily wounded, though. When you fail or don’t meet your own
expectations, it’s uncomfortable and you feel bad about the work you do. In that situation 99u
suggests embracing that feeling, rather than running from it, to motivate yourself to improve:

If you internalize your criticisms and failures too much, it can turn into shame which has
very few positive motivating factors. Shame says you can’t do anything and you may as well not
try. Allowing yourself to feel pride—and expecting that it will be wounded from time to time—
can push you to do your best work.