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The Secret of Effective Motivation

The Secret of Effective Motivation
Photo Gray Matter By AMY WRZESNIEWSKI and BARRY SCHWARTZ THERE are two kinds of motive for engaging in any activity: internal and instrumental. If a scientist conducts research because she wants to discover important facts about the world, that’s an internal motive, since discovering facts is inherently related to the activity of research. If she conducts research because she wants to achieve scholarly renown, that’s an instrumental motive, since the relation between fame and research is not so inherent. What mix of motives — internal or instrumental or both — is most conducive to success? We analyzed data drawn from 11,320 cadets in nine entering classes at the United States Military Academy at West Point, all of whom rated how much each of a set of motives influenced their decision to attend the academy. How did the cadets fare, years later? The implications of this finding are significant. The same goes for motivating teachers themselves. Related:  Motivation & engagementHRpsycho socialeIdeas n' Inspiration

Project-Based Learning: Real-World Issues Motivate Students Concrete, authentic project-based learning helps students illustrate core knowledge. VIDEO: Project-Based Learning: An Overview Running Time: 9 min. Ask Seymour Papert, renowned expert on children and computing, why students are turned off by school, and he quickly offers an example: "We teach numbers, then algebra, then calculus, then physics. In a growing number of schools, educators are echoing Papert's assertion that engaging students by starting with the concrete and solving hands-on, real-world problems is a great motivator. Students at Harlem's Mott Hall School design their kites on a computer before beginning construction. Credit: Edutopia Advocates also say that the availability of technology that can call up the knowledge of the world's best thinkers with the click of a mouse, that can graph in two seconds what once took hours, and that can put scientific instrumentation in a pocket-sized computer further argues for moving away from century-old models of instruction. The Big Picture

How to Motivate People: 4 Steps Backed by Science Employees, spouses, kids — what does it take to get people motivated so you don’t have to nag them? Motivation is powerful. It predicts success better than intelligence, ability, or salary. Via The 100 Simple Secrets of Successful People: When tested in national surveys against such seemingly crucial factors as intelligence, ability, and salary, level of motivation proves to be a more significant component in predicting career success. I’ve covered persuasion, leadership, improving habits and fighting procrastination but what’s it take to get others to really give their best? 1) Stop Bribing Them When actors would ask the great film director Alfred Hitchcock “What’s my motivation?” Rewards definitely work. Researchers find that perceived self-interest, the rewards one believes are at stake, is the most significant factor in predicting dedication and satisfaction toward work. But as Dan Pink explains in Drive: The Surprising Truth About What Motivates Us there’s a problem with this equation:

What Kind of Leader Do You Want to Be? It’s the question missing from so much of leadership development: “What kind of leader do you want to be?” We facilitate and encourage self-awareness among up-and-coming leaders (what kind of leader you are), get them to map their journeys so far (what has made you the leader you are), share knowledge and ideas (what kind of leader you should be), and help them acquire new skills and adopt new behaviors (this is how you can become that kind of leader). But we don’t focus strongly enough on arguably the most central components to successful leadership – leadership intent (the kind of leader you want to be) and impact (the legacy you want to leave). As a shorthand, I refer to these two components, combined, as your “leadership footprint.” In my experience, many have thought about their leadership footprint at some point, but few have defined it clearly enough to guide their behavior and evaluate their “success.” Here’s an example of how this looks in action.

How To Be Efficient: Dan Ariely's 6 New Secrets To Managing Your Time It’s hard to be efficient. Sometimes it feels like the world doesn’t make any sense. Sometimes you don’t make any sense. As we’ll see shortly, these are all, in a way, true. Dan Ariely is the king of irrational behavior. Dan is a behavioral economist at Duke University and the New York Times bestselling author of three wonderful books: Most recently he’s turned his attention to the irrationality of how we use our time and has helped create a new smart-calendar app, Timeful. What’s great is the data from Timeful is helping us learn things about what works and what doesn’t as it relates to productivity. I gave Dan a call to hear what he had to say about how we can improve time management, how to be efficient and how to get more done. 1) The World Is Working Against You This isn’t a conspiracy theory and a tinfoil hat isn’t required, but we are spending more of our time in environments that have their own agendas. Billboards and TV ads want you to buy. Here’s Dan: (Short on time? 1) Meetings Sum Up

8 Uplifting Quotes For Discouraged Students There are many reasons a student can lose focus in school. It can be bad grades that will discourage them to be inactive and to rebel. It can be the environment that can be stifling and suffocating for the students. It can be the fact that many of them don’t find it easy to see the meaning in their struggles in school. Some students excel under pressure, and there are those who crumble beneath it. It’s easy to praise the students who continuously work hard, but let’s try not to berate those who find it difficult to focus. When students get tired of school, they find all means to take the shortcut. It’s not just in the output that students slack off in school. Instead of lecturing these lost souls, it’s up to educators and mentors to find ways on how to lure them back into learning. For now, maybe these inspirational quotes on learning and hard work can do the trick. “If you really look closely, most overnight successes took a long time.” – Steve Jobs “Every child is gifted.

Managing Conflict in Meetings - Communication Skills from Mind Tools Handling Disagreements on the Spot Getting away from 'no'. © iStockphoto/mediaphotos "But that's ridiculous, Bob! We can't possibly have the new product ready in time for the Autumn Expo! What do the rest of you think? "Well, I can see your arguments for appointing Alison. Many of us have experienced tension and conflict in meetings. While you can't always prevent conflict in meetings, there are many things you can do to stop disagreements from damaging your team's wider goals. Can you set up your meeting to reduce the risk of conflict? We'll look at each of these. Types of Conflict Conflict in business meetings usually falls into two categories: Real professional differences – Conflict can arise from very real differences in professional opinions. Reducing the Opportunity for Conflict The best defenses against conflict often involve preparing thoroughly before the meeting, and chairing strongly during the meeting. In these situations, state the meeting rules in advance. Resolving Conflict

Elton Mayo and Hawthorne Effect - Studies in Motivation The Hawthorne Studies (also knowns as the Hawthorne Experiments) were conducted from 1927 to 1932 at the Western Electric Hawthorne Works in Cicero, Illinois (a suburb of Chicago). This is where Harvard Business School professor Elton Mayo and Fritz Roethlisberger examined the impact of work conditions in employee productivity. Elton Mayo started these experiments by examining the physical and environmental influences of the workplace (e.g. brightness of lights, humidity) and later, moved into the psychological aspects (e.g. breaks, group pressure, working hours, managerial leadership) and their impact on employee motivation as it applies to productivity. In essence, the Hawthorne Effect, as it applies to the workplace, can be summarized as "Employees are more productive because the employees know they are being studied." Additionally, the act of measurement, itself, impacts the results of the measurement. The Hawthorne Experiments and Employee Motivation Relay Assembly References:

How an Oven Changed the Fate of a Neglected Toronto Park Ask a city planner or designer to name some popular amenities for a park, and they'll rattle off a list: children's play area, water feature, shade, seating. "Tandoor oven" will not be on it—unless you're in Toronto, where residents of the Thorncliffe Park neighborhood worked with the city to install a new bread-baking oven in their local park. It's the first public tandoor oven in North America. The Thorncliffe Park Women's Committee (TPWC) proposed the idea back in 2011, and the answer from officials was an immediate yes. But the city didn't have regulations that applied to tandoor ovens. It took two years to figure them out, and now TPWC fires up the oven to bake naan during community events. The oven is just the latest initiative of TPWC and its coordinator, Sabina Ali. "It was the most neglected park, I think, in the city of Toronto," Ali says. Today, R.V. Not surprisingly, the bazaar was a hit. Earlier this year, Ali won Toronto's Jane Jacobs Prize for her activism.

Stick with it Motivating Skills for Life learners Skip to main content Stick with it Motivating Skills for Life learners Summary Literature Review Final Report to the Quality Improvement Agency October 2007 Jenny Litster Resource Type: Research report Audience: Governors and clerks, Leaders and managers Web link for this resource: Lir review research.doc Register for an account Register now for a new account on the Excellence Gateway and start building shareable personalised collections of resources. Social media

Locus of Control - Career Development from Are You in Charge of Your Destiny? Do you feel someone else is pulling your strings? © iStockphoto/Revenant_hm As the environment around you changes, you can either attribute success and failure to things you have control over, or to forces outside your influence. Which orientation you choose has a bearing on your long-term success. This orientation is known as your "locus of control". Locus of control describes the degree to which individuals perceive that outcomes result from their own behaviors, or from forces that are external to themselves. People who develop an internal locus of control believe that they are responsible for their own success. Use the interactive quiz below to determine your current locus of control: Understanding Your Own Locus of Control Instructions: For each pair of statements, choose the one that you believe to be the most accurate, not the one you wish was most true. Your last quiz results are shown. You last completed this quiz on , at . Note: Key Points

Fouille de données dans les réseaux sociaux : synthèse bibliographique Fouille de données dans les réseaux sociaux : document de synthèse bibliographique autour de la problématique du datamining social. Matthieu, Gaëtan, Benoît, Stéphane Introduction Les réseaux sociaux sont omniprésents depuis l'avènement d'Internet. Ces réseaux sociaux sont de différents types. Tous ces réseaux sociaux amassent de très nombreuses données : les amis, les messages, les images, la fréquence d'utilisation… tous ces échanges et informations sont soigneusement enregistrés. Il faut tout d'abord modéliser le réseau sous forme mathématique. Dès lors se pose la question de la vie privée. La partie « marketing » explicitera la façon dont ces informations sont rentabilisées en créant des stratégies marketing depuis les données précédemment analysées et protégées. Les processus pour la fouille de données Certains résultats issus de l'analyse des réseaux sociaux doivent être assimilés avant d'aborder le contenu de cette section. Prédiction de liens Modèle de prédiction selon la distance .

Is This the Key to Elon Musk's Massive Success? (TSLA) A Ph.D. at Stanford wasn't in the cards for Elon Musk. Not because he wasn't admitted, but because he couldn't wait any longer to get started on his professional career. After two days at one of the university's most prestigious programs, he dropped out and embarked on what is likely to become one of the most talked-about careers in history. Elon Musk. As it turns out, Musk's destiny -- or whatever you want to call it -- was far bigger than attaining a Ph.D. at Stanford. But let's not get ahead of ourselves. What is this fundamental principle that seems so essential to Musk's success? A quest for deep understandingEven as a child, it was clear that Musk wanted to understand things on a deeper level than everyone else. Elon's mother, Maye Musk, told Esquire in an interview that she and Elon's father, Errol, knew that Elon was "advanced from the very beginning." But that wasn't enough for Musk. Universities weren't enoughBut Stanford couldn't contain him forever. Tesla Model S.