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Relevant bibliographies by topics / Theory of human motivation

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Academic literature on the topic 'Theory of human motivation'

Author: Grafiati

Published: 13 July 2021

Last updated: 6 February 2022

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Journal articles on the topic "Theory of human motivation"

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Ondabu, Ibrahim. "A THEORY OF HUMAN MOTIVATION: THE TIRIMBA GROUPING THEORY OF MOTIVATION." SOP Transactions on Economic Research 1, no. 1 (2014): 16–21. http://dx.doi.org/10.15764/er.2014.01003.

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Bernard, Larry C., Michael Mills, Leland Swenson, and R. Patricia Walsh. "An Evolutionary Theory of Human Motivation." Genetic, Social, and General Psychology Monographs 131, no. 2 (2005): 129–84. http://dx.doi.org/10.3200/mono.131.2.129-184.

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Vlasenko, Olga, and Mariia Sokolova. "EVALUATION OF ENTERPRISE HUMAN RESOURCES: THE THEORY BACKGROUND." Economics & Education 6, no. 1 (2021): 36–42. http://dx.doi.org/10.30525/2500-946x/2021-1-6.

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This article is devoted to the peculiarities of human resources evaluation in enterprises. The human resources evaluation has a special place in human resource management, because it allows you to identify the actual situation in an enterprise, find disadvantages and weaknesses in management, so that you can provide recommendations basing on its results. The main purpose of the study was to develop the theoretical principles for assessing human resources, which should establish the level of quantitative and qualitative characteristics in the terms of determining the state of motivation and efficiency for human resources. In the study, the authors stressed on the cyclical nature of human resource management in an enterprise. At the same time, in their opinion, the human resources evaluation takes a special place because it makes all actions passing through the human resources management system. The authors also stressed on the impact of motivation upon an enterprise efficient operation, and including but not limiting to the human resources. They found that motivation has a special relevance for human resource management, and thus is gained by solving such problems as coordination, matching up of the needs and means, motives and goals of human resources and an enterprise as a whole, identification and resolution of emerging contradictions between these goals and needs of human resources and an enterprise. Solving these problems is possible after a comprehensive evaluation of an enterprise’s human resources. The authors propose to conduct a comprehensive evaluation in clearly defined areas: quantitative and qualitative evaluation, evaluation of the motivational state of human resources, and the final stage is to evaluate the efficiency of using Enterprise Human Resources. In the result of such evaluation, the administrative goal of human resource management will be achieved due to adoption of sound administrative decisions; thus, the information goal will be achieved as well, which is that both employees and managers have the opportunity to obtain reliable information about the activities; of course, the motivational goal of evaluation itself is among the most important means of motivating people's behaviour. In the authors’ opinion, their proposed theoretical approach to the evaluation of human resources, which is implemented due to identifying the level of quantitative and qualitative characteristics of human resources’ motivation and efficiency, will lead to conscious human resource management.

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Wyse, Robert De Moraes. "Motivação: Teorias Motivacionais do Comportamento Humano." Revista de Ciências Gerenciais 22, no. 36 (2018): 134. http://dx.doi.org/10.17921/1415-6571.2018v22n36p134-141.

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Este artigo tem por objetivo discorrer sobre algumas teorias da motivação humana, expor um breve resumo das principais teorias motivacionais. Inicialmente, traz-se o conceito de motivação, abordando alguns autores da área, em seguida, algumas teorias motivacionais são abordadas, contextualizando relatos de autores da área através de pesquisa bibliográfica em livros e também em artigos. São abordadas as Teorias das Necessidades de Maslow, com a pirâmide das necessidades humanas, enfocando-se, dessa forma, a escala das cinco necessidades humanas hierarquizadas pelo autor; a Teoria dos Dois Fatores de Herzberg, em que são abordados os fatores Higiênicos, que são os fatores do ambiente de trabalho, e Motivacionais, que são os fatores internos do ser humano, que estão relacionados com a motivação interna do indivíduo para desempenhar suas atividades; a Teoria de ERG de Alderfer, em que a motivação humana é dividida em três categorias: Existência, Relacionamento e Crescimento; a Teoria X e Y de McGregor, em que são considerados comportamentos humanos antagônicos, como o homem detestar trabalhar, no caso da teoria X, e pela teoria Y o ser humano ser esforçado e gostar de ter uma atividade; e a Teoria da Expectativa de Vroom, que relata sobre a motivação da expectativa humana, em que defende que o ser humano realiza algo através de uma expectativa, visando a atingir um objetivo. E por último são realizadas algumas considerações finais. Palavras-chave: Motivação. Teorias Motivacionais. Maslow. Herzberg. Comportamento Humano. AbstractThis article aims to discuss some theories of human motivation, to bring a brief summary of the main motivational theories. Initially, it brings the concept of motivation, approaching some authors of the area, then some motivational theories are approached, contextualizing reports of authors of the area through bibliographical research in books as well as in articles. Maslow's Theories of Needs, with the pyramid of human needs, are approached, thus addressing the scale of the 5 human needs hierarchized by the author; Herzberg's Theory of Two Factors, which addresses the Hygienic factors, which are the factors of the work environment, and Motivational, which are the internal factors of the human being that are related to the individual’s internal motivation to perform their activities; Alderfer's ERG Theory in which human motivation is divided into 3 categories: Existence, Relationship and Growth; McGregor's Theory X and Y, in which are considered antagonistic human behaviors, as man hates to work, in the case of theory X, and by the theory Y the human being is endeavored and likes to have an activity; and the Theory of Vroom Expectation, which reports on the motivation of human expectation, in which he argues that the human being accomplishes something through an expectation, aiming to achieve a goal. And finally, some final considerations are made. Keywords: Motivation; Motivational Theories. Maslow. Herzberg. Human behavior.

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Sikorski, Eric, Shawn Mulvey, and Eva Wiese. "Effect of Anthropomorphic Design on the Effectiveness of Motivational Messages." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 63, no. 1 (2019): 1888–92. http://dx.doi.org/10.1177/1071181319631349.

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The potential for social robots to provide assistance to those in need continues to increase though optimal design for user acceptance and engagement continues to be elusive. The design of social robots for user motivation specifically has not been well researched yet evidence does indicate that virtual agents can be motivational. Theory of mind and social facilitation research points to the motivational potential of social robots. This study examines the effect of human-like appearance (i.e. anthropomorphism) on the effectiveness of motivational messages. Results indicate that images of humans paired with motivational messages were perceived as significantly more motivating than anthropomorphic images and zoomorphic images paired with motivational messages. There were no differences in motivation between anthropomorphic and zoomorphic images. Data indicates that participants tended to prefer human images to anthropomorphic and zoomorphic images for motivational purposes.

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Islamy, Athoillah. "DIALECTIC MOTIVATION, BEHAVIOR AND SPIRITUAL PEAK EXPERIENCE IN THE PERSPECTIVE OF ISLAMIC PSYCHOLOGY." Alfuad: Jurnal Sosial Keagamaan 3, no. 2 (2019): 35. http://dx.doi.org/10.31958/jsk.v3i2.1759.

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This study aims to find the correlation of motivation, behavior and spiritual peak experience in the view of Islamic psychology. This type of research, namely qualitative research in the form of literature study. The primary data source of this research, namely the theory of hierarchy of human basic needs from Abraham Maslow. Meanwhile, secondary research data sources, namely various other relevant western motivational theories. The theory is used as a knife of analysis, namely the theory of motivation of the human soul from al-Ghazali which includes dimensions of heart, reason and lust. This study concludes that in the perspective of Islamic psychology there is a strong relationship between motivation and the behavior of every human being in the process of achieving spiritual peak experiences. The relationship of motivation and human behavior in the perspective of Islamic psychology that is more likely to emphasize religious motives (spiritual), both in psychological and physiological conditions of humans. motivation and behavior in Islam are very closely related to various stages in the process towards the ultimate spiritual human experience.

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Столяренко, Алена, Alyona Stolyarenko, Марина Матюнина, and Marina Matyunina. "THE ENCOMPASSING ANALYSIS OF THE PERSONNEL MOTIVATION THEORIES." Services in Russia and abroad 11, no. 3 (2017): 42–51. http://dx.doi.org/10.22412/1995-042x-11-3-4.

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Article is devoted to the main issues of forming and significance of motivation in the general system of personnel motivation. The authors research the theoretical approaches to the consideration of the personnel features as a production factor (tool efficiency, diligence, potential, adaptability, vector, etc.). The article analyzes human resource management as a system in which the motivation is the main element affecting the staff. The authors on the base of studying the main approaches to the definition of motivation make the conclusion that it is a process of prompting the worker to carry out activities in accordance with company's existing objectives. It is confirms the fact that motivation is not only a part, but also the enterprise human resource management function. The article considers the most common, but constantly changing by their nature motivations for work, namely stability, assertiveness, flocking, etc. The authors analyze the relationship and interdependence of motivation and human needs through the study of the basic motivation theories, namely the classical theory of needs, human relations theory, theory of providing advantages, factor «Z» theory, the goal setting theory and other. The research result is in the fact that indivisibility and interdependence of human needs and their satisfaction, and consequently obtaining the desired result, is the basis of motivation. Therefore, inducement for activities, heading an employee to a particular activity and control are the main functions of motivation

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Winston, Christine N. "An existential-humanistic-positive theory of human motivation." Humanistic Psychologist 44, no. 2 (2016): 142–63. http://dx.doi.org/10.1037/hum0000028.

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Karimi, Kianoosh, and Javad Nickpayam. "Gamification from the Viewpoint of Motivational Theory." Emerging Science Journal 1, no. 1 (2017): 34. http://dx.doi.org/10.28991/esj-2017-01114.

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Gamification is defined as the use of game elements and game design techniques in non-game contexts. It is expected that global gamification market will grow to USD $5.5 Billion by 2018. This tremendous market growth relies on basic human instinct to get enticed by both extrinsic and intrinsic motivations. This study aims to provide insights into gamification approach from motivation perspective. For this purpose, conceptual foundations of gamification described, including the structure and Benefits of Gamification, and then related motivation theories reviewed.

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Ryan, Richard M., James N. Donald, and Emma L. Bradshaw. "Mindfulness and Motivation: A Process View Using Self-Determination Theory." Current Directions in Psychological Science 30, no. 4 (2021): 300–306. http://dx.doi.org/10.1177/09637214211009511.

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Mindfulness and motivation are both highly researched topics of great consequence for individual and social wellness. Using the lens of self-determination theory, we review evidence indicating that mindfulness is differentially related to different types of motivations, playing a facilitating role for highly autonomous forms of motivation, but not for externally controlled or introjected (self-controlling) forms of motivation. A key contribution of this review is our contention that mindfulness confers a range of intra- and interindividual benefits (e.g., well-being and prosociality) in part through its relation to autonomous motivations, a claim for which we outline preliminary evidence. Finally, we discuss how future research connecting mindfulness and motivation is important for both fields of study, for applied practices in areas such as psychotherapy and business, and for enhancing understanding of the processes underlying human wellness.

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Dissertations / Theses on the topic "Theory of human motivation"

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Kirchhoff, Tobias, and Eddie Riffo. "Hierarki eller autonomi, hur yttrar sig motivationen? : En jämförelse av motivation hos ledare och självstyrda." Thesis, Malmö universitet, Malmö högskola, Institutionen för Urbana Studier (US), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-41631.

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Denna studie kombinerar enkätundersökning med kvalitativa intervjuer i syftet att identifiera och jämföra motivationsfaktorer för eget ledarskap i självstyrande organisationer kontra formella ledare. I studien ingår åtta respondenter från en självstyrande organisation och för att identifiera vilka drivkrafter och psykologiska behov dessa besitter genomfördes en enkätundersökning. Underlaget för studien baserar sig på MyNeeds, ett analysverktyg utvecklat från Self-Determination Theory. Utifrån denna teori har de identifierat sex psykologiska behov som ofta är omedvetna och genom verktyget kan mätas på individnivå. Analysresultatet från studien har därefter jämförts med data från en kontrollgrupp som tagits fram vid Malmö Universitet genom det samarbete som finns med MyNeeds. I syfte att närmare undersöka hur respondenterna själva ser på sitt ledarskap i en självstyrande organisation och vad de motiveras utav i sin befattning, genomfördes semistrukturerade intervjuer. Resultat av studien visar att det finns skillnader i hur drivkrafterna fördelar sig i jämförelse mellan respondenter och kontrollgrupp, studiens deltagare hade större benägenhet att drivas av ett behov av samhörighet än de formella ledarna som ingick i studiens jämförelseunderlag.

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Shayganfar, Mohammad. "Affective Motivational Collaboration Theory." Digital WPI, 2017. https://digitalcommons.wpi.edu/etd-dissertations/45.

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Existing computational theories of collaboration explain some of the important concepts underlying collaboration, e.g., the collaborators' commitments and communication. However, the underlying processes required to dynamically maintain the elements of the collaboration structure are largely unexplained. Our main insight is that in many collaborative situations acknowledging or ignoring a collaborator's affective state can facilitate or impede the progress of the collaboration. This implies that collaborative agents need to employ affect-related processes that (1) use the collaboration structure to evaluate the status of the collaboration, and (2) influence the collaboration structure when required. This thesis develops a new affect-driven computational framework to achieve these objectives and thus empower agents to be better collaborators. Contributions of this thesis are: (1) Affective Motivational Collaboration (AMC) theory, which incorporates appraisal processes into SharedPlans theory. (2) New computational appraisal algorithms based on collaboration structure. (3) Algorithms such as goal management, that use the output of appraisal to maintain collaboration structures. (4) Implementation of a computational system based on AMC theory. (5) Evaluation of AMC theory via two user studies to a) validate our appraisal algorithms, and b) investigate the overall functionality of our framework within an end-to-end system with a human and a robot.

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Oberholster, Abraham Johannes. "THE MOTIVATION OF NPO WORKERS FOR ACCEPTING INTERNATIONAL ASSIGNMENTS." NSUWorks, 2011. http://nsuworks.nova.edu/hsbe_etd/84.

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This dissertation explores the underresearched topic of the motivation of non-profit organizational (NPO) workers for accepting international assignments (IAs). In the literature review, the motivation and reasons for working and living outside the home country by multinational corporate expatriates, international migrants, and long-term international volunteers are summarized. With the reasons for expatriation distilled from the literature, a self-determination theory (SDT) approach, and open-ended questions, the motivations for NPO workers to accept IAs are factor analyzed and triangulated using data from a sample of more than 140 Christian mission and humanitarian workers originating from 25 countries and representing 48 sending organizations. Four NPO worker motivation profiles are tentatively identified and described using cluster analysis of the SDT motivations and Kruskal-Wallis analysis of the reasons of accepting an IA, individual cultural values, organizational commitment, and demographic variables. The NPO worker cluster groups include the Caring Internationalist, the Self-Directed Careerist, the Obedient Soldier, and the Movement-Immersed Worker. The findings hold implications for international human resource managers toward the effective recruitment, selection, training and development, career management, and support and encouragement of NPO expatriates with the goal of an increase in the incidence of expatriation assignment success.

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Rundström, Isabelle. "Att få och slippa : Motiven bakom friluftsliv." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-25399.

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Tidigare undersökningar av motivationen att utöva friluftsliv har identifierat motiv som social samvaro, fysisk aktivitet, naturupplevelser och avkoppling, dock har området mest berörts i samband med planering och förvaltning av naturområden. Den här studien har undersökt motiv bakom människans friluftslivsutövande i syfte att förstå dessa drivkrafter i relation till mänskliga behov. Studien bestod av 31 deltagare från olika delar av Sverige, i åldrarna 22-75 med varierande sysselsättning, friluftslivs-utbildning, civilstatus och nationalitet, varav 16 kvinnor. Data samlades in genom att deltagarna fick skriva berättelser om sin motivation. Det insamlade materialet meningskoncentrerades och analysen resulterade i att tre abstrakta motiv kunde urskiljas: (1) att komma bort från något, samt (2) att få inre och (3) yttre stimulans. Utövandet har visat sig tillfredsställa flertalet behov och främjar på så vis välmående. Vidare bidrar studien till kunskap om vad den friluftsaktiva individen upplever att hon behöver. Resultaten stämmer väl överens med tidigare forskning.

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Baghdassarian, Anoush. "Negotiating Human Rights Abuses through the Moral Foundations Theory: An Attempt to Understand the Moral Motivations behind the Male Guardianship System in Saudi Arabia, Female Genital Modification, and Child Marriage." Scholarship @ Claremont, 2017. http://scholarship.claremont.edu/cmc_theses/1473.

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The idea that there are universal human rights that can, and should, be enforced has been an increasingly wide-spread and popular belief, as well as a controversial one. Concerns of cultural relativism contrasted with stances of universalism spark an impassioned debate that permeates the dialogue of human rights today in all spheres: social, academic, and even those professional spheres that are tasked with creating and enforcing the laws regarding these issues. What does psychology have to say about this? After all, if it is a universal phenomenon, it must span across time, culture, and difference, and there must be trends in our human nature or similarities in our psychology that allow us to claim universality. One psychological theory, the Moral Foundations Theory (MFT) can help shed light on this issue. MFT holds that universally, as human beings, we share five grounds of moral foundations on which we make our judgments and take action: Care/Harm, Fairness/Cheating, Authority/Submissiveness, Sanctity/Degradation, and Loyalty/Betrayal. While we are all born with the capability to act and reason on these, our cultures shape us to emphasize different foundations and it is in that shift that conflict arises. What one group sees as right, and based in moral justification, another sees as wrong and as a violation of human rights. This paper attempts to use MFT to understand the moral foundations underlying three case studies of practices internationally seen as human rights abuses, female genital modification, child marriage, and male guardianship in Saudi Arabia, and provides suggestions for methods of effective intervention based in MFT.

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Johansson, Mikaela, and Rebecca Toresson. "Motivation till högskolestudier : en kvantitativ studie kring studenters inre och yttre motivation." Thesis, Högskolan i Borås, Akademin för vård, arbetsliv och välfärd, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-21390.

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Att behålla sin anställningsbarhet genom hela livet blir allt viktigare i dagens föränderliga arbetsmarknad. De ökande krav som läggs på individen gällande anställningsbarhet kan vara en anledning till att antalet studenter på Sveriges högskolor stadigt ökar. Men frågan är hur viktigt anställbarhet är för studenters studiemotivation. Motivation delas i huvudsak in i två kategorier, inre och yttre motivation (Deci & Ryan, 2000). I en mer detaljerad indelning skiljer man på sex motivationsfaktorer; to know, toward accomplishment, to experience stimulation samt identified, introjected och external regulation (Vallerand m.fl, 1993). Syftet med denna studie var att undersöka vilka motivationsfaktorer som påverkar en individs val att börja studera på högskola. Vi har även undersökt om motivationen ser annorlunda ut beroende på respondenterna kön och ålder. Empirin samlades in via en webbenkät som var baserad på Academic Motivation Scale (Vallerand m.fl, 1992), där deltagarna fick skatta till vilken grad de ansåg att respektive påstående motiverat dem i valet att börja studera. Även om marginalerna var små så visade vårt resultat att yttre motivationsfaktorer hade störst påverkan på valet att studera. Identified var den motivationsvariabeln som fick högst värde vilket innebär att man gör någonting för att man har bestämt det, även fast det inte är kul. Att man istället ser handlingen som en nödvändighet eller för att man tror att man kan ha nytta av det i framtiden. Vi fann inga signifikanta skillnader mellan könen. Dock visade vår analys att de fanns signifikanta skillnader i motivationen, men dessa hängde samman med respondenternas ålder.<br>Maintaining one’s employability throughout their lives is becoming increasingly important in today's labor market, which is in constant change. The increasing demands placed on the individual regarding one´s employability can be a reason why the number of students at Swedish colleges is steadily increasing. But the question is how important is the factor employability for students' student motivation. Motivation can be divided into two categories, internal and external motivation (Deci & Ryan, 2000). In a more detailed division, six motivational factors are distinguished; to know, toward accomplishment, to experience stimulation as well as identified, introjected and external regulation (Vallerand et al., 1992). The purpose of this study was to investigate which motivational factors affect an individual's choice to study at college. We have also investigated whether the motivation appears different depending on the respondents' gender and age. The empirical data was collected via a web survey that was based on Academic Motivation Scale (Vallerand et al., 1992), where the participants estimated in what extent they considered each claim to have motivated them in their choice to start studying. Even though the margin was small our result showed that external motivational factors had the greatest impact on the choice to study. Identified was the motivational variable ranked highest, which means to do something because one has decided to do it although it is not fun. That the activity is seen as necessary or because one believes that doing an activity will be useful in future. We found no significant differences between the sexes. However, our analysis showed that there were significant differences in motivation, but these were related to the respondents' age.

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Fertig, Jason. "What Does That Piece of Paper Really Mean? An Inquiry Into Certification Motivation." Diss., Temple University Libraries, 2009. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/32849.

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Business Administration<br>Ph.D.<br>Though under-analyzed, third-party employee competency certifications are increasing in number; many feel that accumulation of certifications is essential for career success. I argue that in their current form, certifications are double-edged: their purpose is to reduce transaction costs, enhance performance, and foster development; but they can also be used as 'credentials' to gain prestige, rewards or influence. I suggest that excessive use for this latter purpose can undermine their contribution to performance. In this study of HR practitioners that draws on Self-Determination Theory (SDT), I test the relationship between certification-seeking motivation and obtaining certification, perceived job competence, and affective occupational commitment. Hierarchical regression results show an association between autonomous motivation and both obtaining certification and commitment; however, professional association membership may also play a role in fostering such motivation. I end with suggestions for future research.<br>Temple University--Theses

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Sullivan, Jonathan Edward. "Motivations of Antitrafficking Volunteers." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3728.

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Abstract Human trafficking is a worldwide crisis, and agencies rely on volunteers to help serve its victims. Past researchers have suggested that motivation to volunteer is multifaceted and that volunteer turnover hinders accomplishing mission objectives. The research question was to examine if there were any differentiating motivations of antitrafficking volunteers from the current literature. This study was a qualitative case study of an antitrafficking religion-sponsored agency in the United States. Self-determination theory guided the research consisting of 7 agency volunteers. Candidates met the established criteria of minimum age and duration of service. The interpretive phenomenological analysis process helped to assess individual data separately and then collectively with participants adding clarification and member checking through follow-up e-mails. The analysis process produced themes about relating to others, work competency, autonomy, sense of obligation, religious motivations, personal satisfaction, recognition, and agency leadership styles as motivators. Their religious affiliation with the agency produced a strong emphasis on spiritual motivations. An element of egocentric motivations emerged as differences from the current volunteering literature. The egocentric motivations emerged from the participant's view that God was watching and their actions brought God's favor to them. Agency leaders need to focus on helping potential and current volunteers feel important as contributors to the spiritual wellbeing of themselves and others. This finding was a key aspect of recruitment and retention of volunteers, who could help this underserved population and thus promote positive social change.

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Wheeldon, Alan. "Improving human computer interaction in intelligent tutoring systems." Queensland University of Technology, 2007. http://eprints.qut.edu.au/16587/.

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ITSs (Intelligent Tutoring Systems) provide a way of addressing some of the issues that the more traditional CAI (Computer Aided Instruction) systems do not address - the individual learning needs and individual learning abilities and levels of users - so that the user is in control of their learning experience. An ITS needs to be able to provide an explanation, for a real world situation, that successfully meets the needs of the user. To ensure relevant explanation content requires the ITS be based on sound planning principles and tutoring knowledge as well as knowledge of the domain and the user. To ensure a coherent explanation structure requires that the tutoring knowledge be applied with full recognition of the knowledge of the domain and the user. For a model of the user's knowledge to be effective, the system should be able to use it to enhance the flexibility and responsiveness of explanations generated. A user model should guide the generation of explanations so they are pitched at the correct level of the user's existing knowledge; models should be able to actively support the needs of the user so that the user's efforts in seeking out information are minimised. The aim of this research is to generate effective, flexible and responsive explanations, in educational software systems, through developing better explanation facilities than exist in currently available ITS software. In achieving this aim, I am advancing research into dialogue planning and user modelling. The explanation facilities described meet the requirements of an explanation that is tailored to the user's needs, a sound theory from which particular explanations are constructed, and a user model that can accurately represent the behaviour and beliefs of the user. My research contributions include explicitly and formally representing discourse planning / reasoning, from both the user's view and the tutor's view so that they can be clearly understood and represented in the ITS. More recent planners have adopted approaches that can be characterised as using adaptations of the classical planning approach, with informally specified planning algorithms and planning languages. Without clear, explicit and full descriptions of actions and the planning algorithm we can not be certain of the plans that such planners produce. I adopt a theoretically rigorous approach based on classical planning theory - the actions available to the planner, the planning language and algorithm should be explicitly represented to ensure that plans are complete and consistent. Classical regression planning uses dynamic planning thus enabling the system to be flexible in a variety of situations and providing the responsiveness required for an ITS. I take a theoretically rigorous approach in constructing a well specified model of discourse, building upon existing research in the area. I present a tutoring module that is able to find a way to motivate the user to take a recommended action, by relating the action to the user's goals, and that is able to reason about the text structure to generate an effective explanation - putting together several clauses of text whilst maintaining coherency. As part of developing such constructs for motivating, enabling and recommending, as well as constructs for structuring text, I use a pedagogic model based on the principled approach of (i) advising the user to take an action (ii) motivating the user to want to take the action and (iii) ensuring the user knows how to do the action. I take a clear and realistic approach to user modelling, making explicit models of the user's behaviour and beliefs. I adopt a theoretically rigorous approach, formally distinguishing between the user's reasoning and their actions, so they can be focused on separately. Formally making this distinction, more easily enables models of the user's reasoning to be tailored to the individual user. To enable the tutor to consider the full impact on the user, of the information to be delivered to the user, I use different plan spaces. I explicitly identify the different perspectives of the user and the tutor so that they can be focused on separately to generate an explanation that is tailored to the user. In my approach, reasoning about the user's skills, rules and knowledge is independent from reasoning about those of the tutor.

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Jensen, Alena. "Self-Determination Theory : User Preferences and Design Recommendations for Technologies to Support Awareness of Sedentary Behavior." Thesis, Uppsala universitet, Människa-datorinteraktion, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-415006.

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Sedentary behavior and an inactive lifestyle are a risk factor for chronic diseases and an increasing number of people are affected. Technologies and smartphone applications can help to support and increase awareness of sedentary behavior and thus, help users change their lifestyle and create a balance between sedentary time and physically active time. Based on Self-Determination Theory, this study aimed to identify user preferences and design features in technologies to support the awareness of sedentary behavior and explored the influence of design implementations towards motivation on sedentary behavior change. Data was collected and analyzed via a survey that was made available online. Participants were drawn from social media platforms and company email addresses. The survey was distributed to 97 people through a web-based tool which resulted in complete data from 84 responses. Results of the survey based on Self-Determination Theory indicated a positive influence of competition among users in screen-based sedentary behavior applications. These findings contribute to our understanding of how individuals can be motivated to use awareness-based sedentary behavior technologies by the implementation of design features.

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Books on the topic "Theory of human motivation"

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Weinstein, Netta. Human motivation and interpersonal relationships: Theory, research, and applications. Springer, 2014.

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H, Lackey George, ed. The psychology of human control: A general theory of purposeful behavior. Praeger, 1991.

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Scitovsky, Tibor. The joyless economy: The psychology of human satisfaction. Oxford University Press, 1992.

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Lay epistemics and human knowledge: Cognitive and motivational bases. Plenum Press, 1989.

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Kruglanski, Arie W. Lay Epistemics and Human Knowledge: Cognitive and Motivational Bases. Springer US, 1989.

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1962-, Nohria Nitin, ed. Driven: How human nature shapes our choices. Jossey-Bass, 2002.

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1939-, Curtis Kent, ed. Human behavior: Why people do what they do. VistaSystems, 1988.

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Human motivation. 5th ed. Wadsworth/Thomson Learning, 2002.

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Human motivation. Springer-Verlag, 1985.

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Human motivation. Scott, Foresman, 1985.

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Book chapters on the topic "Theory of human motivation"

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Weiner, Bernard. "Drive Theory." In Human Motivation. Springer New York, 1985. http://dx.doi.org/10.1007/978-1-4612-5092-0_3.

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Weiner, Bernard. "Achievement Theory." In Human Motivation. Springer New York, 1985. http://dx.doi.org/10.1007/978-1-4612-5092-0_5.

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Weiner, Bernard. "Attribution Theory." In Human Motivation. Springer New York, 1985. http://dx.doi.org/10.1007/978-1-4612-5092-0_7.

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Weiner, Bernard. "Kurt Lewin’s Field Theory." In Human Motivation. Springer New York, 1985. http://dx.doi.org/10.1007/978-1-4612-5092-0_4.

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Weiner, Bernard. "The Psychoanalytic Theory of Motivation." In Human Motivation. Springer New York, 1985. http://dx.doi.org/10.1007/978-1-4612-5092-0_2.

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Weiner, Bernard. "An Attributional Theory of Behavior." In Human Motivation. Springer New York, 1985. http://dx.doi.org/10.1007/978-1-4612-5092-0_8.

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Weiner, Bernard. "Humanistic Theory and Personal Constructs." In Human Motivation. Springer New York, 1985. http://dx.doi.org/10.1007/978-1-4612-5092-0_9.

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Weiner, Bernard. "Social Learning Theory and Personal Responsibility." In Human Motivation. Springer New York, 1985. http://dx.doi.org/10.1007/978-1-4612-5092-0_6.

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Cabras, Emilia, and Sofia von Humboldt. "Motivation: Theory/Human Model." In Encyclopedia of Gerontology and Population Aging. Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-69892-2_77-1.

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Cabras, Emilia, and Sofia von Humboldt. "Motivation: Theory/Human Model." In Encyclopedia of Gerontology and Population Aging. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-319-69892-2_77-2.

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Conference papers on the topic "Theory of human motivation"

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van Minkelen, Peggy, Carmen Gruson, Pleun van Hees, et al. "Using Self-Determination Theory in Social Robots to Increase Motivation in L2 Word Learning." In HRI '20: ACM/IEEE International Conference on Human-Robot Interaction. ACM, 2020. http://dx.doi.org/10.1145/3319502.3374828.

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Sitinikov, Cătălina, Ionela Staneci (Drinceanu), Costinel Cristian Militaru, Mariana Paraschiva Olaru (Staicu), and Ionuț Riza. "MOTIVATION OF HUMAN RESOURCES IN MODERN ORGANIZATIONS." In Economic and Business Trends Shaping the Future. Ss Cyril and Methodius University, Faculty of Economics-Skopje, 2020. http://dx.doi.org/10.47063/ebtsf.2020.0033.

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Human Resources, along with material resources, directly influence the company's activity in its attempt to achieve its objectives. Their quantity and quality, which an enterprise has at its disposal, decisively influence the productivity of the company. Ensuring, maintaining and developing the Human Resources of companies are major concerns in modern management. The way Human Resources work can make a difference when material resources are the same. The choice of high quality Human Resources is a necessary condition for improving the company's performance. However, emphasizing the role of Human Resources does not mean an underestimation of other resources. The systematic design of the company involves the interdependent approach of resources starting from the fundamental objectives to whose achievement they compete together, from the essential connections that exist between them. Motivation is one of the traditional problems of studying organizational behavior and for years has aroused the interest of managers and researchers. In modern organizations, motivation has become even more important. This is due to the need for high productivity in order to become globally competitive. Knowing how to capture the creative and productive energy of the people who make up the enterprise is, in fact, the deep essence of the management of the Human Resources of the enterprise. The basic problem of a leader, in this context, should be how to succeed in influencing the performance of the people who work in the enterprise he leads. The main purpose of this article is to identify the main actions and decisions that determine the nature and content of the relationship between the organization and its employees.

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Zaharia (Ştefănescu), Diana Elena, and Bogdan Ştefănescu. "Leadership and Motivation, Determinants of Sustainability." In International Conference Innovative Business Management & Global Entrepreneurship. LUMEN Publishing, 2020. http://dx.doi.org/10.18662/lumproc/ibmage2020/10.

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This article pays more attention to the analysis of the direct relationship between staff motivation and applied leadership, with the final result - the sustainability of the organization's activity. Organizational culture and the environment are characterized by mutual adaptation, by the way in which human practices and organizations are led to a cohabiting relationship. Their adaptation is defined as a learning process, rather than an activity in itself, guided by material forces. Through this article we aim to highlight the importance of the interdependent relationship between staff motivation, leadership and sustainability. A big obstacle is the lack of awareness of this triangular relationship, at the level of the organization's management. Starting from the theory of self-motivation and from the research of psychologists Edward Deci and Richard Ryan, we deduce that each individual has three basic psychological needs: the need for connection, the need for competence and the need for control, which must be met. If, at the level of the organization's management, there is a real concern about these needs, employees will feel motivated to maximize their involvement in achieving proposed objectives. The need to connect refers to the desire to be visible, valued, respected, unique, self-confident, connected, belonging to a group. The need for competence implies the need to be able, to succeed. The need for control is the power to make decisions, to make choices, to be the source of your own behaviors. Satisfying these needs of the team members must be a real concern of the leader, if the sustainability of the organization's activity is desired.

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Manzano-Sánchez, David, and Alfonso Valero-Valenzuela. "Differences between students according to physical activity and their motivation, basic psychological needs and responsibility." In Journal of Human Sport and Exercise - 2018 - Spring Conferences of Sports Science. Universidad de Alicante, 2018. http://dx.doi.org/10.14198/jhse.2018.13.proc2.06.

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Bethere, Sanita, and Lasma Licite-Kurbe. "Challenges in human resource management in the culture industry in Latvia." In Research for Rural Development 2020. Latvia University of Life Sciences and Technologies, 2020. http://dx.doi.org/10.22616/rrd.26.2020.027.

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The culture industry and its human resources have been little researched in Latvia, yet research on the culture industry is important, because the industry makes a significant contribution to economic growth by promoting employment and the development of competitive regions. The culture industry encompasses libraries, folk art, theatre, music, museums, the creative industry and other sub-industries, yet in recent years those working in all the culture subindustries faced various challenges, including: a low remuneration and insufficient monetary and non-monetary bonuses, resulting in lower job satisfaction and a high personnel turnover. Accordingly, the aim of the research is to develop recommendations for hiring and retaining human resources by examining challenges in managing human resources in the culture industry. The authors conducted a survey among the personnel of the Board of Culture of Jelgava municipality. The survey found that the main challenges faced by the administration of the Board of Culture were an uncompetitive remuneration, the aging of the personnel and generational change as well as inefficient and insufficient motivation for working. The research has developed two scenarios for recruiting: ‘promotion of creativity and non-monetary motivation’ that aim to publicly appreciate human resources, so that they would feel important and significant as well as facilitate creativity, innovation and collective solidarity, while for the purpose of retaining human resources in a long-term and decreasing their turnover, the second scenario ‘competitive remuneration and the differentiation by position category’ aims to gradually raise the remuneration and differentiate it for all categories of personnel.

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Goranova, Penka. "CHALLENGES TO HUMAN RESOURCES MANAGEMENT IN AGRIBUSINESS." In AGRIBUSINESS AND RURAL AREAS - ECONOMY, INNOVATION AND GROWTH 2021. University publishing house "Science and Economics", University of Economics - Varna, 2021. http://dx.doi.org/10.36997/ara2021.123.

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World practice shows that human resources in agribusiness are subject to management and this is an extremely effective and useful way to combine with other resources of the company to achieve its goals. Moreover, when we talk about human resources, we mean the perspective of their development, while when we talk about staff, we mean the one available in an agricultural company. Human resource management is a targeted impact on the object "people" to transform their suitability and motivation on the product, on productivity, profitability, efficiency, market position, profit, growth. We can point out that this is both a strategy and current management, which sets the framework for how to attract, support and motivate people in their activities. The purpose of the report is to highlight the differences in perceptions of personnel management and human resources management in certain directions and to outline the potential opportunities, the chances for success of agricultural firms at the present stage.

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Sadeghpour, Akram, Mohammad Ehsani, Marjan Saffari, and Fereshteh Zamani Alavijeh. "Qualitative investigation of personal factors affecting the students’ physical activity (needs and motivations): Based on self-determination theory." In Journal of Human Sport and Exercise - 2019 - Spring Conferences of Sports Science. Universidad de Alicante, 2019. http://dx.doi.org/10.14198/jhse.2019.14.proc4.10.

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Curri-Memeti, Almira, and Diar Selimi. "GREEN HUMAN RESOURCE MANAGEMENT - PERFORMANCE MANAGEMENT AND EVALUATION." In Economic and Business Trends Shaping the Future. Ss Cyril and Methodius University, Faculty of Economics-Skopje, 2020. http://dx.doi.org/10.47063/ebtsf.2020.0034.

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The concern for the natural environment began a long time ago. Throughout the previous two decades, the globe appealed for proactive ecological management. The term eco- friendly or environmentally friendly is also widespread nowadays, relating to laws, activities, products, services etc., theatre having, minimal, reduced or not having negative impact on eco- systems and the environment. Environmental performance is the relationship between the organization and the environment. Current writing on environmental management recognizes that with a specific end goal to accomplish environmental sustainability objectives, associations can use proper human resource management practices to motivate their employees. To this end, incredible endeavors have been made to investigate what drives workers to participate in proecologic practices that help their organization to turn green and be sustainable. Additionally, a number of studies demonstrate that there is a connection among the green activities, organizational performance and corporate profitability within any association. The main purpose behind this thesis is to extend our understanding of how the concept of green management can be positioned as part of the human resource function. The motivation is to highlight the importance of building sustainable and eco-friendly business, and to gain knowledge of the outcomes after adopting Green human resource management in the organizations.

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Khan, Salman, Leah Boyd, and Ferdinand Velez. "Human Factors and Performance: Reducing Errors and Improving Safety." In SPE Annual Technical Conference and Exhibition. SPE, 2021. http://dx.doi.org/10.2118/205973-ms.

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Abstract While companies employ a variety of tactics to reduce workplace incidents, behavioral-based programs have proven highly effective—particularly because such programs ensure that safety becomes a collective responsibility shared by all employees. However, training managers and their employees on the fundamentals of behavior-based programs such as the Siemens Energy Human Performance (HuP) program has proven challenging during the global COVID-19 pandemic. Training that traditionally was done in person, where people could interact and discuss root causes of accidents in the same room, had to be replaced with virtual training sessions. This paper reviews the key facets of the HuP program, which includes safety training, raising awareness of employees’ susceptibility to human error, and how to design management systems as well as to promote behaviors to prevent safety incidents. It also reviews common practices in the program—including Stop Work authority, Safety Walk & Talks, daily toolboxes, and rapid risk assessment—and how they are being consolidated into one virtual training curriculum. People bring their own personal mix of skills, knowledge, experience, attitudes, motivation, habits, and personality to their jobs—and to each task that they routinely perform. The novelty of the HuP approach is that it empowers workers to recognize where errors occur, use the proper tools to change their habits, and then contribute equally to their own safety and operational excellence, rather than relying on written policies and discipline. The efforts focus on safety within and outside the company.

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Çelik, Hilal, Ufuk Özen, and Ebru Bağçı. "The Impact on the Managerial Competences of the Managers Empathy Trends Levels." In International Conference on Eurasian Economies. Eurasian Economists Association, 2019. http://dx.doi.org/10.36880/c11.02233.

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A large share of the concept of "human resource", which has a very important place in the working life, constitutes managers and their behaviors beside the rulers. There are many variables in the managerial competence of managers. In this study, the effects of emphatic tendencies and emphatic skills on their managerial competencies were investigated. In the economic process, which is the ultimate goal of working life, human resources are a great asset. For this reason, the managerial and employee behaviors will directly and indirectly affect this process, so the concept of emphatic tendency is emphasized with the anticipation that the effect on manager performance will be great in this study. The survey found that the differences between managers with high empathy power and managers with less empathy power were not clear as to how their subordinates perceived this difference and reflected on their performance, what sort of consequences they had in solving individual problems of subordinates, job security and motivation and how they worked in the businesses they worked for.

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Reports on the topic "Theory of human motivation"

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Landy, Frank J., and Wendy S. Becker. Adaptive Motivation Theory. Defense Technical Information Center, 1985. http://dx.doi.org/10.21236/ada157440.

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Hunn, Bruce P. Human Purposive Movement Theory. Defense Technical Information Center, 2012. http://dx.doi.org/10.21236/ada562508.

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Ash, Elliott, and W. Bentley MacLeod. Intrinsic Motivation in Public Service: Theory and Evidence from State Supreme Courts. National Bureau of Economic Research, 2014. http://dx.doi.org/10.3386/w20664.

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Guinn-Collins, Shannon. Motivation in Late Learners of Japanese: Self-Determination Theory, Attitudes and Pronunciation. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.191.

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Morgan, Nathaniel R., Donald E. Burton, and Konstantin Nikolay Lipnikov. Theory and motivation behind the Godunov-like staggered grid hydrodynamic approach in FLAG. Office of Scientific and Technical Information (OSTI), 2013. http://dx.doi.org/10.2172/1083098.

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Dillon, Peter J. A Theory For Human Intelligence Operations. Defense Technical Information Center, 1998. http://dx.doi.org/10.21236/ada364548.

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Grigolini, Paolo, and Bruce J. West. Network Theory of Human Decision Making. Defense Technical Information Center, 2012. http://dx.doi.org/10.21236/ada577893.

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Cotton, Christopher, Brent Hickman, John List, Joseph Price, and Sutanuka Roy. Productivity Versus Motivation in Adolescent Human Capital Production: Evidence from a Structurally-Motivated Field Experiment. National Bureau of Economic Research, 2020. http://dx.doi.org/10.3386/w27995.

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Romer, Paul. Human Capital And Growth: Theory and Evidence. National Bureau of Economic Research, 1989. http://dx.doi.org/10.3386/w3173.

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Gronau, Reuben. Zvi Griliches' Contribution to the Theory of Human Capital. National Bureau of Economic Research, 2003. http://dx.doi.org/10.3386/w10081.

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