Finding and maintaining the motivation and drive to reach a goal has its high moments and low moments. I know that I struggle with staying the course, and often find the desire to give up just as I am seeing success. Finding motivation and accountability is key, for me, with sticking to my health and fitness goals.

When you are trying to motivate yourself, appreciate the fact that you are even thinking about making a change, and as you move forward, allow yourself to be good enough. You are good enough. You are worth it.

Getting started towards a goal is never easy, and maintaining the motivation to keep working towards your goal is even harder. Thats why Ive teamed up with my friend Janice of Fitness Cheerleader to create a weekly motivation fitness support link up on Mondays where we share our progress towards our goals. We also will share our goal plans for the following week, so that we can motivate each other. It could be a training plan, a meal plan or a savings plan. Whatever it is, JOIN US and share your progress and your plan for the next week in the #MotivateMe linkup!

Planning out my fitness for the week, and then sharing my progress with you kept me accountable. Its that same accountability that Janice and I want to pass along to you. Studies have shown that when you share with others your goal it becomes more real. Each week with the #MotivateMe link up we are sharing our real goals and plans to reach said goal. I hope you join us.

Monday: Fab5 Boot camp with friendsTuesday: Boot camp class + 2 mile recovery walkWednesday: 4.5 mile build-up run while pushing T in joggerThursday: restFriday: yoga class (I think I MUST do this each week! I loved it)Saturday: 7 super slow miles on the treadmillSunday: family day & afternoon 2 mile hike at Gibson Ranch

Monday: Fab5 Boot camp with friendsTuesday: Boot camp class + 2 mile recovery runWednesday: 5-6 mile build-up run (with a friend?) while pushing T in joggerThursday: 3 miles easy run + strength training classFriday: YogaSaturday: 7-9 solo (please, stars align) milesSunday: family day

My nutrition this week is something that I am always working on. I am going to do my best to join my girlfriend, Karen, in a 30 Day Challenge. She is a rock start and has already meal planned and prepped her food for the week. I am a slacker and just went grocery shopping last night. I do have a plan and the groceries so there is that! Below is my game plan for my meals and snacks for this week. I am hopefully optimistic that I will stick to this meal plan.

Monday

Tuesday

Wednesday

Thursday

Friday

I am unsure what my weekend plans are as my husband will be home. Yay! But that excitement means that any meal plans usually get thrown to the wind. I have a back up plan but the days meal is not set. So for now my weekly meals are planned and prepared for.

I would love to read see your training recap and your training plan too! Remember, two or more is stronger than one lets motivate and encourage each other! Please join Janice and I by joining the #MotivateMe linkup.

The rules are very simple:

Every Monday share your fitness, nutrition plan etc by linking them up. All you will need is your posts URL, and a photo you would like to attach.

Posts that arent related will be deleted.

Read what the other linkers, are sharing. Visit at least 2 other bloggers posts and share some support by commenting and engaging with each other. The more you support, the more support you will get back.

Related

Originally posted here:
Finding Motivation and Weekly Fitness & Meal Plan

This airing we discuss the social conditioning and social engineering we are subjected to all around us from some of the many sources and forms through which manipulation might infiltrate.Some positive perceptions of ideals in governing are also addressed which often conflict with this group motivation, will of the masses mentality. We discuss some recent relatively positive outcomes and judgements favoring our first, second and fourth amendment rights. Some behind-the-scenes engineering of many recent up-and-coming politicians is revealed. A number of recent articles and examples of social engineering are cited. We see a wide range of agendas and motives at play, ranging in focus from economic & political, demographic & genocidal, or even some perhaps purely totalitarian in motivation.Some recent technological and astronomical claims and data are likewise considered. We take a call from Tony and elaborate further on the unquestioned consensus which tends to exist among many in academia. This often pertains to both physics and astronomy, as well as a number of other scientific fields.

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Arcane Semantics: Group Motivation, Social Conditioning ...

New research finds that just the sense that were working together with others can dramatically increase our motivation to complete difficult taskseven when were actually working alone.

Across five experiments Stanford psychological scientists Priyanka B. Carr and Gregory M. Walton concluded that even subtle suggestions of being part of a team dramatically increased peoples motivation and enjoyment in relation to difficult tasks, leading to greater perseverance and engagement and even higher levels of performance.

Simply feeling like youre part of a team of people working on a task makes people more motivated as they take on challenges, says Walton.

Carr and Walton hypothesized that a sense of working together would fuel intrinsic motivation by turning a tedious task from work into play.

For each of the five studies, participants first met each other in small groups of 3-5 people before heading to separate roomsostensibly as part of a study on solving puzzles. Once alone, each participant was told they could take as much or as little time as they liked in solving a difficult (actually unsolvable) puzzle.

Half the puzzle-solvers were given subtle cues that suggested they were working on the puzzle as part of a group along with the other participants. They were told that the study investigated how people work on puzzles together and that after working on the puzzle for several minutes, they would receive a written tip from one of the participants theyd just met.

Meanwhile, other participants completed the same task, but without receiving any of the working together cues. They were simply told that theyd be solving a puzzle and that after a few minutes theyd receive a tip from the experimenter.

A few minutes into the task, each participant received the same handwritten note with a simple tip for working on the puzzle. After 25 minutes the participants were told they could stop working, and were asked to fill out a short survey.

Even though everyone worked on the puzzle alone the whole time, those who felt like they were working on it together with peers worked on the puzzle 48% longer than those who thought they were working alone.

Those in the working-together condition also rated the puzzle as more interesting than those in the working-separately condition, indicating that this boost in productivity reflects an increase in intrinsic motivationfinding the puzzle inherently rewarding and funrather than a sense of competition or social obligation.

It is also striking that it does not take enormous effort and change to create this feeling of togetherness, says Carr. Careful attention to the social context as people work and learn can help us unleash motivation.

Its important to note, however, that the research does not suggest that group work is always better or necessary as a means to motivate people. Group work can have negative effects on productivity if people feel obligated to work with others, if they feel their contributions go unnoticed, or if they dont have ownership over their work.

The findings could have positive implications for enhancing motivation in school and work settings in which people dont always experience working together as a team. For example, utilizing social cues that suggest teamwork in the office may help increase workers enjoyment of their solitary projects.

The present research found that cues that evoke this form of social interaction itself inspire intrinsic motivation, causing people to work harder on challenging tasks for their inherent satisfaction, Carr and Walton write in the Journal of Experimental Social Psychology. This tendency may help bring humans together to address common objectives and solve common problems.

Reference

Carr, P. B., & Walton, G. M. (2014). Cues of working together fuel intrinsic motivation. Journal of Experimental Social Psychology, 53, 169-184. doi:10.1016/j.jesp.2014.03.015

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Just Feeling Like Part of a Team Increases Motivation on ...

Warriors head coach Steve Kerr has long avoided comparisons between his current team and the Chicago Bulls squads that dominated the 1990s.

With a three-peat in their sights, Kerr insists that Golden State isnt necessarily motivated by history.

Unlike the 1997-98 Bulls, the Dubs arent looking at this season as a last dance.

Per ESPN:

Last dance? Kerr said with a smile after his teams first practice Tuesday. I hope not. I hope we keep dancing.

I think the difference is with Phil [Jackson] in 98 we all were free agents and we all knew we were all going to be gone, including Phil, Kerr said. But were not in that same position. We do have plenty of free agents, but were not looking at this as the final dance. Like I said, we want to have some fun and enjoy what we have this year and move on from there.

Kerr has repeatedly stated over the last year that his team should not be compared to the Michael Jordan-led Bulls dynasty of the 1990s that won six NBA championships. But those comparisons are inevitable given the recent success the Warriors have attained and the fact that they are attempting to go to the NBA Finals for the fifth consecutive season something not even Jordans Bulls accomplished.

I dont think our motivation is history, Kerr said. We know how special it would be historically if we did it. Only a handful of teams have ever done it, but thats not our focus. Our focus is to really enjoy it while it lasts. And nothing lasts forever, so we know that. We want to go out this year and enjoy every step of the way.

RelatedSteve Kerr: Were Not Going to Change Our Style of Play

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Steve Kerr: 'I Don't Think Our Motivation is History'

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Unique Essays: Give me motivation to do my homework custom ...

Think back to when you first found out you were pregnant.

How excited were you?

How amazing did you feel?

Its a pretty powerful feeling, right?

Then think back to when you gave birth and brought home your little bundle of joy.

How scared were you?

Did you feel surrounded with help or alone?

Becoming a mother is an amazing and wonderful gift.

Its full of new and fun adventures.

You know the kind of adventures Im talking about, like trying to make it out of the grocery store alive.

Its full of things youve never ventured into before.

Diaper changes in record time and waking up in the middle of the night.

Its also equally overwhelming and sometimes frustrating.

It can be even more so when you feel you are doing it completely alone.

Some women have help, but a lot of women are doing this mothering thing alone.

It can be lonely and scary to do completely alone.

This week in my postfor Mom Motivation Mondays at The Stay-at-Home-Mom Survival Guide I talk about my experience of mothering with and without a mom tribe. Read this excerpt from my post here and then head over to The Stay-at-Home-Mom Survival Guideto read the rest of the post here.

Becoming a mom is such an amazing feeling.

The excitement you feel when you find out youre pregnant to the first ultrasound when you get to hear the heartbeat.

The sense of wonder as you marvel at your newborn baby cradled in your arms.

The feeling of tremendous responsibility as you fit your little one into the car seat for the first time.

Both of my daughters births are etched forever in my memory. Its as if they happened yesterday.

Something else thats forever etched in my memory is how completely alone I felt after my first versus how supported I felt after my second due largely to my mom tribe.

Find out what a mom tribe is in this post. Find outhow I found my mom tribe, and how it made all the difference in how I felt not only about mothering, but about myself as a mother.

It changed the way I mothered and changed who I am as a woman today.

Read the rest of my post here.

View post:
Why I Need My Mom Tribe - Just Becoming Me

There are no epic battles or heroic deaths in Talya Lavies debut directorial film, Zero Motivation, which follows a unit of young Israeli women serving out their mandatory two-year Army service. Stuck on a remote base in the southern Israeli desert, the soldiers of Lavies film are selfish, horny and useless, traits used to darkly comic effect for this apolitical war movie. Lavie wisely knows that, regardless of Army experience, weve all been there. Everyone's been stuck in a job they hate, bored as hell.

Its not that the film isnt violentthere is a grisly suicide, an attempted rape, and no shortage of revenge plots. But for these clerks and secretaries, war is a faraway, almost abstract concept. Theyve undergone basic training but spend their working hours squabbling, breaking Minesweeper records, or figuring out how to weasel away to Tel Aviv. This is not lost on their commander, Rama (Shani Klein), an aspiring military careerist who looks down on frivolity in wartime.

Thats very much the Israeli experience, Lavie, 35, says of Ramas attitude toward non-combatants. We live in a war zone all the time and there are always more important things going onLike, I [could be] upset because someone broke my heart, but other people are dying in the fields.

War films have long been a mainstay in Israeli cinema; as Lavie points out, the rules and obstacles of obligatory military service provide great dramatic ground for screenwriters. Of course, the output of this cinematic tradition has been mostly male-dominated. Zero Motivation, with its compassionate portrait of majorly flawed, non-combat soldiers (who all happen to be women) is the first of its kind. After its premiere at this years Tribeca Film Festival, the film won the festivals top prize, Best Narrative Feature, and nabbed Lavie the second-ever Nora Ephron Award to boot.

In her unique and ambitious first feature, this filmmaker deftly handed such difficult themes as the military, sexism, love, ambition, and friendship, the jury noted. This filmmaker also pulled off the awesome feat of managing multiple characters and storylines. In what was definitely the most hilarious film we saw at the festivalthe winning film is a fresh, original, and heartfelt comedy about life behind the scenes in the Israeli army.

(We were half-drunk when they announced the second award, Lavies lead actress, Dana Ivgy, laughs.)

The filmwhich also won a slew of Israeli Academy Awards, including Best Picture and Best Actress for Ivgywas inspired by Lavies own time serving in the military in the early 2000s, though shes careful to note that it is not autobiographical. She spent weeks talking to young women currently serving in non-combat jobs to absorb stories, details, and slang to write into the screenplay, which got Lavie into the Sundance Institutes Screenwriters Lab. The lab opened the door to a patchwork of grants from around the world which allowed Lavie to begin auditioning actresses. Except for the lead role: Ivgy was always going to be Zohar, the worlds most unpleasant mail secretary.

Zohar, the heart of Zero Motivation, is cold, exasperatingly petty, and a smart-ass, though she obviously loves her best friend Daffi (Nelly Tagar) and is desperate to keep her from transferring to another base. (Daffis only ambition is to move to Tel Aviv, where she imagines herself power-walking across boulevards in an IDF uniform and heels.) Zohar acts tough but is teased for being a virgin; shes hapless around boys, but clumsily asks one out anyway while pointing a loaded rifle at him (following protocol for suspected intruders, naturally). By the time she wages a vicious, all-out office supply war with Daffiit involves staple guns and perfectly executed physical comedyZohar has actually become endearing.

When you read the script, you say, Oh shes a terrible person, Lavie says of Zohar. But when Dana plays her, she gives her so much pain and humanity. Thats why so many people relate to her.

Ivgy herself formed a special attachment to Zohar and says she had a really hard time once shooting wrapped. Its so nice, doing all those things you would never do and saying everything you think, just like that. Its like therapy, she says. I tried to force Talya to add scenes, make a series out of it so I could do it forever.

Letting go of Zohars devastating Minesweeper addiction was more than Ivgy expected, too. It took me like three months after the film was over, Ivgy says. [Whatever] spare time I had, I was like, Its part of my job, I have to play this! Then hours go by and your brain wipes out and you close your eyes at night and see numbers. Her eyes widen. Theres no way to stop playing.

Ivgyan accomplished actress at 32 and the daughter of Moshe Ivgy, a veteran of Israeli cinemahad previously worked with Lavie on another film, a short called The Substitute, while the two were still in school. (That film grew into Zero Motivation seven years later.) Not that Ivgy and Lavie went to the same schoolor even knew each other back then.

I stalked her, Lavie says matter-of-factly when asked how she and Ivgy first met. She recounts sending Ivgy a script, then tracking the actress down at school. Ivgy was at a theater at the time, but Lavie went to see her anyway and waited out the performance in the lobby until Ivgy came downstairs. The two ended up back at Ivgys apartment, where she agreed to shoot the film guerilla-style on a real army base on weekends.

Ivgywho says she remembers none of thisnever served with the Army, but says drawing inspiration for Zohars impish, prickly character wasnt hard. I have a lot of memories as a teenager that helped, she smiles.

Lavie nods. One needs not have served with the IDF to know true boredom, after all. Boredom is something that a person can experience anywhere, she says. Its your choice.

Continued here:
Zero Motivation: the Funny Side of the IDF

T.I Motivation

This is probably one of my favorite songs by T.I, considering the fact that I haven't even heard his new album, No Mercy(I saw an ad for it). Well, sub, like and add as friend.

Lyrics:

[Intro]Better get on yo job, tell'em, haters get on yo job, nigga (Motivation)Nigga, get on yo job, tell'em, haters get on yo job, nigga (Motivation)Haters better get on yo job, tell'em, haters get on yo job, nigga (It's motivation)Sucka nigga, get on yo job, if ya, hatin' get on yo job, nigga

[Verse 1]You can look me in my eyes, see I'm ready for whateverAnythang don't kill me, make me betterI ain't dead nigga, you can take the fame and the cheddaAnd the game, any deal, I'm still a go-getterTake my freedom for the moment but it ain't fo-everI got the spirit of a god, heart of a dope dealerI'm a king, seen hangin' with some cold killasI ain't never back down or ran from no niggaI ain't sat down yet, pimp, standin' gorillaEven if I'ma all alone or standin' with four niggazTell'em jump, pimpin' it don't get no realer5'9" with the soul of a 6'4" niggaI separated the fakes, paralized from the waist downFrom the real stand up guys of the A-TownCan't even look me in my eyes, put yo face downI'm outta jail nigga, whachu gotta say now?

[Chorus]MotivationNiggaz fakin' only gonna inspire (Motivation)All yo hatin' in fuel to my fire (It's motivation)Niggaz plottin' on the crown soft droppin' (It's motivation)Hey but I ain't slowin' down and I ain't stoppin' (Motivation)Now nigga don't stop my show (Motivation)You ain't know I don't stop, I go (It's motivation)Sucka niggaz can't make me sufferJust make me stronger and make me tougher (It's motivation)

[Verse 2]To be locked in a box niggaz happy to seePut anybody on top, any rapper but T, I, PBut back to reality G, O.D. still carryin' me, nigga I run thisSpread yo rumours, kick all yo lil' dumb shitTell lies, laugh 'bout the time that I'm gon getIf it make you feel better, picture me over and done withPunk bitch, come with all the gossip you can come withSmall thang to a giant, I can overcome thisJail, I don' done this, rap I'm just havin' fun withI could be a local joker, never have one hitNigga, "New Finish" alone'll get me dumb richWhile these rappers sellin' records gettin' penniesIf Grand Hustle sell any, I'ma get plentyIf God with me, who could be against me sucka?Can't make me suffer, just make me tougher

[Chorus - repeat]

[Repeat Hook]

[Chorus - repeat]

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T.I~Motivation (Urban Legend) - YouTube

Getting organizational culture right is as difficult as it is critical. Doshi and McGregor provide numerous real-world recommendations for how to do this. They bring to bear years of hands-on experience that will prove invaluable to leaders in all sectors-corporate, non-profit, and public. (-Joel Klein, CEO Amplify, former Chancellor NYC public schools.)

A truly revolutionary book, Primed to Perform shares the very important link between a companys culture and their performance. Eye opening and addicting, this book is on the path of kick starting the culture movement! (-Tom Doctoroff, CEO Asia Pacific, J. Walter Thompson, author of Twitter is Not a Strategy)

A winning strategy requires a winning organizational culture to carry it forward. In Primed to Perform former McKinsey consultants Neel Doshi and Lindsay McGregor give us practical guidance and proven practices to effectively transform our organizations through the science of motivation and performance. (-Jeff DeGraff , The dean of innovation, professor, Ross School of Business, University of Michigan, author of Leading Innovation)

A fresh, ambitious look at the science and practice of motivation, with big implications for leaders to fuel high-performing, high-energy cultures. Primed to Perform is an excellent companion to Drive. (-Adam Grant, Wharton professor and New York Times bestselling author of Give and Take)

A grand tour of the science of culture, filled with awe-inspiring experiments and surprising, real-life case studies. Smart, deeply researched, and incredibly practical, leaders will turn to this book again and again whether theyre building an organization from scratch or transforming an established company. (-Shawn Achor, happiness researcher and New York Times bestselling author of The Happiness Advantage)

This book is loaded with fascinating, thought-provoking and actionable advice that could transform a workplace from drudgery to real engagement. Take notes. (-Patrick Lencioni, president, The Table Group, author of The Five Dysfunctions of a Team and The Advantage)

Primed to Perform doesnt just provide tactics for motivating a few superstars; it offers a proven system for motivating an entire workforce. If you want to get your team off yesteryears career ladders and onto new learning curves--stretching, growing and contributing at their best--read this book. (-Liz Wiseman, President, The Wiseman Group, bestselling author of Multipliers and Rookie Smarts)

Whether you work at a startup or run a global company, build and sustain your own great culture by using Doshi and McGregors innovative Total Motivation Factor. (-Jeremy Eden and Terri Long, Co-CEOs, Harvest Earnings Group and Co-authors of the New York Times bestseller of Low-Hanging Fruit)

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Primed to Perform: How to Build the Highest Performing ...

Published:23rd March, 2015

Disclaimer: This essay has been submitted by a student. This is not an example of the work written by our professional essay writers. You can view samples of our professional work here.

Any opinions, findings, conclusions or recommendations expressed in this material are those of the authors and do not necessarily reflect the views of UK Essays.

Firstly I believe that we need to understand what motivation is before we can understand why there are lots of motivational theories.

Motivation' comes from the Latin word movere, meaning to move' (kreitner R., kinicki A., Buelens M., 2002, p: 176) which means as fact, need, emotion and organic state which encourages a person to take an action.

A person's performance at work is affected by several individual factors (Personality, attitudes and beliefs, motivation, perception) but in particular, by Motivation. The dictionary defines motivation as the reason why somebody does something or behaves in a particular way (Oxford Advanced Learner's Dictionary of Current English, 2000, p1128). Many theorists over the years starting from the industrial revolution have analysed what makes workers work harder. This essay will illustrate why there are multiple theories of motivation I will be looking at two theories Maslow's hierarchy and Hertzberg's two factor theories to try to determine why there is a need to have so many theories of motivation.

Many organisations face difficulties when trying to motivate their staff. If the employees are motivated the company is likely to be more successful. To be able to understand motivation and the way it works, we have to understand human nature itself, managers also need to understand the work effort motivation cycle as to not loose there staff to more exciting rewarding and satisfying roles else were.( French, R., et al, 2008, Organizational Behaviour p157) There has to be effective management and leadership to motivate staff. Many companies believe that pay is the prime motivator; however people may want to exceed, receive acknowledgment for there efforts, they may want to feel a part of a group and also want to feel a heightened sense of worth at the workplace. This is where empowerment plays a very important part in a company's progression. ( French, R., et al, 2008, Organizational Behaviour. p 156)

Empowerment is the process by which managers delegate power to employees to motivate greater responsibility in balancing the achievement of both personal and organisational goals.

(Ref.- Chapter 4: Motivation and Empowerment page 184French, R. ,et al, 2008, Organizational Behaviour. Chichester: Wiley)

By empowering employees this will make the staff more satisfied, productive and motivated throughout their working hours. Throughout the years many theorists have tried to explain what motivation is by designing theories describing how managers should stimulate their staff. (French, R. et al.,2008, Organizational Behaviour pp157-159)

There are two main types of motivation theories content and process theories, the content theories look at the needs that individuals have, it includes 4 component theories: Maslow's hierarchy of needs model, Alderfer's modified need hierarchy model, McClelland's achievement motivation theory and Herzberg's two-factor theories. The Process Theories are a understanding of the thought process that influence behaviour. The major process theories of motivation include Vroom's expectancy theory, goal-setting theory, and reinforcement theory and Adams' equity theory. (French, R et al, 2008 Organizational Behaviour p160)

Abraham Maslow has a structure which he has called the hierarchy of needs. There are five basic needs, which people are supposed to uphold. These are physiological, safety, social, esteem and self-actualization. (French, R et al, 2008 Organizational Behaviour p161)

Physiological needs are food, drink, shelter and sex, Safety needs are the security and protection from physical and emotional harm. Social needs refer to a need for love. That means a person will strive for good relationships with people and a place within there group. .(Wilson, F M(2004) Organizational Behaviour and work)

The needs that Maslow has at the bottom of the pyramid are based on basic needs concerned with survival or lower order needs, and these must be satisfied before a person can go to the next level on the hierarchy of needs until self actualization which Maslow argued that although everybody is able to, not many reach this level. (Wilson, F M (2004) Organizational Behaviour and work)

While Maslow's theory seems to make sense at first, there is little to show that a strict hierarchy works in every day working life. In fact research contradicts the order of needs because in some cultures they tend to put social needs before any other need. Maslow's hierarchy also has trouble explaining cases such as the starving artist where a individual will neglect there physical needs to gain a spiritual need. Maslow also suggests that one need is satisfied at a time where there is no evidence this is true.

In all motivation theories there are always advantages and disadvantages, Maslow has been critical of his theory himself, in a statement he said: My motivation theory was published 20 years ago and in all that time nobody repeated it, or tested, or really analyzed it or criticised it. They just used it, swallowed it whole with only the minor modification

Ref- Wilson, F.M (2004). Organisational behaviour and work. Oxford University press, page146 (Lowry 1982:6

Clayton Alderfer proposed the ERG theory, which is very similar to Maslow's theory, it also describes needs as a hierarchy. The letters ERG stand for three levels of needs: Existence, Relatedness, and Growth. This theory is based on the work of Maslow, so it has a lot which is similar with it but it also differs in some important aspects.

He argues that Maslow's theory is not flexible and as a result of this people may become frustrated as they are not able to move to the next stage. Alderfer has minimized Maslow's 5 level theories into 3 levels; this theory is more flexible as people are able to go up and down the hierarchy if their needs keep changing.

(French, R et al, 2008 Organizational Behaviour p160)

Fredrick Herzberg's hygiene-motivation theory, Frederick Hertzberg put forward the idea that certain factors in the workplace cause job satisfaction, while others lead to dissatisfaction, he proposed the 'Two Factor theory' of human motivation in the workplace, he believed that man has two sets of needs one as an animal to avoid pain and the second as a human being to grow psychologically. Hertzberg believes that the growth or the motivator factors such as achievement, the work its self, responsibility and advancement are the primary cause of job satisfaction.

Hygiene factors the dissatisfiers using the term "hygiene" are considered maintenance factors that are to avoid dissatisfaction but by themselves do not provide satisfaction company policy, administration, supervision interpersonal relationships, working conditions salary status and security.

Hertzberg used two open ended questions tell me about a time when you felt exceptionally good about your job.' and tell me about a time when you felt exceptionally bad about your job'.Herzberg analysed a diverse range of employees twelve different investigations informed the theory.( Herzberg et al 1959,. Wilson, F M(2004) Organizational Behaviour and work)

There have been many criticisms of this theory one being some researchers have used other methods and have not been able to confirm the theory there for the theory is said to be method-bound as only Hertzberg's original method is able to support the theory. Other critics found it to be too convenient that Hertzberg's theory fits so neatly into two boxes, intrinsic contributing to job satisfaction and extrinsic to dissatisfaction. In the study by Ewan (1963) found that sometimes the hygiene factor, dissatisfies acted as satisfiers and satisfiers, motivators caused both satisfaction and dissatisfaction. (Wilson, F M(2004) Organizational Behaviour and work)

Looking briefly at the most well known motivational theories David McClelland Need for Achievement Theory proposed that an individual's specific needs are acquired over time and are shaped by a persons life experiences. Most of the needs can be classed as achievement, affiliation, or power. A person's motivation in a certain job is influenced by these three needs. McCelland believed that having the right resources available such as raw materials, time, having the right skills to do the job and also having the necessary support to get the job done like supervisor support, or correct information on the job, McCelland believed that even if two of the three were met that there would still not be positive motivation and all three must be met to achieve positive motivation. (French, R et al, 2008 Organizational Behaviour pp163- 165)

The expectancy theory of motivation is by Victor Vroom. Victor Vroom is very different to Maslow and Hertzberg, Vroom focuses on outcomes not on needs. Expectancy is the belief that more effort will lead to better performance.

(French, R et al, 2008 Organizational Behaviour pp172- 174)

Looking closely at the theories of motivation I believe that there are multiple theories of motivation as there is neither a right or wrong theory all seem to out line the basics of motivation weather it is in a hierarchy or set in two boxes we all have a need for the basics in life plus achievement, recognition and we all would be happier and more motivated to work in better conditions, I believe that a person has each one of these needs at or maybe many at a time so there for many theories are essential to get a wider knowledge of motivation and how to motivate an individual at work.

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