Orion System Essay

I. INTRODUCTIONThe sancti stard resource of both organization whether it is business, non business g all overnment or nongovernment is gentlemans gentlemans physical and cordial readiness. One of important duties of passenger vehicle is to pose a motion these forces to pass on organization objectives. Generally, want is categorized into physical, kind and mental want. corporeal motif is referred to the needs of mortals in deed environment interchangeable strong f ar facilities (adequate execute atomic number 18a, climate, light, etc.) Those gay needs which argon associated with behavior of others and manager in particular and satisfy social needs be referred to as social motivation. The needs that lead to mental satisfaction argon mental motivation (http//www.irjabs.com/) 1.1 BACKGROUND OF THE STUDY penury is not call forly plain (it is internal to each employee), it is mortalal (what is arousing differs and how behavior is direct is often several(pred icate)), tho the knead is common and it is ending directed. There argon different theories of motivation. primordial theories of motivation and Contemporary theories Of motivation and as well they are classified as Content theories and mathematical process theories. A Classification of motivation Theories (Content vs. Process) Motivation theories give the gate be classified broadly into ii different perspectives Content and Process theories. Content Theories deal with what touch offs flock and it is connected with man-to-man(a) needs and coatings. Maslow, Alderfer, Herzberg and McCelland canvass motivation from a content perspective. Process Theories deal with the process of motivation and is invadeed with how motivation occurs. Vroom, Porter & Lawler, Adams and Locke studied motivation from a process perspective. 1). CONTENT THEORIESMASLOWS (NEED HIERARCHY surmise NOTE) An soul moves up the go of the hierarchy. Lower order needs are at ease externally (i.e. physiologic and safety) while higher order needs are satisfied internally (i.e. social, esteem, and self-actualization) conjecture X & possible action Y MCGREGOR BELIEVED ( supposition Y assumptions were much(prenominal) legal than Theory X)and proposed much(prenominal) ideas as participative decision making, responsible and thought-provoking short letters, and advantageously group relations as approaches that would maximizean employees motivation. TWO-FACTOR THEORY _ inbornalal factors are related to job satisfaction, while extrinsic factors are related to job dissatisfaction. THE ERG THEORY Alderfers scheme Existence, Relatedness, and Growth. Existence refers to our concern with basic hooey existence requirements what Relatedness refers to the need we put one across for maintaining interpersonal relationships similar to Maslows social/love need, and the external component of his esteem need. Growth refers to an intrinsic desire for personal development the intrinsi c component of Maslows esteem need, and self-actualization ((Robbins and Judge,2007) Alderfers ERG theory differs from Maslows Need Hierarchy insofar as ERG theory demonstrates that more than one need whitethorn be operative at the same clock time. ERG theory does not assume a rigid hierarchy where a lower need mustiness be substantially satisfied before one can move on. ACHIEVEMENT NEED THEORYDavid McClelland is most noted for describing three types of motivational need, which he identified in his 1961 book, The Achieving Society achievement motivation (n-ach)authority/power motivation (n-pow) linkup motivation (n-affil) ( david mcclelland, http//ozgurzan.com) INCENTIVE THEORYIncentive theory suggests that employee result growing her/his effort to obtain a desired reward. This is based on the superior general principle of reinforcement. The desired bulgecome is usually money. This theory is long with the early frugal theories where man is supposed to be rational and foreca sts are based on the principle of economic man.2.)PROCESS THEORY foretaste THEORY The force out of a tendency to act in a certain way depends on the strength of an expectation that the act provide be followed by a given outcome and on the attractor of that the outcome to the individual. The theory concentrate ones on three relationships )1 . Effort- comeance. 2. Performance-reward. 3. Rewards-personal goals. ((http//ozgurzan.com)GOAL THEORY IN 1968Edwin Locke proposed Goal Theory, which proposes that motivation and exploit will be high if individuals are set specific goals which are challenging, scarcely accepted, and where feedback is given on performance. The two most important conclusions of this theory areSetting specific goals (e.g. I want to stimulate a million before I am 30) generates higher levels of performance than setting general goals (e.g. I want to obtain a lot of money). The goals that are hard to achieve are linearly and positivisticly connected to performa nce. The harder the goal, the more a person will blend to reach it.(ibid) ADAMS EQUITY THEORYAdams in 1963, Equity Theory suggests that if the individual perceives that the rewards received are equitable, that is, fair or just in comparability with those received by others in similar positions in or impertinent the organization, then the individual tactile sensations satisfied. Adams asserted that employees seek to maintain equity amidst the inputs that they bring to a job and the outcomes that they receive from it against the perceived inputs and outcomes of others. (http//ozgurzan.com) 1.2 STATEMENT OF THE lineThe problem to be analyzed in this research paper is the reasons why massageers are not motivated unsatisfied and unproductive? The main concern that employers or organizations are supporting attention to is on how to enhance productiveness of their employees. Productivity can be preserveed by about(prenominal) different variables. Out of that employees motivati on is the basic aspect. Different organizations employing some(prenominal) the fiscal and non- financial incentives of goal setting theory of motivation pull out whether both types of incentives affect the productivity profile but that method is motivated for a shorter period.A plus attitude can inspection and repair to build strong relationships as salubrious as create increased motivation. If you occupy a goal in mind that you are having a hard time honoring motivation to meet, try having a supportive attitude. Although it whitethorn seem challenging at times, try these easy tips in order to be more positive each day.( James Clear. http//www.solveyourproblem.com) Therefore, this behavioral, attitudes, and opinions are collected from secondary data. The blueprint of this paper is to study the relationship between positive view and motivation. search QUESTIONTo describe contemporary theories of motivation?To identify how to motivate employeesTo describe the relationship of positive cerebration and motivation?To identify the source of positive thinking?To recommend solutions to increase motivation ?1.3 OBJECTIVESNow days in any organization there is a problem of lack of motivation at the result low productivity, high pullover and absenteeism. Motivating employees is of import for an organization. Employees lacking motivation can be disadvantageous for all kinds of organization.- frequent OBJECTIVEThe General objective of the study is to k straightway and apply the burden of motivation to increase Productivity and efficiency Specific objectives areTo motivate employees to be efficient & productiveTo encourage warm relationship consistency in working environment To encourage creativity & positive work attitudeTo be able to cope with work stressTo have a thinking(a) body & mind to brook out daily tasks efficiently. 1.4 DEFINATION OF THE TERMS motive - As Sasso defined in wikiversity Motivation is directed energy toward a behavior which is constan t and strong. This behavior aims to achieve a particular goal and is able to begin, continue, change course and cease. Both external and internal motives provide this direction and energy. These motives are made up of an individuals needs, cognitions, emotions and external events .(Remez ,Sasso,Wikiversity) confirming thinking- An individual having positive expectancies for their proximo (Scheier & Carver, 1993). This positive mindset is said to begin from childhood, where it is learned form replete(p) example the behaviour of parents and peers (Snyder & Lopez, 2007). This type of thinking is directly linked to motivation.self- splendore respectSelf respect is in truth important be draw you are able to exert honesty, authority and integrity. You withal get to earn respect from other plurality as well as favors and love because of the fact that you love yourself world-class. ( http//www.ask.com/question/why-is-self-respect-important)1.5 deduction OF THE STUDYThe significance of this study will be to gather teaching that will aid management to comprehend features of high staff absenteeism and turnover experienced by the organizations. The end results may permit the organization to be in an improved position to develop staff retention strategies aimed at increasing productivity. 1.6 THEORETICAL FRAME WORKThe essence of motivation is positive thinking.1.7 LIMITATION OF THE STUDYDue to lack of material and shortage of time the study was limited on an overview of east can tries and analyzes only japans case of motivational scheme. 1.8 RESEARCH DESIGN & METHODOLOGY methodologyThe study uses secondary data .The secondary data source is extracted from literatures on the subject matter from different websites, journals, books, etc. The secondary data contributes towards the construction of background information and attend tos the researcher to formulate reinvigorated theory from it. query designThe research designed to analyze motivational transcription of east and westward can tries in respect to their culture. From Eastern side lacquers management philosophy has been taken as a patio mark For motivation factor. Data compendium methodThe data analysis method is through document review analyzed and interpreted by comparing with the standard literature review to draw appropriate finding, conclusion and recommendations. It is qualitative method.II. LITERATURE REVIEWThe trick for employers is to figure out how to glorify employee motivationat work. To create a work environment in which an employee is motivated rough work, involves both intrinsically satisfying and extrinsically encouraging factors. Employee motivation is the combination of fulfilling the employees needs and expectations from work and the workplace factors that enable employee motivation or not. These variables make motivating employees challenging. Employers rede that they need to provide a work environment that creates motivation in people. But, many employ ers fail to understand the significance of motivation in live up toing their mission and vision. Even when they understand the importance of motivation, they lack the skill and knowledge to provide a work environment that fosters employee motivation.As you can imagine, a mentally healthy person is more likely to think in a positive manner. Positive thinking, like optimism, can be defined by an individual having positive expectancies for their next (Scheier& Carver, 1993). This positive mindset is said to begin from childhood, where it is learned form stamp the behaviour of parents and peers (Snyder & Lopez, 2007). This type of thinking is directly linked to motivation. This is because the behaviors and decisions that individuals make, as well as expectations of what may occur are directly mildewd by ones cognitions.A positive thinker will set possible goals and begin to achieve these despite their complexity. However, this same person will also know when to separate themselves from a goal when it is too far out of reach (MacLeod & Moore, 2000).While motivation can often be use as a tool to help predict behavior, it varies greatly among individuals and must often be combined with ability and environmental factors to actually bewitch behavior and performance. Understanding what motivates an organizations employees is central to this study.( http//www.openpolytechnic.ac.nz) Motivation of an individual is also find outd by the presence of other people. Social psychologists have been agile in discovering how the presence of others in a given situation influences motivation. Finally, motivation is sometimes also approached from a more philosophical direction. That is, analyses of motivation are understood, at least in part, by examining the particular philosophical head teacher of view espoused by the theorist.( Adam,January19,2011) 2.1 motivational THEORIES2.11) MOTIVATION THEORIES FROM BEHAVIORAL ECONOMIST In 1759,Smith had proposed a theory of human beha vior that looks anything but self intimacyed.In his first book, The Theory of Moral Sentiments, Smith argued that behavior Adam. Smith argued that behavior was impelled by the struggle between what Smith termed the passions and the impartial spectator pump. The passions included drives such as hunger and sex, emotions such as fear and anger, and motivational printing states such as pain. Smith viewed behavior as under the direct control of the passions, but believed that people could over ride passion-driven behavior by viewing their own behavior from the perspective of an outsiderthe impartial spectatora moral hector who, looking over the shoulder of the economic man, scrutinizes every move he makes (Grampp, 1948, p. 317).2.12 )CONTEMPORARY MOTIVATIONAL THEORIES.1) ACHIEVEMENT MOTIVATION THEORYAtkinson &Raynor (1974)Key components The expectancy of success / Need for Achievement / Fear of strokeAchievement motivation is determined by conflicting approach and turning away t endencies.Positive influences include the expectancy of success, the incentive esteems of no-hit boundary and a need for achievement.Negative influences the expectancy of unsuccessful person, the incentive to exclude misfortune and the fear of failure.2. ATTRIBUTION THEORYWeiner (1992)Key components Attributions about bypast successes and failures causative attributions are a persons explanations as to why past successes and failures occurred, and these have consequences on the way they initiate future actions.Most commonly, people attribute failure to a lack of ability on their part, alternatively than to insufficient effort. 3.SELF-EFFICACY THEORYBandura (1997)Key components Perceived self-efficacySelf-efficacy concerns a persons assessment of their ability to carry out a given task. Consequently, their scent out of efficacy will influence the choice of task they choose to carry out, as well as the amount of effort they put in and the level of persistence displayed 4)EXPE CTANCY- respect THEORYEccles&Wigfield (1995) and Brophy (1999)Key components The expectancy of success / The cheer attached to that successThe two key factors which influence the motivation to perform are a persons expectancy to succeed and the entertain they place on having succeeded in doing that particular task.A person will be more highly motivated when both of these are developed. 5. SELF-WORTH THEORYCovington (1998)Locke & Latham (1990)Key components Goal properties include specificity, tighty and commitmentThe driving cause of human activity is purpose. So, for any action to take place, goals must both be set and pursued by choice.If an individual is committed to the goal, the goal needs to be Key components Perceived self-worthPeople are course inclined to behave in slipway that enhance their feelings of personal value and worth. If anything threatens these perceptions, the resultant face-saving behavior may manifest itself in many unique ways. 6. GOAL SETTING THEORYspec ific and sufficiently difficult to lead to the highest level of performance.7. GOAL ORIENTATION THEORYAmes (1992)Key components control condition goals and performance goalsMastery goals focus on the learning of content.Performance goals focus on demonstrating ability and getting good grades.Mastery goals are emend because they tend to lead to a pickence for challenging work, to intrinsic interest in learning activities and to positive attitudes towards learning. 8. SELF-DETERMINATION THEORYDeci& Ryan (1985) and Vallerand (1997)Key components Intrinsic motivation / Extrinsic motivationA persons intrinsic motivation is concerned with the doing of something for its own sake, in order to derive delectation and satisfaction. This may be the joy of doing an activity or the satisfying of curiosity.A persons extrinsic motivation is concerned with the doing of something as a means to an end, i.e. there will be some reward at the end of it all, or to avoid punishment.Motives can be place d along a continuum between self-determined (intrinsic) and controlled (extrinsic) form of motivation. 9)THEORY OF PLANNED BEHAVIOURAjzen (1988) and Eagly&Chaiken (1993)Key components Attitudes / internal norms / Perceived behavioural controlAttitudes exert a direct influence on a persons behaviour because a persons attitude towards the goal will influence their responses to that attaining that goal.Things that can influence this are the persons subjective norms (the perceived social pressures to achieve the goal) and also perceived behavioural control (the perceived ease or difficulty of performing the behaviour). (10). SOCIAL MOTIVATION THEORYWeiner (1994) and Wentzel (1999)Key components environmental influencesA large proportion of motivation is actually derived from the socio-cultural context sort of than from the individual. Key words Motivation, positive thinking, Self respect.2.2 WHAT IS THE IMPORTANCE OF MOTIVATIONMotivation offers several importance to the organization a nd to the employees ? Higher efficiency? Reduce absenteeism.? Reduces employee turn over.? Improves a corporate image.? Good relations.? Improved morale.? Reduced wastages and breakages.? Reduced accidents.? Facilitates scuttle and innovation2.3 HOW TO MOTIVATE EMPLOYEES2.31 BELIEFS ABOUT WHAT MAKES US EFFECTIVE CAUSE MOTIVATION After more than a century of research and argument, motivation researchers and practitioners now begin to agree that motivation is the result of our beliefs about what makes us successful and sound. We all value the goals, working conditions and incentives that we believe will contribute to our success. We avoid situations that will prevent us from achieving our goals. For example, money and/or recognition are nearly universal motivators because they are widely perceived as indicators and facilitators of success for many, perhaps most people. Whether we call motivational tools reinforcement, incentives, drivers, inducements or by some other quasi-technical name, they only motivate when they are perceived as effective. Conversely, we .avoid conditions that we think will delay, inhibit or prevent the attainment of objectives. (Richard E. Clark1 R. E. 2003) 2.32. MOTIVATIONAL FACTORSThere are several factors that motivate a person to work. The motivational factors can be broadly divided into two groups (http//managementconsultingcourses.com) I. MONETARY FACTORS ? Salaries or wages salaries or wages is one of the most important motivational factors. Reasonable salaries must be paid on time. While bushel salaries the organization must consider such as Cost of reenforcement , Company ability to pay & Capability of company to pay etc,? reward It refers to extra payment to employee over and above salary given as an incentive. The employees must be given adequate rate of bonus. Incentives The organization may also provide additional incentives such as medical allowance, educational allowance, hra ,allowance, etc. ? Special individual ince ntives The company may provide spare individual incentives. Such incentives are to be given to deserving employees for sufficienty grown valuable suggestions. II. NON MONETARY FACTORS? Status or job title By providing a higher status or designations the employee must be motivated. Employees prefer and proud of higher designations. ? Appreciation and recognition Employees must be apprehended for their services. The praise should not come from immediate superior but also from higher authorities. ? Delegation of authority Delegation of authority motivates a subsidiary company to perform the tasks with dedication and commitment. When authority is delegated, the subordinate knows that his superior has placed doctrine and trust in him. III.WORKING CONDITIONS Provision for better working conditions such as air-conditioned rooms, proper plant layout, proper sanitation, equipment, machines etc, motivates the employees. ? business security assure of job security or lack of fear dismis sal, etc ? farm out enrichment Job enrichment involves more challenging tasks and responsibilities. For instance an executive who is involved in preparing and presenting reports of performance, may also asked to frame plans. ? Workers meshing Inviting the employee to be a member of role circle, or a committee, or some other form of employee participation can also motivate the work-force. ? Cordial relations Good and healthy relations must exist throughout the organization. This would definitely motivates the employees.2.31 MOTIVATION THEORIES be CULTURE BOUND Note that most theories were developed in the US. legion(predicate) theories do not always work well-nigh the world (e.g., equity theory). However, many do (e.g., having interesting work). Motivation has cultural influence Eastern thinking accepts that in life, both good and bad events will occur. sort of than seeing these misfortunes as a challenge, these problems are seen as potential triumphs. When confronted with obst acles, easterners appear to take on a problem solving approach, seeking to find meaning in the positive and negative that enters their lives. Unlike Western thinking which seeks physical rewards in life, Easterners seek spiritual rewards in the afterlife and attempt to lead a more fulfilling life in doing so . The intrinsic motivation to achieve optimum cognitive functioning is highlighted in Taoism, Buddhism and Hinduism. (Snyder & Lopez, 2007). western AND EASTERN CULTUREWESTERN CULTUREEASTERN CULTURE limpid and reason-centered, individualistic thinking.A more holistic, idealistic, and group thinking approach to problem solving aftermath work as a necessary burden.Viewing work as a challenging and development activity.The avoidance of endangerment taking and the feeling of distrust of others.An emphasis on cooperation, trust, and personal concern for other The habit of analyzing things in such great depth that it results in paralysis through analysis.Cooperation built on intuiti on and pragmatism.An emphasis on controlAn emphasis on flexibilitywww.selfdeterminationtheory.org//2001_DeciRyanGagneLeoneEtal.pd. motivational concept from western attitude and from eastern attitude.INCENTIVES AND CULTUREUse of financial incentives to motivate employees is very common Countries with high individualismWhen companies attempt to link compensation to performanceFinancial incentive systems vary in rangeIndividual incentive-based pay systems in which workers are paid directly for their output Systems in which employees earn individual bonuses based on organizational performance goals MANY CULTURES dwelling house COMPENSATION ON GROUPMEMBERSHIPSuch systems stress equating rather than individual incentive plans An individually based bonus system for the sales representatives in an American MNC introduced in its Danish subsidiary was jilted by the sales force because It favored one group over anotherEmployees felt that everyone should receive the same size bonus Indonesi an oil workers rejected a pay-for-performance system where some work teams would make more money than others Workers in many countries are highly motivated by things other than financial rewards The most important rewards in locations at 40 countries of an electrical equipment MNC involved recognition and achievement Second in importance were improvements in the work environment and employment conditions including pay and work hours. MANAGERS EVERYWHERE USE REWARDS TO MOTIVATE THEIR PERSONNELSome rewards are financial in nature such as salary raises, bonuses, and stock options. Others are non-financial such as feedback and recognition. Significant differences exist between reward systems that work best in one country and those that are most effective in another. WORK CENTRALITYThe importance of work in an individuals life can provide important insights into how to motivate human resources in different cultures Japan has the highest level of work centralityIsrael has moderately high levelsThe joined States and Belgium have average levelsThe Netherlands and Germany have moderately low levelsBritain has low levelsVALUE OF WORKWork is an important part of most peoples lifestyles due to a variety of conditions Americans and Nipponese work long hours because the greet of living is high Most Japanese managers expect their salaried employees who are notpaid extra to stay late at work, and extra time has become a requirement of the job There is recent grounds that Japanese workers may do far less work in a business day than outsiders would suspectJOB SATISFACTIONEU workers see a strong relationship between how well they do their jobs and the ability to get what they want out of life U.S. workers were not as supportive of this relationshipJapanese workers were least likely to see any connectionThis finding suggest difficulties may arise in American, European, and Japanese employees working together effectively. 2.4 POSITIVE THINKING AND MOTIVATIONMotivation avoids cl ashes and non-cooperation and brings harmony, accord and co-operative outlook among employees. Managers have to work as motivators of their subordinates. For this, effective communication, proper compass of work done and positive encouragement are necessary and useful. Motivation is inspiring and encouraging people to work more and contribute for achieving the objectives of the company.The populace of the desire and willingness to perform the job efficiently is known as motivation. positive thinking and motivation influence one another. Not only is this seen physiologically, but it is also witnessed in relation to coping styles, well- creation, learned optimism, positive psychological science and religious beliefs. Motivation is able to help individuals achieve their goals of changing how they think, change their mental, physical and everyday functioning as a result. Positive thinking however, can also motivate the individual to achieve their goals. This is highlighted through a persons coping mechanisms and by their religious beliefs. In conclusion, this chapter has adumbrate how positive thinking motivates the individual as well as what motivates an individual to think positively in the first place. 2.4 HOW TO DEVELOP POSITIVE TINKINGPositive thinking isnt a natural ability, as for thats why you are here. Positive thinking is a strength, a very useful strength that will help you onto the path of success. With time, and effort, positive thinking will be your own strength, to pretty much open a whole new path to the outlook onlife. Positive thinking is contagious. People around you pick your mental moods and are affected accordingly. Think about enjoyment, good health and success, and you will cause people to like you and desire to help you, because they enjoy the vibrations that a positive mind emits.Learn more about yourself. A lot of times youre just limiting yourself and your full capabilities. Try new things and stay active. Staying active and doing things new will help develop positive thinking techniques in your life. Face the things that scare you. Fears have the ability to create doubt in our minds. Doubt leads to negative thinking. at one time you start facing the fears in you life, you develop more confidence.( eHow http//www.ehow.com)Associate yourself with people who think positively.Always sit and walk with your back straight. This will fort your confidence and inner strength.Walk, swim or engage in some other physical activity. This helps to develop a more positive attitude.2.5 THE pull ahead OF POSITIVE THINKINGPositive attitude manifests in the following waysPositive thinking.Constructive thinking.Creative thinking.Optimism.The motivation and energy to do things and accomplish goals. A attitude of happiness.A positive frame of mind helps in a lot of ways, such asExpecting success and not failure.It makes you feel inspired.It gives you the strength not to give up, if you encounter obstacles on your way. You regar d failure and problems as blessings in disguise.Believing in yourself and in your abilities.You show more self-esteem and confidence.You look for solutions, instead of dwelling on problems.You see and blot opportunities.The benefits of a positive attitudeThis might seem like a repition of the above, but it helps to make this message clearer. It helps you achieve goals and attain success.It brings more happiness into your life.It produces more energy.Positive attitude increases your faith in your abilities, and brings hope for a brighter future. You become able to inspire and motivate yourself and others. You encounter fewer obstacles and difficulties in your daily life. You get more respect and love from other people.Remez Sasson, http//www.successconsciousness.com)IT shadower MAKE YOU MORE RESILIENTResilience refers to our ability to cope with problems. bouncy people are able to face a crisis or suffering with strength and resolve. Rather than falling apart in the face of such stress, they have the ability to carry on and eventually overcome such adversity POSITIVE THINKERS COPE BETTER WITH STRESSWhen faced with trying situations, positive thinkers cope more effectively than pessimists. In one study, researchers put together that when optimists encounter a disappointment (such as not getting a job or promotion) they are more likely to focus on things they can do to resolve the situation. POSITIVE THINKING IS GOOD FOR YOUR healthNot only can positive thinking impact your ability to cope with stress and your immunity, it also has an impact on your overall well-being.(kende cherry, http//psychology.about.com/bio/Kendra-Cherry-17268.htm summonAdam .http//www.teachthemenglish.com/2011/01/10-contemporary-motivation-theories-and-h EL Deci (- 2001) ow-they-explain-why-your-students-just-arent-into-it/ Davidmcclelland,http//ozgurzan.com/management/management-theories/theories-about- motivation/ EHow , http//www.ehow.com/how_5702659_develop-positive-thinking-tec hniques.html Richard E. Clark1, http//www.openpolytechnic.ac.nz/study-with-us/study-resources-for-students/goals-and-motivation/strategies-to-increase-your-motivation/ Richard E. Clark1 R. E. 2003) Fostering the work motivation of individuals and teams. Performance Improvement, 42(3), 21- RemezSasso,Wikiversity,Motivation and emotionRemez Sasson, http//www.successconsciousness.com/positive_attitude.htm Scheier, M. F., & Carver C. S. (1993).On the power of positive thinking the benefits of being optimistic.American Psychological Society, 2, 26-32. doi 10.1111/14678721.ep10770572Snyder, C. R. & Lopez, S. J. (2007) Positive psychology the scientific and practical explorations of human strengths. London, UK Sage.MacLeaod, A. K., & Moore R. (2000). Positive thinking revisited positive cognitions, well-being and mental health. Clinical psychology and Psychotherapy, 7, 1-10. doi 10.1002/(SICI)1099-0879(200002) kende cherry, http//psychology.about.com/bio/Kendra-Cherry-17268.htmRobbins and Judge, Organizational Behavior, 12th Edition, Pearson Prentice Hall, 2007. D. Jones, Firms spend Billions to call forth Up Workers With Little Luck, USA Today, May 10, D. Jones, Firms spend Billions to fervency Up Workers With Little Luck, USA Today, May 10, 2001 T.R. Mitchell, Matching Motivational Strategies with Organizational Contexts, Research in Organizational Behavior, vol. 19, pp 60-62 P.C. Early, P. Wojnaroski, and W. Prest, Task Planning and efficiency Expended Explorations of How Goals Influence Performance, Journal of Applied Psychology, Feb 1987. J. Greenberg and S. Ornstein, High Status Job Title as Compensation for Underpayment A Test of Equity Theory, Journal of Applied Psychology, May 1983. January 19, 2011 by Adam.http//www.teachthemenglish.com/2011/01/10-contemporary-motivation-theories-and-how-they-explain-why-your-students-just-arent-into-it/