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READING 2: The Science of Motivation - By Kou Murayama, PhD - June 2018

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LINK: https://www.apa.org/science/about/psa/2018/06/motivation The article focuses on motivation within education however some areas of the discussion can be applied to a management context. Key points: Rewards (eg money) increase motivation on task was the individual is not intrinsically motivated but rewards decrease motivation and performance when the individual is initially interested. Competition, on average, only produces a slight increase in performance. Individuals underestimate how motivated they will be during a task when asked before starting the task. New studies suggest that motivation may be contagious. Summary: - the most relevant sections are highlighted in orange - analysis is in blue - red is copy and pasted Types of motivation in learning Learners usually have either a goal of "mastery"; to "master the material and develop thier competency" or a "performance goal"; "to perform well in comparison to others&q
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READING 4: Methias's Notes

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The meaning of motivation is the influence for people to embrace a particular action in desire to others and the continuation of a chosen action over a prolonged period. The common characteristics which underlie the factors of motivation that is unique to a individual person and their performance is a product of both ability level and motivation People's engagement is influenced by expectations categorised in a number of ways – for example the three-fold classification that entails economic rewards, Intrinsic satisfaction and Social relationships or The twelve human needs or higher set of motivational needs. Economic rewards contain pay, benefits, pension, material goods and security. Intrinsic satisfaction derive from the nature of the work itself, interest in the job, personal growth and development. Social relationships consist of friendships, group working, the desire for affiliation, status and dependency. The twelve human needs are family, well-being, occupation,
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