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Temporal discounting (also known as delay discounting, time discounting) [12] is the tendency of people to discount rewards as they approach a temporal horizon in the future or the past (i.e., become so distant in time that they cease to be valuable or to have addictive effects). To put it another way, it is a tendency to give greater value to ...
In psychology, temporal motivation theory (TMT) is an integrative motivational theory developed by Piers Steel and Cornelius J. König. The theory emphasizes time as a critical and motivational factor. The argument for a broad, integrative theory stems from the absence of a single theory that can address motivation in its entirety.
The pragmatic factor usually results in a "pure time preference" factor in the social discount rate, that a pleasurable experience at a certain date is intrinsically more valuable than the exact same experience at a later date, and that the life of a person born sooner has more intrinsic value than the life of a person born later.
A study by Daniel Read introduces "subadditive discounting": the fact that discounting over a delay increases if the delay is divided into smaller intervals. This hypothesis may explain the main finding of many studies in support of hyperbolic discounting—the observation that impatience declines with time–while also accounting for ...
In real world situations, "discounting makes sense because of the inherent uncertainty of future payoffs". [55] One study looked at how reward discounting is context specific. [18] By differing the time and space between small and large rewards, they were able to test how these factors affected the decision making in tamarins and marmosets ...
The term of present bias was coined in the second half of the 20th century. In the 1930s economic research started investigating time preferences. The findings led to the model of exponential discounting, thus time consistent discounting. However, later research led to the conclusion that time preferences were indeed not consistent, but ...
Work groups – Drawing on the sociotechnical theory and team effectiveness literature, some authors argue that key characteristics of work groups (i.e. composition, interdependence, autonomy, and leadership) can influence the work design of individual team members, although it is acknowledged that evidence on this particular topic is limited.
Employee motivation is an intrinsic and internal drive to put forth the necessary effort and action towards work-related activities. It has been broadly defined as the "psychological forces that determine the direction of a person's behavior in an organisation, a person's level of effort and a person's level of persistence". [1]