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A key idea of equity theory is that people are motivated to reduce perceived inequity. This is especially the case if they feel that they receive less rewards than others. For example, if an employee has the impression that they work longer than their co-workers while receiving the same salary, this may motivate them to ask for a raise. [133]
Because of its many functions and influences, intrapersonal communication is usually understood as a significant psychological phenomenon. It plays a key role in mental health, specifically in relation to positive and negative self-talk. Negative self-talk focuses on bad aspects of the self, at times in an excessively critical way.
Work motivation is a person's internal disposition toward work. To further this, an incentive is the anticipated reward or aversive event available in the environment. [ 1 ] While motivation can often be used as a tool to help predict behavior, it varies greatly among individuals and must often be combined with ability and environmental factors ...
Setting up to fail is a well-established workplace bullying tactic. [6] [7] [8] One technique is to overload with work, while denying the victim the authority to handle it and over-interfering; [9] another is the withholding of the information necessary to succeed.
Personal development as an industry [10] has several business-relationship formats of operating. The main ways are business-to-consumer and business-to-business. [11] However, there have been two new ways emerge: consumer-to-business and consumer-to-consumer. [12]
Self-kindness: Self-compassion entails being warm towards oneself when encountering pain and personal shortcomings, rather than ignoring them or hurting oneself with self-criticism. Common humanity: Self-compassion also involves recognizing that suffering and personal failure is part of the shared human experience rather than isolating.
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[8] Edwin A. Locke began to examine goal setting in the mid-1960s and continued researching goal setting for more than 30 years. [6] [9] [10] He found that individuals who set specific, difficult goals performed better than those who set general, easy goals. [5] Locke derived the idea for goal-setting from Aristotle's form of final causality ...