Category: Motivation

My motivation does not come from my parents and their comments about excelling in school. I think this transfers to the business world. People have to want to be motivated. They have to want to have an inner drive to succeed and do better than they did the previous day. It almost seems like managers cannot really motivate their employees unless the employees take the first step by being motivated themselves.

This is not to say that managers cannot motivate employees at all. I am a strong believer in the value of a dollar, and I do think money works in motivation. Money represents different things to different people. Now, money represents my savings fund for studying abroad, and down the road, a big house and provisions for a future family. At work, if we meet our goal, we get an extra $0.65 for each hour we worked that month. This goal is effective for us. We would all like that extra money. However, I do not think that is the only motivational factor I have in working. I work because I like to be productive with my time. Honestly, I am not thinking about meeting the goal every day while at work. So while this goal is effective sometimes, I cannot say I have completely adopted it into my heart as a driving factor of my work ethic.

An article solidified my thoughts. The article says that the goals need to be something that the employee can own and really believe in. I truly think this is the most important part of motivation and goals. Goals only work when the employees are actually motivated. Motivation comes best from within, so the goals need to be something that employees believe in. If the employees do not believe in the goal, they may try at first because they are getting paid and that is what they are told to do, but soon they will lose focus and the drive to perform and achieve the goals set.

The article suggests different steps to take in setting goals so that the goals are effective. A big component is researching. Reviewing expectations of stakeholders and then deciding the importance of fulfilling these expectations and what responsibilities this leaves the company with is crucial to research. Another important step is to prioritize objectives for the company. Goals tend to fail when a company tries to take on too much. This makes sense. When there are so many objectives, it can be hard to fulfill all of them. There is a lack of focus because there are too many things to focus on and pay attention to. As the article says, “It’s better to prioritise and hit fewer targets than to fail a wide range of objectives” (2). At my work, we focus on daily sales goal and return percentage goals, and that is all we really focus on. If we had more goals than that it would be hard to excel in any of the goals.

Works Cited

1. Bourne, M., and M. Franco-Santos. ‘PERFORMANCE MANAGEMENT. ‘ Financial Management 1 Mar. 2010: ABI/INFORM Research, ProQuest. Web. 10 Sep. 2010.

Human body is a complex machine that exists in nature, carrying out so many different processes simultaneously that it becomes quite impossible to fathom the rarest of the rare possibility that such a thing could exist in reality. One of the greatest and most important feature of this system is to keep the body alive. To do this, our mind has found very creative ways to motivate us to keep doing things which are essential for us, though in present times, functioning of this system has become rather complicated and non linear.

Talking about prehistoric times, the two important tasks a person had to carry out was to find the food and to sense out the danger that lurked around in the environment such as sabre tooths and different predators that would kill us in an instant. The brain had divided a particular task in two steps. Let us take the example of gathering food, that was primarily hunting. The first step was to actively search for food. In this process the food is considered the end result that you achieve when you search for it, stalk the prey and then hunt it down. To motivate a person to carry out this rather laborious process the brain releases chemical known as dopamine. Now, what this chemical does is that it increases anticipation and makes us believe that we will get something extraordinary at the end of the process, thus making us do all the hard work. Note that it does not provides any satisfaction or sense of achievement. On the other hand if released in excess it can have a quite negative effect. The second step of the process is when we had actually acquired the food. Then a new chemical is released known as GABA. It helps us get that high which we get from the sense of achievement. It helps us feel like we have succeeded in our task. So every time we carry out a certain task, dopamine ensures that we keep following our path, cause we cannot see the final reward but as we have experienced it once in the past, what we do is anticipate and when we finally get it GABA ensures that we get a feeling of fulfillment. This is basically the main principle of psychological motivation. Also when we did the physical work endorphins are also released which are basically the painkillers. Oxytocin, which is helpful in promoting team activities and generates the high from belonging to a group, a sense of teamwork is also released during the process.

Now this bodily process gives rise to the concept of reward and punishment system which in technical terms could be extrinsic motivation. When we do something according to society, we get a reward.It gives us pleasure, it makes us feel good and dopamine ensures we repeat the process. On the other hand when something wrong is done by us we associate it with pain, that is a negative feeling, thus in future we try to avoid doing the same thing again.

The thing about extrinsic motivation is that it becomes predictable and is quite short lived. It also works only when the task is rather straightforward. Remember how parents give their kids rewards when they do good in studies. It promotes certain kind of favourable behaviour. This is good for kids, but as a grown up person this is not the case. The adults can see through these traps and might not do those necessary things. In these situation comes another type of motivation, that is the intrinsic motivation.

This type of motivation is dependent upon a person’s internal reasons. This is actually a type of self motivation system. It depends on things like autonomy over an individual’s life and work, the happiness achieved from mastery of a required skill and the ever present question of the purpose of one’s work and their life.

In big firms and organizations, to this day, the method of motivation employed is that of extrinsic one. They focus on external factors rather than internal. This creates an unmotivated workforce that becomes quite stagnant and decreases productivity. Instead of this the companies should try to align the individual’s vision and and mission to their vision and mission, resulting in a self motivated employee, which can take on challenging tasks and projects for the organization. Also, intrinsic motivational factors cost less but can have a lasting effect on the performance of the staff. With the advancement in studies, focus is going towards this issue and many multinational companies are putting their efforts in this.

Motivation is defined as power that helps the person to be in highly encouraging to take forward their action in achieve their goals successfully. Mainly it was desired by the ambition if the ambition or goal is not there then the motivation also will be absent.

Each member will get motivated in different ways either it may be internal factors or the external factors. The external factors will be such as taking the example of the success people, movies, books. These will motivate them in having the dream or in succeeding their own goals.

Physiologists after conducting the research on some of them they concluded that motivation can be done in two types of the motivation. One is intrinsic motivation and the other is extrinsic, motivation. Intrinsic motivation is personal interest and enjoyment. Extrinsic motivation some of the physical awards are money, power, lust. Internal rewards such as knowledge, pride, and wellbeing in public. (Motivation, 2019)

Introduction of Organization

Every year in Andhra Pradesh state cricket tournament will be conducted by the Andhra cricket academy to encourage the players from each district in the Andhra Pradesh state. It was one of the top most cricket academy in the India which produce the best players to the national level every year by encouraging the local players from each district. Totally 20 teams were participated in the tournament from each district. They encourage local players from each part of the district by conducting this tournament and by looking up over all tournament they select the players who are performing at high level irrespective of winning the tournament. Management will give the prize money for the winners and a shield and certificate of participating that will help them in future playing tournaments.

I participated in the team from Visakhapatnam which is called the city of destiny called VIZAG WARRIORS. We are having a very good players in my team. Each team is very strong in the tournament. My team is trained by our coach where he was assigned by the VIZAG WARRIORS cricket academy. He has 20 years of experience in training the cricket players. In the tournament we were reached to finals by beating all the teams who participated in the tournament with the good training given by our coach. We had 7 days left for our finals after winning the semifinals. My team must play finals in Amaravati with the opposite team called GUNTUR MIRCHIS. Both the teams were reached to Amaravati as it was the capital of the Andhra Pradesh state. In capital we have the lot of facilities for the players. It was taken as prestigious competition by the state academy. They were giving the live updates in the stadium. Both the team members families were also reached Amaravati to see the live match played by both the teams.

Issues

• Some of my team members were not satisfied about the facilities provided by the Vizag cricket academy regarding the sport equipment used by the players in the tournament, food which is not good for the fitness and also the pay given to the players for each match played in the tournament which is very less.
• My team practiced the matches during the seven days with learning new strategies and shots. We covered the mistakes noted by our coach done in the previous matches of each player in the team. During the last day after training session both the teams were met at the practice pitch. My team players all got fear by looking the opposite team members. Opposite team members were having the more experienced players and some of them played for the nationals for India team. All my team members were discussing about the opponents were tough and discussing about their winnings, techniques used by them and we were going to lose the match. Each of the team member got depressed and we lost the hope of winning the match.

Maslow’s theory

Maslow states that people will get motivated to achieve the needs that precedence over others. He mainly says that basic needs are physical needs which helpful in surviving the human being and that motivates the behavior of the person. He briefly explained it in the five-stage model.

• Physiological needs: These are basic needs belong to the human requirements for survival. Examples are air, food, drink, clothing. He considers that these are the most important than the other needs.
• Safety needs: security, freedom, law.
• Love and belonging needs: these are the interrelation ships which helps in motivating the human behavior.
• Esteem needs: It is divided into two categories one is for independence and achievement, and the other is for reputation.
• Self-actualization needs: these are the fulfillment for their personal growth. (McLeod, 2018)

Application of Maslow’s theory

In the issue’s players mentioned that facilities, food, equipment were not good which were provided by the cricket academy. Maslow’s states that food, air, water, clothing are the basic primary needs for the human being. These needs help the person in motivating the behavior and helpful in concentrating in achieving the goal. The players were also not satisfied regarding the pay which is given by the cricket academy.

These issues were discussed in the team by the players and we all complained to the captain of the team and the captain concluded and complained to the coach and the coach send the message to the upper management of the academy. They all verified with the staff who are working in the facilities department who all take care of the facilities of the players during the tournament. All of them came to conclusion that these facilities should be done immediately as these will motivate the players in playing confidently without having any disappointment.

In the issue of feeling fear of winning the match with the opponent by looking up their training Maslow theory will helpful to get motivated to the players. He explained that esteemed needs and self-actualization needs are the secondary needs for the human being in the life. This theory in this case that players should get self-motivated of their own and without any fear players should play. Mainly with this we all got motivated and took as a challenge playing with them and get the chance of playing in the nationals.

With the application of the Maslow theory all the issues were solved, and players got motivated by providing all facilities by management and building the confidence without any fear. Finally, we all played and won the tournament.

Herzberg’s Theory

Herzberg proposed a two-factor theory of motivation. He classified it into two categories.

Hygiene factors

Hygiene factors are the job factors which are helpful in getting motivation in the work place. He mainly explained that without these factors’ workplace will be dissatisfaction and makes the employees dissatisfied. These are extrinsic of work and explains the environment of the work. Pay, physical working conditions, policies and status are they hygiene factors. Motivational factors are called as the satisfiers. These are the psychological factors which keeps the employees motivated by the recognition, responsibility, sense of achievement and meaningfulness of the work. (Herzberg’s Two-Factor Theory of Motivation, nd)

Application of Herzberg’s theory:

Management were solved the problem by the application of the Herzberg’s theory.

Hygiene factors in solving the issues are:

• Providing the effective and supportive staff for the players facilities.
• Increasing the pay for each player during the tournament.
• Each player should give the importance during the match session and placing them in the good positions.
• Keeping the room facilities, sports equipment for the players in hygiene conditions.

Motivational factors in solving the issues are:

• Challenging the opponent team players for performing effective in the match.
• Players must have the sense of achievement in the tournament and get self-motivated.
• We had a chance of getting the growth in the carrier of the cricket which get a chance of playing in the national level.
• Taking the responsibility of the match by each player and performing well.
• Providing the rewards for the best players in the tournament by the academy.

By implementing all the factors with the help of Herzberg’s theory the management solved the problems faced by the players in the tournament. Academy staff improved all the facilities for the players and improve the motivation and helped them in reaching the finals of the tournament.

ERG theory of motivation

Mainly it consists of three needs existence needs, relatedness, and growth. It shows how the works in fulfilling the needs depending on the goals, status and environment.

Existence needs

• These are the important in the work setting.
• ERG provides the basic material existence needs for the people in the organization
• It also includes the Maslow’s physiological needs and safety needs.

Related needs

It mainly focusses on the people how they react according to the social environment. It involves the relation ship of the co-workers, friends, family, supervisors. This involves with the people how they interact with others in the social environment.

Growth needs

An intrinsic development for personal growth which includes the self-actualization under Maslow’s hierarchy of needs. It states that fewer needs are satisfied which related to the basic needs of the human being. These are development for the individual and helps in achieving the goals. (ERG theory of motivation, 2017)

Application of the ERG theory

In this case team players are not satisfied with the facilities provide by the academy. The basic needs for the human being are food, clothing and so on. Academy has provided less facilities for the players during the initial stages of the tournament. Things were noticed by the management of the academy due to the players were not performing well in the tournament. With the implementation of the ERG methods they developed the basic needs and, they have developed the growth needs for the players in the form of the wages of the matches and rewards for the players those who perform well in the tournament. They have provided the best sports equipment for each player in the match as they are the physiological needs of the player in protecting any damage to the player.

Total team were got motivated by the coach after observing the action of the team after the practice match sessions. Coach has understood and developed the relation among us by having the discussions and self-motivating, this helps the team members in gaining the confidence and helped the players in performing well in the final match of the tournament.

Barriers of motivation

• Over thinking which leads to remove confidence
• Fear of failure
• Cooperation of other team members
• Peer pressure makes the wrong decisions
• Lack of involvement
• Equitable compensation
• Less communication

Conclusion

In the team as a leader he should take forward in understanding the problems of the team members and providing the facilities after discussing with the upper management. Team leader should motivate the members in loosing the hope and building the strong mindset among all the team members that help them in achieving the common goals of the team or organization. Upper management also must take care of the team members by regular checking the facilities providing to players as that gives more encouragement. Also, management should give the motivation classes for the team players by the coach which also helps in taking the game sportive and build the co-relation among the team members.

References

1. Barriers to employee motivation. (nd). Retrieved from oahumanresources: http://oahumanresources.com/barriers-to-employee-motivation/
2. ERG theory of motivation. (2017). Retrieved from IeduNote: https://iedunote.com/erg-theory
3. Herzberg’s Two-Factor Theory of Motivation. (nd). Retrieved from managementstudyguide: https://www.managementstudyguide.com/reinforcement-theory-motivation.htm
4. McLeod, S. (2018). Maslow’s Hierarchy of Needs. Retrieved from simplypsychology.org: https://www.simplypsychology.org/maslow.html
5. Motivation. (2019, no date). Retrieved from literarydevices: https://literarydevices.net/motivation/
6. Newstrom, J. W. (2014). Organizational Behavior Human Behavior at Work. McGraw-Hill.

Compensation

According to marketing manager of WCCL, The Company provides the reward based on kind of work each member performs and they were rated annually. The organization’s compensate is tied with the performance of the sales force. The compensation is called the bonus and Performance Based Allowance. At the end of the year all the sales force shall be rated against their performance and based on it the bonus and PBVA shall be awarded. Apart from that WCCL, a policy for awarding incentives to the Sales Team where the employees under sales receives incentive for achieving over and above every monthly sales target. The sales force team of the business is given different types of compensation like:

1. Voucher Allowance

Being as a sales force of the company, their main duty is not only to sale the product but also to communicate with the different customers. For that purpose WCCL company give voucher allowance to the sales force team of the company and this makes smooth communication with company.

2. Yearly Bonus

According to wood crafts center limited annual reports (2019), it states that the company is providing the yearly bonus which is more than their monthly salary.

3. Daily Subsistence Allowance

When the sales force teams are send to different places for business purpose, WCCL company has system of providing the daily subsistence allowance (DSA) as motivating factor to work.

Motivation

Motivation is essential for any companies as motivated employees will be able to bring creativity, effectiveness, efficiency and most importantly will be commited. There are numerous ways to motivate the people working and following are some of the ways WCCL takes to encourage its sales team:

1. Training

Working people often become more motivated when they understand how their works matters. The WCCL company, particularly provide the training to the employees in different field to improve work quality and outcomes. As a result, employees feel happier in their work, become more excited about the prospect of success and develop a higher self worth.

2. Incentives

Employees of different companies like to feel appreciated and known for good work. In order to motivate the sales force team of WCCL, incentives are one way to show them that good work garners rewards. The WCCL Company mainly gives incentives to the staff to encourage them to work hard and grow. Incentives are the one way where the WCCL Company motivates the employees.

3. Promotions

It is also one of the factors that are used by the WCCL Company to motivate the employees in the company. When the employees were promoted, that built satisfaction in their mind and attempt to work harder in than before by demonstrating their supervisory and leadership skills. When they show their interest to the job that brings a light in the company’s performance and improve outcomes.

4. Offering Bonus

The company offers bonus to the employees to develop their way of performing to meet business goals. The WCCL Company provides the employees with cash and non cash bonus such as holiday bonus, commission, profit sharing bonus and non cash bonus like awards and honors. The company mainly provides bonus to the employees to improve productivity and in order to raise profits to the company. However, providing bonus really helps to improves or motivates the workers in the company.

5. By raising payments

The WCCL Company is very creative enough to make the employees of organization motivated by using different technique. One of the most technique used by the WCCL company is they usually increase the payment of the workers annually. Every year WCCL company keeps on increasing the salary by 2% of their basic salary, this accelerate the energy of the workers and brings performance at the top.

Reference

1. B, R. (n.d.). Types of Compensation. Retrieved from Accounting Notes: https://www.accountingnotes.net/human-resource-management/compensation/types-of-compensation/17489
2. Kanhar, S. (n.d.). Types of compensation. Retrieved from Business Management Ideas: https://www.businessmanagementideas.com/human-resources-management/types-of-compensation/types-of-compensation/types-of-compensation-employees-hrm/19789
3. Steinbrink, J. P. (1978, July). How to Pay Your Sales Force. Retrieved from Harvard Business Review: https://hbr.org/1978/07/how-to-pay-your-sales-force

Study of Employee Motivation

In Chapter One of our text, we learned that employees are considered human capital, which means they are valued for what they know, their education, their experience, and their individual skills. (Luthans, Luthans, Luthans, 2015). We also learned in chapter one that the aforementioned fact was not always the case. We discussed Douglas McGregor and his theories. Managers used to believe that the employees within an organization were only interested in money, and that if you could make them happy, they would be high performers (Luthans, Luthans, Luthans, 2015). Falling in line with that construct, management devised monetary incentives, ensured job security, and provided good conditions. In exchange for those tenants, management expected morale to be high- but across most studies, this was not the case. The fallacy of this theory is that it over simplified the problem. This theory doesn’t consider the totality of the employee’s needs. Research on human needs was nothing new, we can turn to Maslow to learn more about basic human needs, but more extensive research on needs in the workplace was needed. Douglas McGregor identified one of the real problems with employment during his time as stifled creativity (Bobic & Davis, 2003). What McGregor’s research uncovered was a need for fresh and new perspectives within the industry. McGregor’s research ushered in a new way of thinking and a paradigm shift from old ways.

Changing Views and The Paradigm Shift

In reviewing Mcgregor’s research, we can see that management underwent a paradigm shift, we stopped looking at the work life relationship as an exchange and started to look at it as more of an experience. Instead of the employer exchanging time and skill for money; the employee receives a wholistic care experience because of their relationship with its employer. This paradigm shift required the development of new normal and new ways of thinking. When we break down these new paradigms and take a look at some of our new constructs, we will see some of the challenges that managers are faced with today. Through our reading many of these challenges were introduced, but more importantly we took a look at why it was so difficult for employers to operate in the new paradigm. Corporations and managers know and recognize the benefits of operating within the new paradigm but for various reasons have trouble implementing these policies. This concept also discussed in chapter one is called the “Knowing-Doing Gap”. The “Knowing-Doing Gap” represents the sub sect of managers that recognize that a paradigm shift has occurred and that new concepts are necessary. It refers to those managers that know that different techniques are necessary, but have not necessarily adopted these new techniques. One of those concepts which is discussed in detail in Chapter 2 is the concept of diversity.

Concept of Diversity

Diversity and other social issues have played an important role in the formation of studies in management and organizational behavior. Diversity is something that we all come in contact with on a daily basis whether we realize it or not. It is a well-documented fact that diversity is a positive attribute for businesses. Studies have shown that increasing diversity in leadership teams not only improves the bottom line, but increasing diversity at a leadership level leads to more innovation or creativity (Powers, 2018). Remember that creativity was one of the things that Mcgregor’s research identified that workplaces lacked. We learned from our text that diversity in the past has been mostly a legal issue. In the beginning of this paradigm shift companies found diversity to be challenging, but corporations are gaining a better understanding of diversity and the fact that it is more than just a legal problem or question. Businesses are further finding, that diversity is something to build on (Luthans, Luthans, Luthans, 2015). Although corporations can find great success utilizing techniques in diversity, in modern times, diversity can still be very challenging. Diversity is challenging because it often leads to conflict. When people of diverse cultures are working together, it can often lead to contradictory perspectives, especially from leaders and managers (Fredette, Bradshaw, Krause, 2015). Some practitioners believe that diversity can be taken a step further. I wrote earlier about paradigm shifts in employee motivation, according to Kwon and Nicolaides, there is also a paradigm shift in diversity management. One in which organizations truly embody and enact the value of diversity by way of inclusion (Kwon & Nicolaides, 2017). Whereas diversity helps us see observable differences that make individuals unique and different, inclusion seeks to embrace those non observable differences (Kwon & Nicoladies, 2017).

Conclusion

In chapter one, we learned about organizational behavior as an evidence-based approach, we reviewed many of the popular studies along with their findings. My topic of discussion for this assignment one was employee motivation and Douglas Mcgregor’s theories on employee motivation. He identified creativity as a lacking entity among workplaces and a factor in employee satisfaction and motivation. These findings were of particular interest to me because of the motivation stratification that I personally observe in my work place. I consider myself to be on of the higher performers in my department, my counter parts and I have the exact same tools at our disposal as well as similar duties to accomplish, why is my motivation and my performance at a much higher level than theirs when, all else is equal at work. The answer is easier understood now that I have a deeper understanding of employee motivation. It does not all hinge upon what is available to us at work, outside influences play a factor. This points to looking at the totality of the employee at work and outside of work to determine motivation.

In chapter two we looked at the environmental context of globalization, diversity, and ethics. My topic of discussion for this assignment one was diversity. We explored the challenges that diversity in the workplace and diversity management have brought forth as well as many of the benefits. I chose to link these two concepts because creativity and innovation, based on research and evidence are a direct by product of diversity and inclusion in the workplace. Douglas McGregor’s theory X and Y helped to uncover that more than just pay, security, and stability go into making a happy employee. He identified lack of creativity as a reason for low employee motivation. Although the implementation of diversity and diversity based trainings are not a cure all in the continued evolution of employee motivation, paying attention to the interdependence of these facts is an important step in the right direction.

References:

1. Bobic, M. P. (2003). A Kind Word for Theory X: Or Why So Many Newfangled Management Techniq Quickly Fail. Journal of Public Administration Research and Theory,13(3), 239-264 doi:10.1093/jopart/mug022
2. Fredette, C., Bradshaw, P., & Krause, H. (2015). From Diversity to Inclusion. Nonprofit and Voluntary Sector Quarterly, 45(1_suppl). doi:10.1177/0899764015599456
3. Kwon, C., & Nicolaides, A. (2017). Managing Diversity Through Triple-Loop Learning. Human Resource Development Review, 16(1), 85-99. doi:10.1177/1534484317690053
4. Luthans, F. Luthans, B.C., Kuthans, K.W. (2015). Organizational behavior: An evidence-based approach. Charlotte: Information Age Publishing (IAP).
5. Powers, A. (2018, June 27). A Study Finds That Diverse Companies Produce 19% More Revenue. Forbes.com. Retrieved March 22, 2019, from https://www.forbes.com/sites/annapowers/2018/06/27/a-study-finds-that-diverse-companies produce-19-more-revenue/#2606b9c9506f

Humans are the most socially advanced of all species and use this specialty in day-to-day situations. However, it’s not clear what skills a robot must acquire in order to have appropriate interaction. There are two types of robots: 1st controlled by others and 2nd autonomous robots, that acts on the basis of its own decisions, and are not controlled by a human (Matari´c, 2007). Duffy (2003) states that a human-centric machine such as a social robot requires human traits as these will provide a comprehensible and predictable interface in social situations. Traditionally, autonomous robots have been used in areas where little human interaction is required and employed in roles such as sweeping minefields, search and rescue and exploring other planets (Breazel, 2004). However, there has recently been an interest in how these robots can interact socially with humans. According to Bartneck and Forlizzi (2004) the definition of a social robot is: “an autonomous or semi-autonomous robot that interacts and communicates with humans by following the behavioral norms expected by the people with whom the robot is intended to act”.

What Is It to Be Social?

Social environment refers to the environment developed by humans different from the natural environment; society as a whole, especially in its relation to the individual. Duffy et al. (1999) defines a social agent as one who is capable of “interactive, communicative behavior”. They also state that social intelligence requires more than interaction combined with intelligence. The relationships must form and develop in social agents, in order to have social intelligence. The high levels of communication and cooperation needed for humans and robots to work together require that robots have a sound understanding of social convention. This would enable greater acceptance of them into human societies and would be a greater attribute than a realistic human appearance. A robot can be believable if it appears to have social intelligence (Bates, 1994). Breazeal argues that a robot is socially intelligent if it adheres to a human’s social model of it, even if the robot is less sophisticated than a human. For example, dogs have social intelligence but are less refined than humans. The important aspect of a robot is how socially competent it is, not what it looks like.

Many experts believe that social robots should reflect humans as closely as possible. Work has been conducted in order to determine the most human-like characteristics of robots. DiSalvo et al. (2002) analyzed 48 robots and surveyed people about how human-like robots were. They focused principally on the head of the robot as this is suggested to be the principal area of human-robot interaction (reflecting human‐human interaction). Presence of facial features such as nose, eyelids and a mouth were all found to significantly increase the perception of humanness, as were the dimensions of the head and the number of features. However, most of the robots were not rated as being very human-like.

How Do Autonomous Robots Learn?

In order for autonomous robots to learn about their environment, they must be able to comprehend and act on feedback around them. This is how they will be able to adapt their behavior in order to interact competently. One example of a robot which takes information from its social interactions in order to produce more socially acceptable behaviors is called Data (Knight et al., 2011). Data is a joke‐telling robot which learns through observing audience reactions which jokes get the most laughs and adapts its joke‐telling accordingly. Breazeal and Scassellati (2002) suggest that robots could learn via imitation of humans, similar to how an infant learns. For instance, Robota is a robot doll who can learn associations between keystrokes and what gestures they correspond to. Robota can sense and mimic a limited number of gestures of a human teacher. The teacher presses a key to correspond with each gesture. After learning these associations, a new series of keystrokes can be presented to Robota who will then perform the associated series of actions.

How Humans Develop Emotions and How It Helps to Build Emotional Robots?

For the development of robots, the first important step in addressing the problem of robot emotions is understanding how humans develop emotions. Around the age of two, when toddlers start to speak, they begin to learn the different emotional names for their internal states. For instance, the word ‘happy’, refers to a feeling of pleasure and contentment in the way things are going; a general sense of enjoyment of and enthusiasm for life. As we get older, we use these behaviors to express our internal states and to recognize emotion in others. All of the emotional expression and perception happens quickly, involuntarily and subconsciously, conveying a great deal of information in a concise way.

The idea behind developmental robotics is to create robots that learn behaviors the same way human children do. Then, the robot is exposed to an environment to stimulate the training of that model, for example, through interactions with a human caregiver. One such example is Kismet, the first robot designed to explicitly engage people in natural and expressive face-to-face conversation. Interactions with Kismet tend to take the form of humans playing the part of a caregiver while Kismet acts like an infant. Kismet is inspired by the way a human infant learns and interacts with its carer (Breazel, 2000). Infants show emotions to convey their emotional state and this can regulate the care-takers behavior in order to satisfy the drives of the infant. Kismet can show the six primary emotions (joy, surprise, sorrow, fear, disgust and anger). The range of emotional expressions available to Kismet is limited, but they are convincing enough to generate sympathy among the humans who interact with it. Breazeal invites human parents to play with Kismet on a daily basis. When left alone, Kismet looks sad, but when it detects a human face it smiles, inviting attention. If the carer moves too fast, a look of fear warns that something is wrong. Human parents who play with Kismet cannot help but respond sympathetically to these simple forms of emotional behavior.

Why Give Emotions to Robots?

Giving emotions to robots could be useful for a variety of reasons. For instance, it would be much easier and enjoyable to interact with emotional robots than with today’s un-emotional machines. Imagine if your robot can recognize what emotional state you were in each time you work with it, perhaps by reading your facial expression. And suppose, the robot detects that you are in bad mood, rather than simply helping you in your daily activities, the robot might tell you a joke to cheer you up. It might be much more productive to work with robots that are emotionally intelligent to understand our mood than with today’s dumb machines.

Why Is Internal Motivation Required in Robots?

In psychology, an activity is characterized as internally motivated when there is no apparent reward except the activity itself. People seek and engage in such activities for their own sake and not because they lead to an extrinsic reward. In such cases, the person seems to derive enjoyment directly from the practice of the activity (Kaplan and Oudeyer, 2007). Children seem intrinsically motivated to manipulate, to explore, to test, to learn and they look for activities and situations that provide such learning opportunities. One such example is Robin (a contraction of ‘Robot Infant’), the autonomous robot toddler to support self-management in children with diabetes (Cañamero and Lewis, 2017). Robin helps children improve their confidence and skills in managing their own diabetes. Robin has internal needs and motivation for things, for example, he gets hungry and searches for food around him. He also gets tired and wants to sleep. Whenever, Robin feels lonely, he wants human to either hug or touch him. Children can play with Robin, helps to satisfy his social and physical needs, and also helps him to learn the way they learn new things. So, a robot with internal motivation is able to autonomously explore its environment not to fulfil predefined tasks but driven by an incentive to search for situations where learning happens efficiently.

Conclusion

Robots are on the verge of becoming social and are finding new roles in society, such as helping to develop the social skills of autistic children and even helping older people in health monitoring or assisting them in walking. Conveying emotions is a useful skill for robots to influence the behavior of humans and in order to help the robots learn about social situations. If a human and a robot are working together and the human feels bad and the robot doesn’t feel it and continues in the same way, the human will feel frustrated. The robot should have understood the emotion that human feels bad and have internal motivation to cheer him up. We don’t just ask each other ‘What is this or what is that’, but ‘What do you think and how do you feel about it’. This is the beauty of human interaction. Anyone can get a definition of the relationship or a marriage on Wikipedia, but if I ask how you feel about it, that is what’s valuable to me.

Motivation serves as the driving force behind human behavior, guiding individuals toward their goals and aspirations. It can be defined as the internal or external factors that initiate, sustain, and direct our actions, enabling us to overcome obstacles, persevere through challenges, and achieve personal and professional success. In this essay, we will explore the role and importance of motivation and delve into different types of motivation that influence our thoughts, emotions, and behaviors.

What Is Motivation?

Motivation can be defined as the internal or external factors that initiate, sustain, and direct our actions, thoughts, and behaviors. It drives human behavior, guiding individuals toward their goals, aspirations, and desires. Motivation provides the energy, determination, and focus necessary to initiate action, persist in the face of obstacles, and achieve desired outcomes.

At its core, motivation is the reason why we do what we do. It is what inspires and compels us to take action, whether it is pursuing a personal goal, engaging in a particular task, or striving for success in our endeavors. Motivation can stem from various sources, including internal desires, external rewards, social interactions, personal values, or a combination of factors.

Motivation is closely linked to our psychological and emotional states. It influences our thoughts, attitudes, and decision-making processes. When individuals are motivated, they experience a sense of purpose, determination, and enthusiasm toward their pursuits. Motivation is often associated with positive emotions such as excitement, passion, and joy, as individuals are driven by a sense of fulfillment and accomplishment.

Motivation plays a crucial role in shaping human behavior and actions. It serves as a catalyst for change and growth, propelling individuals toward their desired outcomes. Motivated individuals are more likely to set ambitious goals, exhibit higher levels of engagement and effort, and persist in the face of challenges. 

Role of Motivation 

The role of motivation in our lives is multifaceted and encompasses various aspects that shape our thoughts, actions, and achievements. Motivation serves as a powerful force that influences and directs human behavior, playing a crucial role in our personal and professional development. Here are some key roles that motivation fulfills:

Goal Setting: Motivation provides the impetus for setting meaningful goals. It fuels our desire to achieve, propelling us to define our aspirations and establish a clear roadmap for reaching them. Without motivation, goals would lack purpose and direction, making it difficult to take the necessary steps toward their attainment.

Initiative and Persistence: Motivation fuels initiative, prompting us to take action and seize opportunities. It instills within us the drive to start new ventures, embark on challenging projects, and embrace change. Additionally, motivation empowers us with the resilience and persistence required to overcome obstacles, setbacks, and failures along the way. It helps us maintain focus, learn from setbacks, and keep moving forward despite the challenges we encounter.

Performance and Productivity: Motivation directly impacts our performance and productivity levels. When we are motivated, we are more likely to invest our time, energy, and effort into our tasks and responsibilities. Motivation heightens our engagement, concentration, and commitment, improving performance and increasing productivity. It inspires us to go the extra mile and deliver our best work.

Personal Growth and Development: Motivation is vital to our personal growth and development. It drives us to seek new knowledge, acquire new skills, and explore new opportunities. Motivation pushes us out of our comfort zones, encouraging us to challenge ourselves and expand our horizons. It enables us to constantly evolve, learn from experiences, and develop into better versions of ourselves.

Overcoming Challenges: Motivation provides the inner strength and determination needed to overcome challenges. It helps us confront obstacles, setbacks, and doubts, pushing us to persevere when faced with adversity. Motivation acts as a shield against discouragement and gives us the courage to step outside our comfort zones, take risks, and embrace new possibilities.

Well-being and Satisfaction: Motivation contributes to our overall well-being and satisfaction. When we are motivated, we experience a sense of purpose, fulfillment, and accomplishment. The pursuit of our goals becomes an inherently rewarding and fulfilling process. Motivation fuels our inner drive, leading to a sense of satisfaction and contentment in our personal and professional lives.

Importance of Motivation

Motivation holds immense significance in both personal and professional domains. It serves as a key factor in achieving success, fulfillment, and overall well-being. The importance of motivation can be highlighted through the following aspects:

Goal Achievement: Motivation acts as a driving force that propels individuals towards their goals. It provides the necessary energy and determination to overcome challenges, stay focused, and persist until desired outcomes are achieved.

Self-Development: Motivation plays a vital role in personal growth and self-improvement. It encourages individuals to explore new avenues, acquire new skills, and expand their knowledge base, leading to continuous self-development and personal growth.

Resilience and Adaptability: Motivation fosters resilience and adaptability in the face of adversity. It helps individuals bounce back from failures, learn from setbacks, and adjust their approach to overcome obstacles, thus enhancing their ability to navigate life’s challenges.

Satisfaction and Well-being: Motivation contributes to a sense of satisfaction and fulfillment. When individuals are motivated, they experience a sense of accomplishment, pride, and happiness, leading to improved overall well-being.

By understanding and harnessing the power of motivation, we can unlock our true potential and create a fulfilling and successful life.

Types of Motivation

Motivation can stem from various sources and be categorized into different types based on the underlying factors that drive it. Some common types of motivation include:

Intrinsic Motivation: This type of motivation arises from internal factors and personal desires. It is driven by an individual’s inherent interest, passion, or enjoyment of a particular activity. Intrinsic motivation fuels creativity, curiosity, and a sense of mastery, as individuals engage in activities for their own sake rather than for external rewards or recognition.

Extrinsic Motivation: Extrinsic motivation is derived from external factors such as rewards, recognition, or tangible benefits. It involves engaging in an activity to obtain external incentives or to avoid punishment. While extrinsic motivation can be effective in driving short-term behavior, long-term reliance on external rewards may undermine intrinsic motivation.

Achievement Motivation: Achievement motivation is characterized by the desire to accomplish goals, excel, and attain success. Individuals with high achievement motivation are often driven by the need for competence, recognition, and mastery in their chosen pursuits. This type of motivation fuels ambition encourages individuals to set challenging goals, and promotes continuous improvement.

Social Motivation: Social motivation is rooted in the desire for social connection, affiliation, and acceptance. It drives individuals to seek approval, recognition, and social validation from others. Social motivation can be influential in areas such as teamwork, collaboration, and community involvement, as individuals are driven by a sense of belonging and the need for positive social interactions.

Conclusion

In conclusion, motivation serves as a fundamental aspect of human behavior, guiding individuals toward their goals, aspirations, and personal growth. Its role and importance in personal and professional realms cannot be overstated. By understanding the various types of motivation and harnessing its power, individuals can unlock their full potential, overcome challenges, and lead fulfilling lives. Cultivating intrinsic motivation, embracing achievement-oriented mindsets, and fostering positive social connections can all contribute to a life driven by purpose, passion, and continuous growth.

Motivation is commonly comprehended as the drive or the craving to get things done. Now and then budgetary prizes rouse individuals and once in a while it is only an internal drive to have any kind of effect. Individuals are driven by such a significant number of things – by their enthusiasm, by the requirement for cash or budgetary security, and some of the time it is for acknowledgment. The wellsprings of motivation can fluctuate among people and not a similar factor drives every one of us. Three Needs Theory was created by David McClelland in his 1961 book, The Achieving Society. The three needs that he distinguished were a need for achievement, a need for affiliation, and a need for power. (Anon., n.d.) McClelland’s Need Theory of Motivation gives an approach to directors to decide the factors encouraging every one of their colleagues. Supervisors and group pioneers can utilize this data to communicate with each colleague in manners destined to inspire them. McClelland states that we as a whole have these three needs in some structure or another regardless of age, sex, race, or social source. Every individual’s needs are found out through their life background and are not inborn during childbirth. As indicated by this theory, the primary source of motivation for any individual can be found inside one of those three classes. The three motivators are:

1. Achievement. The requirement for achievement as the name itself proposes is the inclination to accomplish something in what you do. In the event that you are a legal counselor, it is the need to win cases and be perceived, in the event that you are a painter it is the need to paint an acclaimed painting. The need drives an individual to work and even battle for the target that he needs to accomplish (Anon., n.d.). Somebody with a requirement for achievement would be inspired by the achievement and the open door for advancement. Want to finish complex errands, set precedents, or accomplish something not done previously. Like to get a regular response on the work (Anon., n.d.);
2. Affiliation. The requirement for affiliation is the desire of an individual to have relational and social associations with others or a specific arrangement of individuals. They look to work in bunches by making agreeable and enduring connections and have the desire to be loved by others. They will in general like teaming up with others to contending with them and as a rule keeps away from high-chance circumstances and vulnerability. They are motivated by a group of people or clubs or social associations;
3. Power. The need for power is the craving inside an individual to hold control and authority over someone else and impact and alter their perspective as per his own needs or wants. The need to improve their confidence and notoriety drives these individuals and they want their perspectives and thoughts to be acknowledged and actualized over the perspectives and thoughts over others. Individuals who are spurred by power need to lead an effective group and be perceived for exertion (Anon., n.d.).

McClelland’s theory is very useful in helping managers to identify how they can motivate individuals to perform better whereas in equity theory employees seek an equal proportion of appreciation with effort applied to work.

In their lifetime, people can expect to make several choices and decisions. Some decisions may be small, simple, and to a degree, minor. However, there comes a time in one’s life in which a decision must be made, significantly impacting their life. Often individuals will turn to a source of motivation that is personal, regarding their individual beliefs, perspectives, and ideologies to guide them in a certain direction. However, an individual may turn to society and find motivation there, one may be motivated to abide by certain stereotypes or to avoid feelings of regret and embarrassment. Once an individual commits to a source of motivation that drives them, they will align their course of action with those motivations. In the short story ‘On the Rainy River’, the narrator Tim O’Brien experiences opposing sources of motivation. Throughout the story, O’Brien describes the measures he takes in an attempt to escape his approaching dilemma. He faces conflicting motivations between his personal beliefs and maintaining his pride in the eyes of society. O’Brien concludes his story by describing the consequences he faces for allowing the wrong motivators to direct his course of action. Therefore, when an individual encounters a life-altering decision, they may accept the course of action that aligns with societal motivators and reject their internal motives, leading to future repercussions.

When an individual faces a situation where a substantial decision needs to be made, often their initial reaction is to follow their personal motivations. In the summer of 1968, O’Brien receives a letter drafting him the Vietnam War; a war he strongly opposes. O’Brien encounters a substantial life-altering decision with the arrival of this letter. He will need to decide how he will face this adversity, and the decision he makes will ultimately affect him and his future. The Vietnam War was one that he “hate[s]” (O’Brien, 2) as it contrasts with his personal beliefs, he feels as though “certain blood [is] being shed for uncertain reasons” (O’Brien, 2). Tim describes himself as an intelligent individual, who has recently been granted a scholarship to Harvard. He reasons that he can offer many contributions to society and is “too good” (O’Brien 3) to be fighting in this war, that he is “above it” (O’Brien, 3). O’Brien identifies these characteristics of himself to showcase his potential and all that he can offer to society. He is personally motivated to avoid the war and pursue other feats in the future. He believes that going to war would be a “mistake” (O’Brien, 3). These convictions motivate O’Brien in the direction of fleeing to Canada to avoid the draft. For the remainder of the summer, O’Brien works at the “Armour meatpacking plant” (O’Brien, 3) where he must remove blood clots from the necks of slaughtered pigs. He despises the factory as the job is not “pleasant” (O’Brien, 4); he describes the stench of the factory as always lingering on him. He admits the “sight of blood made [him] queasy” (O’Brien, 3), affirming that he is “no soldier” (O’Brien, 3). Tim O’Brien finds himself struggling mentally throughout the summer, he experiences feelings of “isolation” (O’Brien, 4) and self-pity. He constantly thinks about the war and factory, feeling as though his life was crumbling before him. His “consciences and instincts” (O’Brien, 4) motivate him to begin truly considering leaving for Canada. His justifications and beliefs were prevalent enough to motivate O’Brien to not fight in the Vietnam War. He now finds himself motivated to flee to Canada to avoid drafting.

An individual’s personal motivations are often affected by the views and opinions of others. Tim O’Brien finds himself heavily concerned with the opinions and influences of society. Although he fears the war, he also fears “ridicule” and “exile” (O’Brien, 5). He fears the embarrassment his parents would encounter when he leaves. He can imagine the look of disappointment on the faces of his parents as he would attempt to explain himself over the telephone. He envisions the locals at the Gobbler Cafe in his hometown in Minnesota calling him a “sissy” (O’Brien, 5) and a coward who ran off to Canada. If he were to flee, he would risk losing respect, family, friends, and more importantly, his pride. O’Brien questions his beliefs which are originally his personal source of motivation, as he begins to consider the opinions of others around him. He faces two contradictory sources of motivation: his personal desire to not fight in a war he did not believe in and to maintain his pride and not face the ridicule of society. O’Brien encounters an inner conflict, a “moral split” (O’Brien, 5), as he begins to question his personal motivations. O’Brien describes this as a “sickness” or a “disease” (O’Brien, 5) within him as he struggles to decipher between his two sources of motivation. One summer day while O’Brien was working at the pig factory, he “cracked” (O’Brien, 5) and decided to drive north to Canada. O’Brien’s once firm and prevalent personal motivators are clouded by the opinions of others. The “blur” and the rush of “adrenaline” (O’Brien, 6) course through him as he drives. The thought of “no way out” (O’Brien, 6) passes through his mind numerous times as he realizes he has “no plan” (O’Brien, 6). This “mindless” decision was not a “happy conclusion” (O’Brien, 6) as the notion of embarrassment triumphs. O’Brien’s decision to go to Canada aligns with his personal motivators, however, these are questioned as is concerned with the judgment he may face. Tim arrives at the Rainy River with Canada in the near distance, scared and wary.

Eventually, some individuals will succumb to society’s motivations and neglect their personal motivators. As Tim O’Brien reaches the Rainy River, he comes across an old resort called the “Tip Top Lodge” (O’Brien, 6), where he meets the owner, Elroy Berdahl. O’Brien stays at the lodge for a total of six days, completing chores in preparation for winter. He occupies the remainder of his time imagining the embarrassment his family must be facing and the degrading comments directed toward him. Throughout his stay, Berdahl does not insinuate or question O’Brien, however, on the sixth day he took O’Brien out fishing on the Rainy River. Once they reach the middle of the river, with the Canadian border only “twenty yards” (O’Brien, 12) away. O’Brien realizes it was now time for him to decide whether he would follow his desired motivation to reside in Canada and avoid drafting; or succumb to societal pressures to accept drafting, following his motivation to maintain his pride. Feeling overwhelmed, O’Brien begins to cry as he realizes his motivation to flee to Canada has become a “pitiful fantasy” (O’Brien, 12), one that was “silly and hopeless” (O’Brien, 12), leaving was no longer a possibility. Along the Minnesota shoreline, he envisions people from his past, present, and future. In his hallucination, O’Brien sees his younger self, a version of himself that was a “hero, a man of conscience and courage” (O’Brien, 13), his life “seemed to spill” (O’Brien, 13) into the river before him. He sees his family along with the townspeople calling out for him. Tim O’Brien also envisions historical figures of the past, such as Abraham Lincoln, Saint George, and dead soldiers, chanting him towards the shoreline. Next, individuals from his distant future rush before him, his future wife and children, drill sergeant Blyton, and “a slim young man [he] would one day kill with a hand grenade along a red clay trail outside the village of My Khe” (O’Brien, 14). All of which were watching him while screaming “Traitor!” (O’Brien, 14) and “Coward!” (O’Brien, 14). The hallucinations on the Minnesota shoreline act as a tether, keeping him from leaving and willing him to stay. Tim was not able to be “brave” (O’Brien, 14) and follow his personal motivations, instead he “submitted” (O’Brien, 14) to go to war as the embarrassment, “mockery, […] and ridicule” (O’Brien, 14) were intolerable. O’Brien neglects his beliefs and motivators and succumbs to society’s motivations as he fears embarrassment. Later that night, O’Brien prepares to leave, and Elroy “disappears” (O’Brien, 14). Tim O’Brien’s motivation to avoid being labeled a coward dominates his motivation to live his life peacefully in Canada. He allows the opinions of others to direct his course of action, leading him to fight in the Vietnam War. He eventually took the opinions of society into great consideration leading him to make a decision based on societal judgment, rather than his motivations.

In choosing a course of action that relates to societal motivations, an individual may experience future repercussions. In neglecting his desires and motivations, O’Brien chooses the wrong path as his decision was influenced by external sources, specifically to avoid humiliation in society. Ultimately O’Brien’s societal motivations to prevent feelings of embarrassment prevail and he finally concludes that he was a coward and went to the war. In allowing societal motivations, or the wrong motivators, to direct his course of action to participate in the war, Tim endures the repercussions of shame, regret, and embarrassment. Evidently, O’Brien regrets and feels shameful regarding this decision as he states that “this is one story [he’s] never told before” (O’Brien, 1). He explains that for twenty years he has concealed and hidden this from the people around him. Telling this story, or even thinking about it, is a difficult task as it causes him to “squirm” (O’Brien, 1). Even after two decades, he admits he continues to feel “shame” (O’Brien, 1) and “embarrassment” (O’Brien, 1) for fighting in the Vietnam War. The repercussions he experiences are strong as he insinuates he has nightmares regarding his choice, and telling his story would “relieve… some pressure [from his] dreams” (O’Brien, 1). Although O’Brien chooses to go to war and faces repercussions, therefore, making him a coward, he can admit his mistake and bear the consequences. Tim O’Brien learned to follow his personal desires and motivations rather than permitting external sources of motivation to determine his course of action.

Tim O’Brien finds himself in an inner conflict between his two motivations: personal beliefs and avoiding embarrassment from society. He chooses the latter as he could not endure the “mockery… and ridicule” (O’Brien, 14). By choosing his societal motivations and going to war, Tim realizes that it was a mistake. He used the wrong source of motivation to direct his choice between Canada and the war. In the years to come, he faces reverberations of his choice. When an individual experiences a situation that will inevitably change their life, they or must make a decision. Tim shares his story to shed light on the fact that individuals should choose wisely when allowing conflicting sets of motivation to direct one’s course of action. An individual may use motivations that are more personal or ones that align with society to aid in the decision-making process. Although, an individual should choose the course of action that best aligns with their personal motivators to avoid facing future repercussions. These consequences can negatively impact one’s life, causing an increasing number of issues.

Self esteem representing the basic behavioral motive tends out to be self efficacy. As this construct is related to several dimensions of psychological well being. There are many hierarchical needs of man such as the need of competence, the need of achievement, respect and as well as self efficacy. But sometimes we confuse this word with self image, self worth or any other similar construct. It is rather mixed with optimism too. But here the real meaning of it is the belief we have in our abilities to meet the challenges ahead of us and to complete the task.

Self efficacy and Motivation are deeply entwined. They lead to the direction of cycle of success. Self efficacy is positively related to Confidence but not exact the same thing. Confidence is nondescript term that refers to strength of believe but does not necessarily specify what the certainty is about. Self efficacy refers to believe in one agentive capability that can produce given level of attainment.

Observations

Studying the social processes in any way to learn from the facts is the direct observation and understanding a social phenomenon or problem to gain and deep understanding and familiarity with the certain methods that are practically part of the community is participant observation. By directing these kinds off observations with the required field of our lives the role is well played that ultimately leads to the one plus point in case of the self efficacy.

Practice

What’s next after we have observed? For instance we observe a doctor performing surgery, a boy playing guitar, a girl doing ballet, a mechanic fixing a car, a singer singing classical, does it means by observing them we can do it ? Our next motive is to practice the stuff we have observed. Just in case I would say I go on to the stage to speak for the very first time doesn’t mean I would burn it down in the first place. My practice and my consecutive struggle being partner with self efficacy will make me master of the stage controlling artistic ways.

Feedback

Appreciation, being valued, cherished, esteemed, admired, applauded these are the terms for which a man do something, technically we call it feedback. But if the feedback is not in our favor we lose hope in our self and that’s the point where we lack understanding the meaning of self efficacy. We are judged and observed by someone and until they told us how we actually did it we can’t change the method of our perspectives. We should have the approach not to fear because it’s a phobia that is the twister of the normal responses. We should embrace it by letting it in because without the dark the term light does not sound appealing. In a way of seeing things differently we can say that criticism on ourselves is another way to let us onto the path of perfection by rectifying ourselves.

Main Idea

The most important aspect is that we should be seeing the positive aspect of life. We should be thinking like the student who is not gifted but still working hard. Belief like the man who had back luck with relationships but still trying to make it work. We should be like the expectant mother who is nervous, with her first baby but beliefs to take care of her child. We should feel determine like the new graduate who is going to start his first job with no work experience before but beliefs to do best. Self efficacy can be described an art of living in this world by believing I can I will.