People infer high self-efficacy from successes achieved through minimal effort on difficult tasks, but they infer low self-efficacy if they had to work hard under favorable conditions to master relatively easy tasks
The effects of outcome expectancies on performance motivation are partly governed by self-beliefs of efficacy
One will rarely err if extreme actions be ascribed to vanity, ordinary actions to habit, and mean actions to fear.
In the world of reality, life, and human action there is no such thing as interests independent of ideas, preceding them temporarily and logically. What a man considers his interest is the result of his ideas.
We are human beings. We operate from wanting to be rewarded.
Habit is the intersection of knowledge (what to do), skill (how to do), and desire (want to do).
Monetary rewards are not a substitute for intrinsic motivation.
The common wisdom is that ... managers have to learn to motivate people. Nonsense. Employees bring their own motivation.
Classic economic theory, based as it is on an inadequate theory of human motivation, could be revolutionized by accepting the reality of higher human needs, including the impulse to self actualization and the love for the highest values.
Life can be pulled by goals just as surely as it can be pushed by drives.
Life needs penalties and rewards for people. You can't control people with only penalties. You have to think how to create rewards.
When workers can get and equal return for less effort, workers make less effort
Repeated psychology tests have proven that telling someone your goal makes it less likely to happen.
The idea that to make a man work you've got to hold gold in front of his eyes is a growth, not an axiom. We've done that for so long that we've forgotten there's any other way.
Satisfied needs do not motivate. It's only the unsatisfied need that motivates. Next to physical survival, the greatest need of a human being is psychological survival - to be understood, to be affirmed, to be validated, to be appreciated.
America's wealth comes from the efforts of people striving for success. Take away their incentive with badmouthing success and you take away the wealth that helps us take care of the needy.
Every individual in an organization is motivated by something different.
There's this really awesome theory of human motivation - that human beings all want three things. One is to be competent, one is to belong, and one is be free, as in to have choice: to not be told what to do but to choose what to do.
A boss wants to pay for results, an employee wants recognition for effort. If a boss recognizes effort, they will get even better results.
Simply having rules does not change the things that people want to do. You have to change incentive.
I have no motif, only motivation. I believe that motivation is the real thing, the natural thing, and that the motif is old-fashioned, even reactionary (as stupid as the question about the meaning of life)
I believe you're either intrinsically motivated or you're not.
If men are given food, but no chastisement nor any work, they become insolent.
The key to motivation is motive.
Behavior is motivation filtered through opportunity.
