5 класс английский я на Уроке​

did you study last night?

did you speak English five years ago?

did your friends play football last week?

was it rain yesterday?

did your sister have a shower three hours ago?

motivation theories can provide you with the motivational levers to pull in order to increase the motivation of your workforce.

people are more inclined to deliver performance that is minimally acceptable. some even wonder today if americans are still in search of excellence, or they are in search of mediocrity instead. in the past, the motivation technique was a scare tactic. «do it or else…» was the refrain of the command-and-control manager. it no longer delivers the desired results today, in the environment of employee’s involvement in decision-making and delegation of authority.

motivation is a complex issue requiring an understanding of individuals. it is no longer answered with just money. in the past, a manager might have been able to raise employee’s salary and provide some fringe benefits to improve motivation. simple material gain does not get the same mileage in today’s workplace.

in fact, money is not the prime motivation driver any longer. adam smith suggested in 1776 that self-interest for monetary rewards is the primary motivator of people. while some still adhere to this assumption, most researchers agree that job satisfaction has become more important today.

herzberg suggested that money is a remuneration. that is, money is extrinsic to the work itself and does not really move people toward satisfaction. instead, people are said to desire autonomy challenging work, and more creative hygiene.

the value of money as a motivator is generally in what it can buy. once basic needs have been met, more money is not necessarily a primary motivator for people. there is also a symbolic meaning of money that can be the actual motivator rather than the money itself.