Motivation+and+Technology

> It is the application of knowledge especially in a particular area. It can be referred to as the making or use of any tools, techniques or methods or their Collections in order to solve or simplify specific functions. As we can see, technology has made a huge impact on human as well as other animals' ability Ans lives in whole. It has changed their prospect and vision.
 * Motivation **
 * is defined as internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a goal.
 * is getting someone else to do what you want done because he/she wants to do
 * is making people feel and take pride that they have done it
 * is an art of accomplishing more than what scientific management says is possibletoc
 * is a driving force
 * Technology **


 * What motivates employees? **



= 1. Concepts Of Motivation =

1.1. Intrinsic motivation
Is when work is performed for it's own sake. Employees are likely to be intrinsically motivated if they Attribute the success to factors under their own control Believe they can be effective agents in reaching desired goals Intrinsic motivation relates to perceptions of pleasure and satisfaction from performing the behavior

1.2. Extrinsic motivation
Is when work is performed to acquire material or social rewards and avoid punishment. Extrinsic motivation relates to the drive to perform a behavior to achieve speciﬁc goals/rewards

__** Theories Of Motivation **__

= 2. Technology and Motivation =

In the past century, the concept of distance learning has evolved from correspondence courses to instructional television to computer-based instruction to web-based learning. Today, the effort to put courses online is ubiquitous in education and training. Technology-mediated learning environments provide new opportunities for people to learn at their own convenience and pace. This shift in education from an instructor-centered to a learner-centered focus requires learners to be motivated and self-directed (Lee, 2000). However, empirical data are lacking on how to positively effect self-directed learning and satisfy the motivational needs of learners (J. Visser & Keller, 1990). Further, there is need for more literature examining motivation in technology-mediated learning environments. = = __**Conceptual Model**__

Each TMIS consisted of three basic components (see Figure 2): (1) motivational messages at the beginning and end of each strategy; (2) supplementary instructional content, and; (3) the SDL survey to track participation and perceptions.

__** Figure 2: Systematic Design of Technology-Mediated Instructional Strategies **__ **

2.1 Nick Vujicic
Imagine being born without arms. No arms to wrap around a friend ; no hands to hold the ones you love; no fingers to experience touch ; no way to lift or carry things. How much more difficult would life be if you were living without arms and hands? Or what about legs? Imagine if instead of no arms, you had no legs. No ability to dance, walk, run, or even stand. Now put both of those scenarios together… no arms and no legs. What would you do? How would that affect your everyday life?

This is the life-story of Nick Vujicic. He has not given up yet. Instead, the technological inventions made his complex life easier. Had there been no modern wheelchair, he would have been lying at his bed wondering and questioning the god, why was he born and even after born, why did he not die? His life would have been a burden for him and his disability would be his biggest enemy crushing him each and everyday. But the tools invented by technology made his life easier. He travels where ever he wants, does whatever he wants. His disability has been his good friend now. He has been and idol for all the people with disability. He is highly motivated to live and he is enjoying it; all through the utilization of modern technology and his belief in god. And he has been doing only one thing now, going to the people and spreading the message of Jesus giving the example of his own life.

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= 3. How can technology improve student motivation, attitude, and interest in learning? = __** Technology improves motivation, attitude and interest when students use computer applications that adjust problems and tasks to maximize students' experience of success **__

3.1. RESEARCH EVIDENCE 1
Computer use increases student motivation to learn. In a review of studies pertaining to rudimentary technology applications, (Coley et al., 1997)found that computer-based instruction can individualize instruction and give instant feedback to students and even explain the correct answer. Increased motivation of students for learning with computers is related to ease of error correction, semi-private environment, increased self-esteem, active control of their immediate environment, and ability to work at their own pace (Underwood & Brown, 1997).

In a review of 500 studies, (Kulik, 1994) found that students develop more positive attitudes toward computers when they receive help from them in school and that students usually learn more in classes in which they receive computer-based instruction. In an extensive literature review, (Cotton, 1992) found computer-assisted instruction results in improved student attitudes in a variety of areas. These areas included improved attitudes towards themselves as learners, the use of computers in education, and towards computers in general, course subject matter, quality of instruction, and school in general. Studies cited by Cotton also indicate that computer-assisted learning results in higher levels of self-efficacy, higher school attendance rates, increased time on-task, and increased prosocial behavior.

Consistent findings regarding improvement in student attitude and self-concept. Student attitude toward learning and student concept were both found to be consistently increased in a technology rich environment in 176 studies conducted between 1990 and 1994 (Sivin-Kachala & Bialo, 1994).

__** Technology improves motivation, attitude, and interest when students use technology applications to produce, demonstrate, and share their work with peers, teachers, and parents. **__

3.2. RESEARCH EVIDENCE 2
Student motivation is enhanced in projects that require online collaboration. Student motivation is enhanced through online collaborative research that includes online communication with peers and experts in other states and countries, evaluation of evidence and sharing of information, and the use of standards based curricula that are integrated with scientific visualization tools. Project GLOBE has engaged K-12 students from schools in 34 countries in gathering data about their local environments. Students in the GLOBE classrooms demonstrate higher knowledge and skill levels on assessments of environmental science methods and interpretation of data than do their peers who have not participated in the program (Means et al., 1997). Cooperative learning with computers is effective for students with intellectual disabilities. Cooperative learning is based on the concept of interdependence -- students' learning from and depending on one another in a positive way. In one project, for example, a group of students with intellectual disabilities university students how to use computer software (word processing and LOGO turtle graphics). The university students developed some new materials using the software, and asked their former teachers to help them test the programs (Ryba & Anderson, 1990).

Cooperative learning environments aid in many aspects of problem solving. (Johnson & Johnson, 1996), as cited by (Bracewell et al., 1998), examined the use of computer technology in support of cooperative learning environments. Relative to traditional individualistic learning approaches, the use of computer technology to facilitate cooperative learning environments resulted in (a) higher quantity of daily achievement, (b) higher quality of daily achievement, (c) greater mastery of factual information, (d) greater ability to apply one's factual knowledge in test questions requiring application of facts, (e) greater ability to use factual information to answer problem-solving questions, and (f) greater success in problem-solving."



**__ Technology improves motivation, attitude, and interest when students use challenging, game-like programs and technology applications designed to develop basic skills and knowledge. __**

3.3. RESEARCH EVIDENCE 3
Programming games are a medium for personal and creative expression. A study of students designing games for younger students to learn mathematics (Kafai, 1996) found that learning about technology and programming supports other types of learning. When students find the games meaningful to their lives, learning and learning about learning takes place. The idea of children making software for fun and learning is definitely not limited to school activities; it has a place at home and in the virtual playground. The activity leads children into thinking and learning in mathematical terms. Children also learn to express themselves in the technological domain by engaging in programming activities.

Multimedia projects motivate students. Students and teachers reported a positive change in student motivation for class assignments when the use of multimedia was incorporated into classroom instruction. Improved student motivation was the most frequently cited change by all the teachers (Cradler & Cradler, 1999).

Real-world simulation projects provide context for learning. Based on an extensive literature review, (Means et al., 1993) concluded that real-world simulation software programs tend to be highly motivating for students, increase student productivity, and promote the acquisition of advanced skills and knowledge. Means et al. Also found that simulation software provides external meaning and context for learning activities, fosters student-centered learning environments, and promotes student-student and student-teacher collaborative learning.

Real-world simulations improve performance and motivation. (Wenglinsky, 1998) found that 8th grade students performed significantly better on NAEP mathematics tests, when computer technology was employed for real-world simulations and applications purposes, as opposed to 'drill-and-practice' purposes. However, this difference between simulation and 'drill-and-practice' technology use was not found for 4th grade students.

Technological and pedagogical skills improve efficacy of technology integration. (Bracewell et al., 1998) found that if students and teachers had the prerequisite technological and pedagogical skills, the effective use of educational technology was associated with the following process-related outcomes:

1. Student motivation 2. The relationship of students to knowledge and 3. The cooperation among students in the same class and among students or classes in different schools.

3.4. Motivating students in the classroom
Technology can also help students motivate in their study. There was a increase in the level of engagement students exhibited with their projects when they were encouraged to use digital media. According to Dubbels, who teaches 9th graders in the Minneapolis public school district, there's a disconnection between today's students and teachers who do not encourage the use of technology in the classroom. In their normal lives, kids really like technology, he says. They're surrounded by it and use it for all sorts of reasons--entertainment, social networking, education, etc. Banning gadgets such as cell phones and video games from the classroom, he says, pits education against what kids are interested in, which is a battle teachers simply can't win.

"By taking away the things students like," Dubbels told, "you're saying my values are more important than yours." A better approach, he suggests, is to integrate technology with education and make the idea that you have to choose between them null and void. By recognizing where student interests lie and tapping into that, teachers can begin to develop a deeper relationship with students, he says.

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= 4. 7 Tips for Motivating Employe =

4.1.Set a good example
According to Kevin Plank, founder of Under Armour, an apparel company located in Baltimore, communication is key to making members of your company's team feel including in major decisions. "I listened to everyone's opinions, and, without fail, they'd bring up things I hadn't thought of. More important, my team members knew that they were part of the process and that their voices mattered," he told Inc. "Employees are more motivated when they feel needed, appreciated, and valued."

4.2.Focus on employee happiness
Zappos is often hailed as the most employee-friendly business out there. But, perks aside, what really keeps the workers there motivated? When Inc.'s Max Chafkin last interviewed Zappos CEO Tony Hsieh in Las Vegas, he discovered that what Hsieh really cares about is making Zappos's employees and customers feel really, really good. In fact, he's decided that his entire business revolves around happiness. Chafkin writes: "Zappos's approach to workplace bliss differs significantly from that of other employee-friendly businesses.

4.3. Make sure employees share in the company's success
Employee performance, productivity, and motivation can all be tied to how invested a worker feels in his or her company. Sue Holloway, an expert in compensation at worldatwork, a human resources organization focused on employee benefits, told Inc.com that the objective of a profit sharing plan "is to foster employee identification with the organization's success." By implementing such a program, the CEO is saying, "We're all in this together, and everybody's focused on profit," Holloway says.

4.4. Create a culture of autonomy and agency
In his book Drive: The Surprising Truth About What Motivates Us, author Daniel H. Pink writes that the crash of Wall Street is a striking example of the peril of motivating employees strictly with gobs of cash. He advises that instead, companies should create conditions for employees to find the joy in work itself. That can mean giving workers the autonomy to choose what they do and with whom, which can help foster a desire for mastery of tasks and skill sets – and simply doing more, better.

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4.5. Encourage worker to voice complaints
When Dell amassed an online "antifan club," excoriating the PC maker across the blogosphere, it not only acknowledged criticism, but also actually fixed things, according to Jeff Jarvis's book What Would Google Do. "Dell transformed itself from worst to first in the era of customer control," writes Jarvis. How about applying the same principle apply to employees? There are scores of reasons why employees don't contribute critique of management or their company's culture – from fear of retaliation to hesitation to appear ungrateful. But remember, as Inc.'s Leigh Buchanan writes, "When the heat's not lowered, though, steam escapes.

4.6. Take on fun volunteer assignments
In the heat of the recession, Door Number 3, an Austin-based advertising agency, saw business slow. Thus, creative employees were occasionally idle on the job. M.P. Mueller, the company's president, decided to ramp up the agency's pro bono efforts – an established way to build work portfolios and maintain track records. It also had the side-effect of keeping employees sharp and motivated between projects. Mueller said these projects not only help charities, which also struggle during hard times, but also help employees create some of their most inspired work. "You get a lot more freedom with nonprofit clients," she says.

4.7. Get in touch with your inner start-up
Every morning in the Chicago offices of Total Attorneys, a legal software and service firm, small groups of the company's 180 employees gather in clusters around the office. Laughter, banter, and collaboration ensue. For about 15 minutes, the office might be said to resemble a college cafeteria – but to CEO Ed Scanlan it's a perfect example of what he calls controlled chaos. That's a process inspired by a process for designing software called "agile development," which aims to foster flexibility, speed and teamwork – in other words, make an established company work more like a start-up.

__** Google Work Environment **__ media type="youtube" key="LB5utwRnfH4" height="315" width="420"

And technology facilitates these tips for better motivation of the employees. The modern tools and technological invention makes the jobs of the employees easier, faster and even better.

__** One Step Ahead **__ media type="youtube" key="6uhCxBk6cQE" height="315" width="560"

= 5. 6 c's of motivation and Technology =

5.1. Choice
Giving choices promotes intrinsic motivation. Employees are more motivated to learn about subjects and content of personal interest to them. The choices must be relevant either in feeling or value.

5.2. Challenge
Placing expectations just beyond the skill level provides motivation. Set goals high but not too high to become frustrating. Provide opportunities to provide feedback on the level of difficulty.

5.3. Control
Allowing to take ownership for their actions and learning gives a sense of ownership and control over their learning. Giving them some control over their decision-making lets them be a part of the entire learning experience. Give them opportunity to self-evaluate.

5.4. Collaboration
Two heads are better one. Encouraging to share ideas enhances thinking and learning and provides inspiration. Allow employees to teach their peer. Sharing knowledge helps in peer motivation.

5.5. Constructing
Meaningallowing employees to find the value and importance in the tasks they are asked to complete helps to motivate them and enhances them. Conduct individual or small group conferences to discuss the importance of the work that the employees are doing. When learning certain tasks, have others demonstrate the importance of the skill on life.

5.6. Consequences
It refers to the end results. This is how they show others what they have learned. Displaying good work, entering in contests or competitions, creating a performance for others, having a celebration when the work is completed, can be motivating.

Connecting to Technology
Technology is a motivator, it keeps employee attention, makes them interactive, lets concepts become visual, taps into visual learning styles, authentic and challenging. = 6. The Korean Paradox = Korea is the country that transformed itself within a period of about 35 years into one of the world's wealthiest countries dominating in a number of key technological sectors. And this all happened because they were motivated and dedicated to do so. In the most recent international tests of student achievement, Korean students showed outstanding performance ranking first in the world in both reading literacy and mathematics and third in science in the 2009 PISA (Program for International Student Assessment) tests.

An impressive aspect of Korea is its transformation into a dynamic knowledge economy. The nation has a major “Brain 21 Project” to produce high quality engineering and scientific talent to foster Korean technological innovation. Korea is the only society where they have book-vending machines. A high level of motivation among its students and workers is the main contributing factor to Korean educational success. Korean students are among the most motivated and dedicated students. Here, we can see that the development was possible because the students and people are technologically and emotionally motivated to contribute towards the development of the economy. = 7. The Great Paradox Of Technology over employee motivation = It is like an old hat now to talk of the "Information Age" that we are in. Even as modern alchemy attempts to create wisdom from silicon in the great quest to develop artificial intelligence, we remain dependent on people. Digital development has created a 24/7 economy, transferring terabytes of data around the world in milliseconds, but the fact remains that ultimately mankind consumes more than data, and some sort of human interaction is inevitable. The acclaimed benefits of technology are efficiency savings: greater volumes handled, at greater speeds, with fewer resources. Yet each of these actually creates more pressure on the people within the organisation. They have to deal with the increased volumes and competitive pressures that technology creates. Thus: the greater the role of technology, the more important people become.

7.1. A Second Paradox
Successfully introducing technology is not the only cause of people becoming more important. Management is naturally reluctant to admit to any failure of technology to deliver forecast returns, and so may resort to pressing ahead with as many of the projected savings as possible anyway and/or Seeking compensatory savings elsewhere.

Consequently, the net effect is that staff numbers are reduced regardless of whether or not the technology implementation is successful. In either case the net effect is a greater burden of responsibility placed on the remaining staff. This is seldom, if ever, recognised so staff feel hard done by. Not the best way to engender employee motivation and commitment!

7.2. The New Organisational Pattern
Here is an example. Imagine that you are one of those able to place a grocery order directly from a panel on your fridge at any time of the day or night. Even if every step of the process was fully automated and the supermarket could guarantee that every item you order was actually available, you still depend on someone delivering the order or it being ready for you to collect at a specific time. If the order is not ready when you call to collect it or delivered precisely when requested and you have had to go out, the entire service is nullified. So, the system is ultimately dependent on a human being.

This not only confirms the increasing importance of people within the organisation, but it also illustrates how the actions or decisions of any individual can have a significant impact on organisational performance. In a 24/7 digital age where speed is a major element of competition, decisions have to be made instantly and cannot be passed up a bureaucratic, management hierarchy. Yet the consequences of a wrong decision, say a mistake by the lowliest computer programmer, can impact the organisation just as severely as a strategic error by executive management.

7.3. Implications
Many executives consider themselves to be good team builders and team workers. However, this is in the context of their peers and direct reports. Below that, they have been able to rely on intermediaries. The new organisational team means dispensing with traditional "command and control" techniques. Management has to: Reconsider its attitude towards employees Develop new techniques for interacting with them Develop new frameworks for building effective teams and securing employee commitment and motivation = 8. Motivating others to use new technology = Motivating others to use new technology varies in terms of difficulty. Often times it is easy as workers are excited about using the new and latest technology in their work lives, realizing that it will eventually help them save time and become more efficient. When this is the case in the workplace it is rare to find employees who are not happy with the transition from one technology to the other. This is not always the case though. There are instances where the boss has to convince employees that the time spent on figuring out the latest technology in the long run will actually be minimal compared to the amount of time saved with the switch. This link shows a clip from NBC's "The Office" and is a prime example of a company giving every employ a smartphone, and then contrasting someone who has it figured out with someone who has no desire to learn the new technology.

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It's apparent the speed difference the new technology brings(in this instance a phone) to the company. When employees can see first hand the benefits of working with the new technology it motivates them to become more acquainted and familiar with it.

** 8.1 Engagement and Interest **
Technology alone can not increase motivation of employees. How the technology is presented and incorporated in a company is what motivates employees. Integrating different kinds of technology together in a way that can benefit the employees is what needs to be the goal of managers, rather than forcing their employees to conform to something they have no interest in. There are downsides of motivating employees with technology though. Often times it can become a distraction as some companies have now made it a company policy to ban any social media websites during work hours, such as Twitter or Facebook, in an attempt to prevent employees from wasting valuable company time and becoming disinterested in their work. Ultimately it is up to the people using the technology to be motivated. Technology can only influence and make it easier to become motivated, it cannot simply give employees the motivation their mangers wish for to become more efficient at their jobs.

= **9. Suggestions For Managers** = //** Vs **// //** Vs **//

__**Which workplace do you prefer?**__

De Santos, a high-end Italian restaurant in New York City’s West Village, is the first of its kind to rely completely on ipads for taking orders, sending them wirelessly to the kitchen, and paying for the bill via a customized point-of-sale system. Instead of menus, waiters bring you ipad whereas instead of bulky credit card machines, simply swipe it on Square! It will attract new and hip customers because, as its owner Sebastian Gonella says, “Who doesn’t like an ipad? They go nuts!”. Now that Steve Jobs quit, he will have plenty of free time as to enjoy his meal in a place that depends completely on his creation!

While it may sound crazy to replace lined notepads that cost $1.50 with $500 iPads, De Santos owners claim the new system saves money—and allows the restaurant to make something of a fashion statement while streamlining its ordering system. "Any business knows that technology is a very important tool," says Gonella. "In the restaurant business, I was always certain that we were lacking on the visual aspect of it."

"Nowadays in NewYork City, the menus don't list the entire specifications of each dish," Gonella says. "With this software, you can show them exactly the dish itself and all the specifications for each dish, so people are really buying what they're seeing and there's no more confusion. It's pretty important." With the entire menu in detail on the iPad, waiters simply choose each item from the library of menu options. Once the order is complete, it's sent wirelessly to the kitchen and bar, where the order is printed out and punched. For the waitstaff, this means no more extra trips to the terminal to repeat the full order; this technology frees up servers to see more tables, take more orders, serve more drinks, and chat with customers.

Bartender Paul Bekavac was accustomed to De Santos's old POS system, a common one called Aloha, but he's quickly seeing the benefits of the iPad. "In the history of different POS systems I've worked with—and I've worked with them all—I felt Aloha was the easiest; however, this system, with the kind of instantaneous relay that you have with the iPad, it really does cut that time down a lot," Bekavac says. "Makes you more productive." "Now the kitchen's fast," Gonella says. "They have four or five more minutes to prepare the dish, so the food is coming very quickly. It's a huge difference because that's more or less the time it takes to prepare a dish, unless it's lamb or filet mignon. It's really efficient."

As we can see, the employees are highly motivated and so is the management. This technological development helps the employees of the restaurant to focus on other jobs rather than wasting their time and labor waiting on what customers may ask for. This also helps the customers to make the orders taking the amount of time they want. They do not have to be bothered by the waiter standing next to them and staring at them for the order. This is a good example of technological innovation, its use and the motivational effect on the employees. And this also motivates the customers to come back again.

So managers have to think. In this digital world, it is time for them to think how they can utilize this numerous technological inventions in their organizations to motivate their employees. The first picture shows the traditional way to taking orders at the restaurants, the second on shows the use of technology to take the orders and process at the fast food restaurants and the third one shows the even advanced technological implementation at De Santos in New York City. The three pictures show the difference in the working place of restaurants. This is an issue everywhere these days. “How to cope with this daily inventing new technologies?”

Managers have a lot to think and take actions in favor of them and their organizations. They are the ones responsible in easing the work life of the employees under them.

 = 10.Conclusion = 

There is not simple answer to the question of how to motivate people. Most of the times, it comes from the inner self. There are conditions though, when external factors lead to the motivation. What motivates people then? Can money motivate? The answer is yes, but money alone is not enough. Money is a factor in motivating people. There is no doubt that we live in a money-motivated world.

According to Peter Drucker (1974), “There is not one shred of evidence for the alleged turning away from material rewards… Antimaterialism is a myth, no matter how much it is extolled. In fact, they are taken so much for granted that their denial may act as a de-motivator. Economic incentives are becoming rights rather than rewards. “

One of the most important things to learn in for human relations are: · The answer rests on an understanding of what motivation is all about, for it is motivated workers who ultimately get things done, and without such people no organization can hope to What motivates an individual to act in a given way? Motives: needs, drives, wants, or impulses within the Regardless of how we define motives; however, motive arouse and maintain activity as well as determine the general direction of an individual's behavior. Motives are classified in two categories: Primary: motives that are unlearned. Ex: the need for food and shelter. Secondary: motives that are learned. Ex: the need for power, achievement, and affiliation. If a person needs money (motive), they will opt for overtime (goal). An individual who desires recognition (motive) will strive for promotion (goal).

Technology has brought about a big change in this world. It has modified each and every aspect of human lives. Technology offers so many opportunities and continually brings exciting new ways that we can communicate with each other, share and learn. It has made everything easy. Everything from writing to cleaning, cooking to washing, walking to driving to flying has been modified and tied to new technological invention. It is a big motivator to students, teachers, workers, bosses, just everybody. media type="youtube" key="rrkrvAUbU9Y" height="315" width="560"      //__**References ::**__//