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Motivational Speaking: Types of Motivators Research Paper

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Updated: Nov 20th, 2021

Introduction

A motivational speaker is a speaker who raises his/her speeches to lift up or motivate the audience. It is not clinical by nature, nor is it psychotherapy, but it’s a verbal encouragement so as to increase one’s will power. A motivational speech can be delivered anywhere and for such speech one don’t needs any degree, qualification or certification. However, the only thing required is faith in oneself. Motivation is basically to help someone to do something good i.e. to increase one’s willingness towards a right thing. Motivational speeches consist of sharing best practices, lessons, experience. It is nothing but an action behind all organisms. Motivation helps me or anyone to achieve his /her goals.

There are mainly two types of Motivational Speakers

Motivational Speakers

Self Motivators

These are those persons who are from sports or adventure field, or have overcome some obstacle or problem in their lives. Self Motivator does not know how to motivate other people. The only way can motivate others is narrate his story so that people can compare their lives with his life and learn something.

Leadership Motivators

These are those persons who are from Business field, Coach Managing, or are Military officials. An experienced Professional Business person also comes in this category. Leadership motivator has a greater understanding of the needs of others and he also knows how to appeal to others. The major corner stones of a leadership motivator are:

  • Communication
  • HeadshipTrust
  • Empowerment
  • Team-building

The similarity between both these speakers is that both use anecdotes, stories and live situations which are challenging and inspirational so as to get across their message.

My Career aim is to become an HR Manager in an MNC. The basic requirement is MBA degree and the best thing is that when I was to take commerce in 10th grade, my parents motivated me and I took Mathematics stream with the help of which, now I am an Engineer and, thus, now I can become a technology manager. The basic aim of am HR manager is to control the environment in the office and to recruit the best possible person for any job. To become an expert technology manager one should possess the following qualities:

  • Awareness & dexterity
  • Effective communiqué of thoughts
  • Self-assurance
  • Loyalty
  • Vigor
  • To perceive into the needs and take corresponding action obligatory to achieve a goal which is important to others (Daemon, 2008).

My major role will be to motivate all my staff members so that they give their best in a healthy environment. I have to initiate with the following theories, by means of which I’ll be able to work according to the conditions needed to establishment of such theories.

Theories Involved in Motivation

  • Corporeal Needs Theory – This theory involves tiredness, anxiety and genetic factors.
  • Psychological Needs Theory – This theory says people can perform better to achieve goals etc.
  • Force Field Theory – This theory refers to the extent that people can view pictures or issues that they are dealing and it gives them great opportunity to look inside the problem, if any (Shamir and Arthur, 1993).
  • Expectance Value Theory – This theory states that people will choose the behavior with the greatest mixture of expected success and value.
  • Equity Theory – This theory tells that motivation is subject to influence by the views of others as well.
  • Motivational-Hygiene Theory – This theory stresses more on job improvement and is the most appropriate for self motivated persons (Lazarus, 1984).
  • Sociological Control Theory – This theory tells about the backdrop of job. Ex- Human Enthusiasm (Weiner, 1992).

Conditions required for the Establishment of Motivational theories

  • Norms should be properly stated.
  • Policy of a business should be known by its entire staff and internal rules should be established by organization such that they are beneficial to all (Rippetoe and Rogers, 1987).
  • Remuneration should be in access.
  • Incentives also raise one’s interest in work.
  • Personnel environments which give a feeling of job satisfaction are highly required (Rippetoe and Rogers, 1987).
  • Interpersonal and social factors also enhance motivation.
  • Team work is also highly required.
  • A proper perceptive is most essential.
  • A proper honesty is required.
  • Loyalty.
  • Money should not come in between and proper care is taken.
  • Recognition and collegial relationships also help in achieving motivation.
  • Development of self motivating environments as it helps in achieving motivation (Jekielek and Moore, 2002).
  • An appropriate mental picture for upcoming is required (Jekielek and Moore, 2002).
  • Organizational designs also help in achieving motivation.
  • Entrepreneurship helps in achieving motivation.

Now I will work accordingly and my work will be at its best. The major techniques which I will use to motivate my staff are:

From Where Motivation Comes

This can be understood by the help of an Example: In a seminar on leadership, a manager in casual sports dress came early with a golf stick in hand and said, “Your presentation is not good. I came here to learn how to control and manage my staff but I didn’t find any relevant idea in your presentation. So I think I shouldn’t waste my time in attending it.”

The person who was giving the presentation said, “You can’t control or manage your people, therefore, I request you to go and play golf. Manager was befuddled and became angry. He then said, “Don’t you know whom are you speaking to?” The person said, “You should first know about the management and there is no point in signing any agreement as it comes from within, i.e. if people like you and your work, they will coordinate with you. That person said, “We are having presentation on the same topic, so please have a seat and listen.”

Self Descipline Should Be Kept In Mind

It is basically the remembrance of what you want (Richardson, 2005).

No Suggestions

Don’t give people suggestions on what to do but let them surprise you with their results (Richardson, 2005).

Never Critize Upper Management

A true leader never criticizes his elders. As said earlier, two things are ghastly for heart – going uphill and other running downward people (Richardson, 2005).

Criticism

Giving no feedback in proper interval is the biggest cruelty a human can ever do (Richardson, 2005).

Get Work Inputs From Your Own People

Don’t only use your own brain but use all those brains as well which you can borrow (Richardson, 2005).

Focus Should Be On Result And Not On Excuse

It is better to focus on the results and not on the excuses and one should plan a strategy in case of inappropriate results in order to keep things on track.

Think Of It As A Game

Just don’t take life as hardship but take it as a game and work accordingly.

Feasibilty

People should first learn and then teach others.

Include Specialist People In Your Team (Surdej, 2001).

By using such motivational techniques I will have a good hold on my staff and I can work well according to the company norms. The major advantages which I will have are:

  • I can inspire others.
  • A good team can be built.
  • Motivation may strengthen loyalty (Simonson, 2008).
  • Motivation also leads to education and knowledge.
  • Administration and Employees go hand in hand.
  • Motivation also leads to enjoyment, humor, high energy and entertainment (Schlosser, 2008).

I study sales person performance and I found that almost all people associated with sales think that they are the best and the rest of the world is useless. However, when I asked about why they think of them as the best sales producers, they usually utter about a good outlook, perseverance, and organization skills. I believe that these attributes aren’t enough.

In my recent study about learning what contributes to the difference marginal between a top producer and a marginal producer, I studied sales people in 15 industries, including new home estate sale people as well. Whilst, everyone thinks of himself as the best, a manger has to think about the worst. I set up different skills and behaviors pattern necessary to find the difference between best and worst.

Linking

Researches bring into being that peak performers first recognized a very evenhanded dialogue with their expectation and interaction like acquaintances. They seemed to have an inexplicable ability to get their anticipation involved and helped others to solve many of their problems. Top producers also conceive why the product will be valuable and much better than purely telling the panorama about it. Your prospect exceptionally buys a product because of what is present to you and not from what firmly persuades it of.

Honesty

The second distinctive of top performing art sales persons is their aptitude towards showing skills. These top sales producers are so good at asking questions that they almost always reveal their prospect’s needs first, before telling anything about their product. Top producers have a way of using “advice techniques” to find out their prospects’ needs. These top performers ask forty five percent more than the low performers.

Now, I have presented before all the techniques, theories, and ideas which are needed for a technology manager to attain success. The most important skill for any person is to learn from his experiences and apply those in relevant areas. By such means, a manager can teach his newly joined staff absolute attributes and the staff will also respect and be faithful to the manager.

The most dangerous enemy of any person is politics and manager should know how to deal with politics if it prevailed in company within him or above him. Politics is a thing that destroys one’s career wholly because it is ruled by such persons who only know to do bad for others; no matter how much can this affect them. Sometimes, a manager has to deal with political leaders also because all works are done after passing orders from minister or other senates. Corruption in today’s world also hinders the growth and work of managers, staff, etc. Corruption in today’s world prevails from a peon to the head of the company. So, a manager with a proper planning can fulfill such problems. When each and every individual stops taking bribe, corruption can be stopped. Before teaching someone, it is our duty to know everything ourselves, as before swimming, one cannot know how to swim. Before flying a plane, one cannot know how to fly plane. Before driving a car, one cannot know how to drive car effectively. The other enemies of a manager are those persons who do not want to work effectively and accordingly and do not allow the same for others as well.

Conclusion

Setting goals is a very important process to succeed in life. If one doesn’t think about his errand, he fails to know his motive behind his work. In order to grow up, I would always propose setting up of short term goals, and when you reach those goals you should set another goal, followed by another one, till you attain success. This is the main aim of my life and I know I can do it this way. Motivation helps to save people from going in wrong directions. A person who is a true motivator does the best work in the world. God, when created this world, had one main aim which was to enhance good qualities in each and every individual. Thus, motivation is also the same as enhancing good qualities in other persons. By motivational speech, one automatically does a good job. When someone does any job of a person, he is paid. However, when you do a good job in today’s world, you will be paid but in some other means than money. Motivation also controls the biological activities in a human being because motivation is somewhat directly linked to human brain (Shibley, 2005).

References

Chandler, Steve and Richardson, Scott. (2005). 100 ways to motivate others. How Great Leaders Can Produce Insane Results Without Driving People Crazy. ReinventingYourself.com Publisher.

Simonson, Michel and Schlosser, Charles. (2008). Quarterly Review of Distance Education. Supporting the distant students ,the effect of Arcs- Based Strategies on confidence and performance. American Psychological Association.

Shamir, B., House, R. J., and Arthur, M. B. (1993). the motivational effects of charismatic leadership: A self-concept based theory. Vol. 4, No. 4, 577-594. Organization Science.

Jekielek, S., Moore, K. A., Hair, E. C., and Scarupa, H. J. (2002). Mentoring: A promising strategy for youth development. Washington, DC: Child Trends.

Daemon, William. (2008). Determination theory and the facilitation of intrinsic motivation and social development.

Lazarus, Richard S., and Folkman, Susan. (1984). Stress, appraisal, and coping. Springer Publishing Company.

Weiner, B. (1992). Human motivation: Metaphors, theories, and research. American Management Association.

Surdej, J., Swings, J. P. (2001). From optical to millimetric interferometry: scientific adsabs.harvard.edu Publisher.

Janet Shibley Hyde. (2005). Biological substrates of human sexuality. apa.org. Ed.Washington, DC: American Psychological Association

PA Rippetoe, RW Rogers. (1987). Effects of components of protection-motivation theory on adaptive and maladaptive coping. Journal of Personality and Social Psychology.

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