The one thing you need to know about team motivation is that – there’s no such thing! Okay, so the football manager ‘motivates’ the team by getting them together at half-time and ‘explaining’ how they’re about to lose the game unless they start to play a lot better. (This, of course, is the polite version)

However, the only way to build a highly motivated team is to concentrate on individual motivation and create an environment where the individual ‘motivates them self.’
Every member of your team is a complex and complicated human being and they all have different needs. Your job, as a Motivational Manager, is to find out what these needs are, and satisfy them.

There are 3 actions you can take:

1. Spend some quality time with each team member – One or two minutes of quality time on a regular basis is far more productive than an appraisal once a year. You need to get to know the individual better and they need to get to know you. You’ll gain a much better understanding of them and how they’re handling the job. It will also send the message that you care about them and show that you’re there to help with problems, both personal and business.

2. Give feedback and coach them – You need to regularly tell each of your team members when they’re doing well and when not so well.
This is where so many employers and managers fall down in dealing with their people; they’re hopeless at giving feedback! Many managers are uncomfortable telling staff how they feel about their work performance. Some managers still believe – “Why should I praise people when they’re only doing what they’re paid to do!”
However, most employees want to know how they are performing in their job; they want to know if they are doing it right or how they could do it better.
If you really want to motivate your team members then you need to ‘catch them doing something right’ and tell them about it. If, on the other hand, you hear or observe them doing something you’re not happy about, then you need to tell them what needs improved and coach them.
It’s important to tell the team member when they’re not performing. There are too many managers who either ignore poor behavior or come down on the person like a ton of bricks. There are particular ways to give feedback and coach and they’re described in detail in my book – How to be a Motivational Manager.

3. Be a believer – You need to constantly demonstrate to the team member that you trust and believe in them, by what you say, your tone of voice and your body language.
They will very quickly sense if you don’t trust them to carry out their job and they’ll act accordingly.
If you believe that your people are not to be trusted to do their job; that they’ll turn up late and go home early, then that is exactly what they’ll do.
On the other hand, if you believe that your people will do their job well, that they can be trusted to make decisions that are good for the business and that they’ll give you a fair day’s work, then it is more likely this is what you’ll get.
As with all theories, there is no guarantee that this will work every time. However the majority of people in this world are reasonable people; if you treat them as such they’re more likely to behave in a positive manner.

So there you have it; Motivational Managers know that to get the best out of their people they need to concentrate on the human interactions and make that emotional connection with each individual team member.

I quickly realized that if I was going to be successful, there were two things that I really needed. Lots of BRAIN ENERGY and lots of BODY ENERGY.

Sure-fire tip number 1 is – Build your Brain Energy.
Imagine that you’ve just been rejected for a bank loan, or you’ve just been turned down by a potential customer, or a publishing company has rejected the book that you’ve slaved over for the past couple of years.
If you react with – “Oh no, not again, I’m really fed up with this. These people are a real pain. They’re making a big mistake. What am I going to do now?”
This sort of reaction drains your brain of energy, adds to your stress levels and destroys your self motivation.

Reacting drains the brain – thinking less so.

Get the thinking part of your brain working and say to yourself – “I’ll make an appointment today with a better bank! I’ll phone the next potential customer on my list right now! The next publishing company will see the potential in my book!”
There are also many minor situations that happen every day that will drain the energy from your brain. If I receive a parking ticket, I pay the fine right away; get rid of it; forget it and move on. Moaning and complaining about it drains the brain and the fine still has to be paid.

Do not, and I repeat, do not say – “Oh no, what am I going to do now?” Every time you say – “Oh no” your brain has a huge drain of energy.
Build up your brain energy using lots positive self-talk.
Your level of success in terms of your happiness, emotional well-being and anything else you desire is a direct result of how you talk to yourself. The most important relationship you’ll ever have is the one you have with yourself.
Listen to the self-talk that goes on in your head and ask yourself – “Is what I’m saying allowing me to be confident, on top and going for it?” If so – great!
“Or is it holding me back and stopping me achieve my goals?” If this is the case – STOP IT, change the program!
Think about the things you say to yourself and make every statement in the present tense.

Don’t say, for example – “I’m going to make a success of this business” or “I’m going to get organized,” or “I’m going to be much more confident.”
Say – “I am totally in control of my life. I am totally confident and positive. I’m achieving my goals. I have determination and drive.”
What you’re actually doing here is re-programming your subconscious. If you talk to yourself in a positive way, that’s what your subconscious will focus on and you’ll have lots of brain energy

Sure-fire tip number 2 is – Build your Body Energy
The body and the brain are linked together so when the brain drains of energy so does the body. However, the body also does a lot of running about, up and down off the seat and often takes a bit of a beating.
For it to work well, it needs to be in good condition in the first place. We all know by now that if we eat too much or eat the wrong things, smoke too much or drink too much alcohol, then our body is in danger of breaking down.
However, if you want more body energy, then you’re going to have to do some exercise. (Do I hear you saying – “I need the body energy before I can do the exercise!?”) You know as well as I, that if you take more exercise, you will have more energy.

Now I know you think you don’t have the time. You may also be the type that doesn’t want to go to the gym and lift heavy things or leap about in an aerobics class; however, you need to take some exercise that makes you sweat a little.
I’m sorry, but a round of golf doesn’t count, it isn’t the kind of exercise you need. Golf is great and it’s good for the stress but it doesn’t make you sweat.

If you’re going to walk then walk fast for a distance, enough to push up the heart rate and increase the breathing.
Again, get your internal program right and start to think how you can make your exercise enjoyable. I see some people at the health club making the whole business a real chore. They get on a bike or a rowing machine and try to kill themselves for twenty minutes. If that’s your thing then fine but please don’t make it a chore, plug into the sound system and catch up with what’s on TV.

If you’re really not into exercise then please make sure you have other activities outside of your workplace and make them fun. Too many people are going home and slumping in front of the TV – successful people don’t do that.

Make no mistake about it; if you look after the body and the brain; you’ll have lots of VROOM! (And that’s another word for self-motivation)

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Featured speakers have included Al Gore on climate change, Philippe Starck on design, Jill Bolte Taylor on observing her own stroke, Nicholas Negroponte on One Laptop per Child, Jane Goodall on chimpanzees, Bill Gates on malaria and mosquitoes, Pattie Maes on the “Sixth Sense” wearable tech, and “Lost” producer JJ Abrams on the allure of mystery.

TED stands for Technology, Entertainment, Design, and tedtalks cover these topics as well as science, business, development and the arts. Closed captions and translated subtitles in a variety of languages are now available on TED.com, at www.ted.com Watch a highlight reel of the Top 10 tedtalks at www.ted.com

Every single thing you do and say has a degree of influence on you and on others. You are part of their external environment. You even exert a small degree of gravitational force on others, indeed, you exert gravitational force on the planet! Not a lot admittedly, but your mass does attract other mass. You knew that you should have paid attention in science class now. Just as aside, it’s quite a useful factoid for use when you have gained a few pounds of weight – you do so in order to become more attractive! That’s put paid to the glamor magazines.

The same is true for other people exerting their influence over you. Everything that other people say or do is a part of your external environment and that exerts an influence in turn over your behavior.

The external environment beyond other human beings, also has some influence over you. The weather for example – when it is raining, it is quite likely that you would alter your ‘normal’ behavior by carrying an umbrella, or wearing a rain-proof coat. You know for sure that the weather can have a major influence over your golf. When there is lightening, you would wisely move away from the fairways under the trees or into the clubhouse. Being struck by lightening is one influence that everyone can do without.

The problem with influence is that human beings have a tendency to assume that there is little you can do to change the way something influences you. Well, let me put this straight. You can and you do. Let us take an example of something that influences us and we do something about it – almost fight its influence on our lives. One that affects us all and that is our friend gravity. You see, gravity is ever present in our lives – there are a few exceptions but since that involves traveling into space I think I can safely assume that does not include you. If, by chance you have traveled into space – my question is – how far can you hit a drive out there? Must be awesome.

Back to earth. Gravity is a pretty constant force acting on our bodies – in order to combat the effects of gravity we develop muscles and utilize energy to stand against it. We truly appreciate how much effort is involved in keeping our body upright and moving only after suffering some physical damage, such as breaking a leg, even stubbing a toe let alone paralysis. When we are reasonably fit and well, we think little or nothing of getting up from a chair and walking, and most of the time, we do all this unconsciously. We have programmed our brain to take care of operating the correct muscles, keeping balance, walking, and all the while supplying those muscles and cells with energy through breathing and circulating our blood. If you had to consciously work out how to do everything we take fro granted, your conscious mind would be so occupied, nothing else would get done.

What’s the point of this? Well, it’s simple really – there are many many things occurring in your life, including when you practice and play golf, that influence your behavior. Some things, like gravity, the weather, daylight, animals we cannot change. and we can choose to what extent we allow such to affect us and our behaviors. We can choose to be at cause for ourselves or at the effect of the environment and others. In other words, I’m disabling your potential for ‘excuses’.

Five Levels of Influence

There are, according to John C. Maxwell, five levels of influence – each with their own rights and each with their power to influence.

Level 1 – Position – This is when you have the positional authority (aka power) over someone else and they have to follow because of the power relationship. The most familiar situation when this is displayed is between children and their parent – in the never ending cycle of “why do I have to?” the exasperated parent running short of arguments or more frequently, time, responds “because I said so!” never an effective nor motivational response, but it sums up how leaders finally resort to this positional power to cause someone else to have to do something.

Level 2 – Permission – based on relationships – where people follow because they want to as they have a good relationship with you

Level 3 – Production – based on results that you have demonstrably achieved for the organization. People follow because of what you have done for the organization

Levels 4 – People Development – based on reproduction – people follow because of what you have done for them personally. This is the top level for most people and is only achieved with those you have personally developed – though your reputation for enabling others to excel will allow a superior level 3 (results)

Level 5 – Person-hood – based on respect – sadly very very few people will ever achieve this. Many aspire to this level – often disenfranchised level 1 leaders who consider that others should simply respect them. Leaders who demand ‘respect’ from authority rather than earn the genuine respect and admiration of others through their actions and continual display of care and concern for others, the organization and standing up for forthright and important values.

Your ability to influence others is often misunderstood at best, and reliant on ‘luck’ at worst. Few leaders understand their position of influence with each of their constituents and fewer still, work a deliberate plan to increase their influential effectiveness with others.

In a future article I’ll discuss how you lift your level of influence…

And we are, all of us, influenced by people, places, events and situations at all times. Sometimes we are affected more or less by these things, but we are continually being influenced by what happens around us.

So what about the specifics in the workplace?

Your job requires you to influence people just about all of the time. It may take the form of gaining support, inspiring others, persuading other people to become your champions, engaging someone’s imagination, creating relationships.

Whatever form it takes, being an excellent influencer makes your job easier.

An interesting point about people who use their influencing skills well, is that other people like being around them. There’s a kind of exciting buzz, or sense that things happen when they’re about.

It’s because they don’t sit around wishing things were different while moaning there’s nothing they can do about it.

They don’t sit around blaming others or complaining about what needs fixing that will make things better. They see what needs doing and set about getting it done.

Truly excellent influencing skills require a healthy combination of interpersonal, communication, presentation and assertiveness techniques.

It is about adapting and modifying your personal style when you become aware of the affect you are having on other people, while still being true to yourself. Behavior and attitude change are what’s important, not changing who you are or how you feel and think.

You may try to exert your influence through coercion and manipulation. You might even succeed in getting things done; but that isn’t really influencing. That’s forcing people to do what you want, often against their will. You won’t have succeeded in winning support.

Pushing, bullying, bludgeoning or haranguing DO NOT WORK! Like elephants, people will remember the experience.

Indeed, if you force someone to do something you want, without taking their point of view into consideration, then the impression that person is left with is how they will see you forever. You’re stuck with it, unless you deliberately change what you do in order to be seen differently.

People are far more willing to come halfway (or more) if they feel acknowledged, understood and appreciated. They may even end up doing or agreeing to something they wouldn’t previously have done because they feel good about making the choice.

Influencing is about understanding yourself and the effect or impact you have on others. Though it can, on occasion, be one way, the primary relationship is two way, and it is about changing how others perceive you.

In other words, the cliché, perception is reality, makes perfect sense in the context of influencing.

It doesn’t matter what’s going on internally for you – if it isn’t perceived by the other person, then it doesn’t exist, other than in your mind.

You could be doing the most brilliant presentation you’ve ever created, but if you haven’t brought your ‘audience’ with you, the brilliance is wasted. And that’s about being able to see what’s going on for them, which will be different, however much you may have in common.

Influencing can sometimes be looked at as the ability to ‘finesse’, almost sleight of hand. The other person isn’t prodded into seeing your view of the world, but is persuaded, often unconsciously, into understanding it.

Sometimes you can get so used to your own personal style or way of being or pattern of communicating, that you don’t think of how it is being received, and you don’t think of behaving in any other way.

Influencing is about being able to move things forward, without pushing, forcing or telling others what to do.

Now what we know is that one of the most powerful forces that affect people’s behavior is the avoidance of humiliation.

No one wants to embarrass themselves if they can help it. So changing your behavior entails a certain risk.

But if that behaviour change is deliberate, and you have made an effort to see the world from the other person’s point of view, then humiliation can be avoided on both sides.

Whatever the arena you work in influencing others is about having the confidence and willingness to use yourself to make things happen. Influencing people is also the ability to ‘work’ a dynamic, whether it’s a large group, one to one or over the phone.

By ‘working’ the dynamic, we mean using everything at your disposal, both verbal and non-verbal communication, to create the impact you want, rather than letting things just happen.

What makes people great? These elements define greatness and will inspire and motivate you and your team go beyond your best, to GREATNESS. www.profilesinternational.com

At some point in your life, you will also find that what you have done or said has a way of influencing people. In these two cases, you will see that there is a way for you to influence people and it will benefit you if you know how to use this skill to your advantage.

There is actually no right or wrong way to influence people. The important thing when trying to influence people is that you are going for a positive result. Your success as a leader or part of a group, as well as in life in general, will depend on your ability to influence people and affect their lives in a positive way.

To have a deeper understanding of how you can influence people in a positive or productive manner, take a look at the following:

1. Get your message across.

Take a manager for example. If an employee under his supervision is often late arriving to work, how can he influence this employee into improving his or her performance at work? The first thing that the manager needs to do is set a good example. By showing up on time, you are sending the message that you may be the boss but you are not exempted from the company rules – even with something as simple as coming to work on time. This way, the manager can influence the employee by being a role model and setting a good example.

2. If a person is behaving inappropriately, dig deeper into the reason for such behavior.

Influencing people into your way thinking does not – and should not involve manipulating, bullying, punishing or harassing. There should be a motivation behind such behavior, and punishing them into submission will not give you the results that you want. Find out what the reason is behind all of it. Listen to their problem and have them explain the situation to you. Only then can you make an intelligent decision and take steps on how you can change their mind into your way of thinking.

3. Explain the results that you would like to see and get feedback.

If you are a leader in a sales company, for example, you all have a common goal to meet as a company. If your employees think that you are only in it for the money with no deeper motivation, you may not influence them into thinking that they should work hard enough

to make the company profit. To influence them into meeting the goals that you have, explain the results that you would like to see. The process should not end here, because you also need to gain feedback to learn if the goals are realistic, or if the methods that you want them to use are at all feasible.

4. Learn how to listen and communicate effectively to influence people in a positive way.

Influencing people is not just limited to the workplace. Even as a parent, you can try to influence your children into living the kind of life that you would like them to have. As a friend, you may not

always agree with your friend’s actions but you should always be there for them to support whatever decisions it is that they make. Listening and learning how to communicate effectively will make you influence other’s lives because of a deeper understanding that you will have on what motivates them, which in turn will give you an idea on how to deal with a particular situation.

With these in mind, you can learn how to yield positive results in the way that you influence people, so that you can be successful in reaching the goals that you have set for yourself and for others.

At least 60 per cent of a manager’s time is spent in meetings. Research in one large organization discovered that the figure could be as high as 90 per cent. And another survey found that many managers consider meetings they attend, to be a waste of time. In fact, some managers say that – “meetings take ‘minutes’ and last for hours.”

If you are a manager or team leader, then you will have to hold meetings; here are 4 steps to make them exceptionally Motivational:

1. Don’t hold a meeting unless you really have to. Be really, really sure that the meeting is needed and that it has a clear objective. By the end of the meeting, however long it takes, the shorter the better; you have to be sure that you’ve achieved that objective.

2. Start the meeting on time. Don’t wait for anyone and don’t go over what’s been discussed for latecomers. Of course, you really shouldn’t have latecomers and if you do, speak to them individually after the meeting and sort it out.

3. Have a structured agenda showing start time, breaks and finish time. Don’t schedule meetings to start on the hour; say 1.20 rather than 1 0’clock. And if it’s a half day meeting, start in the afternoon rather than the morning; people will keep moving if they think they will be late leaving work. Ruthlessly stick to that agenda; don’t allow people to ramble or talk about things not on the agenda. If you want to have chit-chat time – put it on the agenda! Keep people moving and even get them out the door before the finish time on the agenda.

4. Make meetings fun. Supply snacks, drinks, fruit and chocolate. Start the meeting with a fun energizer game or quiz. Let one of the team chair the meeting occasionally (as long as they control the agenda). Allow people to have a laugh; create energy and enthusiasm.

So there you have it; Motivational Managers run structured meetings with clear objectives where people have fun and resultantly contribute and get things done.

Motivation, whether it is self motivation or employee motivation, is the trigger to act. The factors involved to personally motivate and to inspire are not necessarily the factors that motivate all individuals or that lead to overall employee motivation.

No one can conjure up the means to motivate you, only you can discover the best methods in which to motivate yourself. Employee motivation comes from within the individual.

A good and well equipped team leader will demonstrate the appropriate behaviors and create an environment that accentuates employee motivation.

There are two types of self or employee motivation: External and Internal

External employee motivation comes from awards, bonuses, titles, promotions, money, etc. These are motivators commonly referred to as the hygiene factors. Unfortunately these external motivators do not last and are not a good source for employee motivation.

Let’s pretend we are a team and we had a great year. We decide to give everyone a $5,000 bonus. Everyone is happy and employee motivation is at an all time high.

A year goes by and the organization did not have such a great year and may be considering laying off some team members. Compared to the previous year, what will the employees expect in terms of a bonus and how will this impact employee motivation?

Certainly disappointment is eminent and employee motivation will flounder. In order to maintain the current employee motivation, the organization would be expected to offer the same bonus as or higher than the previous year.

This is not possible and decreases employee motivation. I draw your attention to the old donkey and carrot story. External employee motivation is never lasting.

Team leaders should focus on the alternative, internal employee motivation. Employee motivation, like success, grows from the inside out and not from the external to the internal.

In order to understand internal employee motivation you need to understand yourself and trust your abilities to carry you forward. This is a key factor in building employee motivation.

What do you want to be, to do or to have in life? Combine your dreams with passion and you will be self motivated. A solid foundation for employee motivation.

Internal or self motivators enable you to demonstrate all the appropriate behaviors. It is inevitable that a confident, hard-working team player, who recognizes the contributions of others and rewards them with acknowledgment, will pass on those behaviors. These positive behaviors will lead directly to employee motivation. As individuals, we reap what we sow.

As a team leader, if you are critical of yourself, you will be critical of others. This is not an acceptable contribution toward employee motivation. However, if you accept the abilities you bring to the table and recognize your achievements, you will be a good leader, a team player and allow your employees to do the job they were hired to do. Recognition for a job well done is strong employee motivation.

You may find it hard to believe but recognition is the most powerful employee motivation of all. Research has shown that there is a stronger need in society today for recognition than there is for sex and money. Now that says something about employee motivation.

Employee motivation is positive reinforcement. Positive reinforcement builds our self-esteem. Our self-esteem is depicted by the manner in which we see ourselves. We can either focus internally through our personal beliefs or externally by following the beliefs of others.

Employee motivation starts from within. Lead as you would like to be led. Allow the employee to do the job they have been entrusted to do. Give the employee the recognition for a job well done. Build a strong foundation of challenge, inspiration and trust. Employee motivation is an investment in people and in the company’s future.

Employee motivation equals better performance and a willingness to grow. The employee must earn the respect of others and trust their hard work will be acknowledged. These are the simple mechanics to building self-esteem and the key to success. Employee motivation is a giant step forward for any organization.

Let’s take a look at other forms of employee motivation. Be complimentary. All individuals strive to do better, to work harder and to learn more if they are complimented in front of their piers on a job well done. This form of employee motivation will in turn be passed on to others.

Employee motivation is focusing on individual strengths. Assign the employee a task he/she performs best. Employee motivation will be realized with enthusiasm and productivity.

Education is of the utmost importance with respect to employee motivation. Education comes in the form of regular team discussions, workshops and seminars. Employee motivation will be increased by sharing the ideas and visions for the future with them. They are enlightened by others striving to get ahead and to make a difference. Employee motivation takes a step forward toward accepting change and setting new goals.

Employee motivation should be exciting. It should bring on enthusiasm and energy. Employee motivation spells success if the foundation consists of encouragement, acknowledgment and enthusiasm. Employee motivation begins with You.

Employee motivation through recognition is positive reinforcement. Imagine the possibilities. The end result is happy, motivated achievers and a business operating with positive enforcements. The internal employee motivation creates the first wave to success and the external employee motivation follows in its wake.

Motivation is also an important element in the concept of Andragogy (what motivates the adult learner).  Motivation by threat is a dead-end strategy, and naturally staff are more attracted to the opportunity side of the motivation curve than the threat side.  Motivational strategies need to be applied individually and changed frequently so that they do not become ineffective through over use.

Motivation

According to Geen, motivation refers to the initiation, direction, intensity and persistence of human behavior.  Some authors distinguish between two forms of intrinsic motivation: one based on enjoyment, the other on obligation.  There is currently no universal theory to explain the origin or elements of intrinsic motivation, and most explanations combine elements of Fritz Heider’s attribution theory, Bandura’s work on self-efficacy and other studies relating to locus of control and goal orientation.

Note that the idea of reward for achievement is absent from this model of intrinsic motivation, since rewards are an extrinsic factor.  In work environments, money may provide a more powerful extrinsic factor than the intrinsic motivation provided by an enjoyable workplace.  Successful coercion sometimes can take priority over other types of motivation.  The self-control of motivation is increasingly understood as a subset of emotional intelligence; a person may be highly intelligent according to a more conservative definition (as measured by many intelligence tests), yet unmotivated to dedicate this intelligence to certain tasks.

Abraham Maslow’s hierarchy of human needs theory is the most widely discussed theory of motivation.  Frederick Herzberg’s two-factor theory, aka intrinsic/extrinsic motivation, concludes that certain factors in the workplace result in job satisfaction, but if absent, lead to dissatisfaction.  To understand how to control motivation it is first necessary to understand why many people lack motivation.

It is usually suggested that it is critical to maintain a list of tasks, with a distinction between those which are completed and those which are not, thereby moving some of the required motivation for their completion from the tasks themselves into a “meta-task”, namely the processing of the tasks in the task list, which can become a routine.  However, the specific kind of motivation that is studied in the specialized setting of education differs qualitatively from the more general forms of motivation studied by psychologists in other fields.

Because students are not always internally motivated, they sometimes need situated motivation, which is found in environmental conditions that the teacher creates.  There are two kinds of motivation: Intrinsic motivation occurs when people are internally motivated to do something because it either brings them pleasure, they think it is important, or they feel that what they are learning is significant.

At lower levels of Maslow’s hierarchy of needs, such as Physiological needs, money is a motivator; however it tends to have a motivating effect on staff that lasts only for a short period (in accordance with Herzberg’s two-factor model of motivation).  At higher levels of the hierarchy, praise, respect, recognition, empowerment and a sense of belonging are far more powerful motivators than money, as both Abraham Maslow’s theory of motivation and Douglas McGregor’s Theory X and theory Y (pertaining to the theory of leadership) demonstrate.

According to the system of scientific management developed by Frederick Winslow Taylor, a worker’s motivation is solely determined by pay, and therefore management need not consider psychological or social aspects of work.  In essence scientific management bases human motivation wholly on extrinsic rewards and discards the idea of intrinsic rewards.

In contrast, David McClelland believed that workers could not be motivated by the mere need for money– in fact, extrinsic motivation (e.  , money) could extinguish intrinsic motivation such as achievement motivation, though money could be used as an indicator of success for various motives, e.

Motivation is of particular interest to Educational psychologists because of the crucial role it plays in student learning.  Motivation has been found to be a pivotal area in treating Autism Spectrum Disorders, as in Pivotal Response Therapy.  Motivation by threat is a dead-end strategy, and naturally staff is more attracted to the opportunity side of the motivation curve than the threat side.  Motivation is the key to performance improvement.

Motivation is, in effect, a means to reduce and manipulate this gap.  Motivational strategies need to be applied individually and changed frequently so that they do not become ineffective through over use.  Motivation is a pivotal concept in most theories of learning.  Motivation to achieve is a function of the individual’s desire for success, the expectancy of success, and the incentives provided.  Motivation is divided into two basic types: integrative and instrumental.

Motivation is an important factor in L2 achievement.  Motivation’s philosophy is based on commitment towards ‘enhancing the quality of life of people with disabilities’ through the provision of appropriate mobility devices (wheelchairs and prosthetic limbs), professional services such as physiotherapy, economic empowerment (via job fairs, vocational training, job placements) and advocating basic human rights.  Motivation depends on many factors with the primary factor being the power of your dreams.