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Overjustification Effect
The overjustification effect occurs when an expected external incentive such as money or prizes decreases a person's intrinsic motivation to perform a task. Overjustification is an explanation for the phenomenon known as motivational "crowding out". The overall effect of offering a reward for a previously unrewarded activity is a shift to extrinsic motivation and the undermining of pre-existing intrinsic motivation. Once rewards are no longer offered, interest in the activity is lost; prior intrinsic motivation does not return, and extrinsic rewards must be continuously offered as motivation to sustain the activity. Experimental evidence The overjustification effect has been widely demonstrated in many settings. In one of the earliest demonstrations of this effect, Edward Deci and his colleagues conducted a laboratory experiment in 1971 where subjects showing baseline interest in solving a puzzle were exposed to two different conditions. The control group were not paid on all three ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Incentive
In general, incentives are anything that persuade a person to alter their behaviour. It is emphasised that incentives matter by the basic law of economists and the laws of behaviour, which state that higher incentives amount to greater levels of effort and therefore, higher levels of performance. Divisions Incentives can be broken down into two categories; intrinsic incentives and extrinsic incentives. The motivation of people's behaviour comes from within. In activities, they are often motivated by the task itself or the internal reward rather than the external reward. There are many internal rewards, for example, participating in activities can satisfy people's sense of achievement and bring them positive emotions. An intrinsic incentive is when a person is motivated to act in a certain way for their own personal satisfaction. This means that when a person is intrinsically incentivised, they perform a certain task to please themselves and are not seeking any external reward, nor ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Overjustification Effect Rewards And Motivation
The overjustification effect occurs when an expected external incentive such as money or prizes decreases a person's intrinsic motivation to perform a task. Overjustification is an explanation for the phenomenon known as motivational "crowding out". The overall effect of offering a reward for a previously unrewarded activity is a shift to extrinsic motivation and the undermining of pre-existing intrinsic motivation. Once rewards are no longer offered, interest in the activity is lost; prior intrinsic motivation does not return, and extrinsic rewards must be continuously offered as motivation to sustain the activity. Experimental evidence The overjustification effect has been widely demonstrated in many settings. In one of the earliest demonstrations of this effect, Edward Deci and his colleagues conducted a laboratory experiment in 1971 where subjects showing baseline interest in solving a puzzle were exposed to two different conditions. The control group were not paid on all thr ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Gamification
Gamification is the strategic attempt to enhance systems, services, organizations, and activities by creating similar experiences to those experienced when playing games in order to motivate and engage users. This is generally accomplished through the application of game-design elements and game principles (dynamics and mechanics) in non-game contexts. Gamification is part of persuasive system design, and it commonly employs game design elements to improve user engagement, organizational productivity, flow, learning, crowdsourcing, knowledge retention, employee recruitment and evaluation, ease of use, usefulness of systems, physical exercise, traffic violations, voter apathy, public attitudes about alternative energy, and more. A collection of research on gamification shows that a majority of studies on gamification find it has positive effects on individuals. However, individual and contextual differences exist. Techniques Gamification techniques are intended to leverag ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Blue-collar Workers
A blue-collar worker is a working class person who performs manual labor. Blue-collar work may involve skilled or unskilled labor. The type of work may involving manufacturing, warehousing, mining, excavation, electricity generation and power plant operations, electrical construction and maintenance, custodial work, farming, commercial fishing, logging, landscaping, pest control, food processing, oil field work, waste collection and disposal, recycling, construction, maintenance, shipping, driving, trucking and many other types of physical work. Blue-collar work often involves something being physically built or maintained. In contrast, the white-collar worker typically performs work in an office environment and may involve sitting at a computer or desk. A third type of work is a service worker (pink collar) whose labor is related to customer interaction, entertainment, sales or other service-oriented work. Many occupations blend blue, white, or pink-collar work and are ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Pay For Performance (human Resources)
Performance-related pay or pay for performance, not to be confused with performance-related pay rise, is a salary or wages paid system based on positioning the individual, or team, on their pay band according to how well they perform. Car salesmen or production line workers, for example, may be paid in this way, or through commission. Many employers use this standards-based system for evaluating employees and for setting salaries. Standards-based methods have been in ''de facto'' use for centuries among commission-based sales staff: they receive a higher salary for selling more, and low performers do not earn enough to make keeping the job worthwhile even if they manage to keep the job. In effect, the salary would be re-evaluated up, or down, periodically (usually annually) based on the performance of the individual or team. The reward is the salary: with an expectation to be high on the pay band for high performance and low on the band for low performance. In comparison, the per ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Non-profit Organization
A nonprofit organization (NPO) or non-profit organisation, also known as a non-business entity, not-for-profit organization, or nonprofit institution, is a legal entity organized and operated for a collective, public or social benefit, in contrast with an entity that operates as a business aiming to generate a profit for its owners. A nonprofit is subject to the non-distribution constraint: any revenues that exceed expenses must be committed to the organization's purpose, not taken by private parties. An array of organizations are nonprofit, including some political organizations, schools, business associations, churches, social clubs, and consumer cooperatives. Nonprofit entities may seek approval from governments to be tax-exempt, and some may also qualify to receive tax-deductible contributions, but an entity may incorporate as a nonprofit entity without securing tax-exempt status. Key aspects of nonprofits are accountability, trustworthiness, honesty, and openness to eve ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Salary
A salary is a form of periodic payment from an employer to an employee, which may be specified in an employment contract. It is contrasted with piece wages, where each job, hour or other unit is paid separately, rather than on a periodic basis. From the point of view of running a business, salary can also be viewed as the cost of acquiring and retaining human resources for running operations, and is then termed personnel expense or salary expense. In accounting, salaries are recorded in payroll accounts. Salary is a fixed amount of money or compensation paid to an employee by an employer in return for work performed. Salary is commonly paid in fixed intervals, for example, monthly payments of one-twelfth of the annual salary. Salary is typically determined by comparing market pay rates for people performing similar work in similar industries in the same region. Salary is also determined by leveling the pay rates and salary ranges established by an individual employer. Salary is ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Book It!
Pizza Hut is an American multinational restaurant chain and international franchise founded in 1958 in Wichita, Kansas by Dan and Frank Carney. They serve their signature pan pizza and other dishes including pasta, breadsticks and dessert at dine-in, take-out and delivery chain locations. They also serve chicken wings on their WingStreet menu. The chain headquartered in Plano, Texas, operates 17,639 restaurants worldwide as of 2020, making it the world's largest pizza chain by number of locations. It is owned by Yum! Brands, Inc., one of the world's largest restaurant companies. History Pizza Hut began on May 31, 1958, by two brothers, Dan and Frank Carney, both Wichita State students, as a single location in Wichita, Kansas. The now famous little brick building was close to their childhood home and stomping grounds. The Carney brothers grew up in the College Hill neighborhood amongst many life long Wichita families where tree-lined streets were filled with historical ho ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Pizza Hut
Pizza Hut is an American multinational restaurant chain and international franchise founded in 1958 in Wichita, Kansas by Dan and Frank Carney. They serve their signature pan pizza and other dishes including pasta, breadsticks and dessert at dine-in, take-out and delivery chain locations. They also serve chicken wings on their WingStreet menu. The chain headquartered in Plano, Texas, operates 17,639 restaurants worldwide as of 2020, making it the world's largest pizza chain by number of locations. It is owned by Yum! Brands, Inc., one of the world's largest restaurant companies. History Pizza Hut began on May 31, 1958, by two brothers, Dan and Frank Carney, both Wichita State students, as a single location in Wichita, Kansas. The now famous little brick building was close to their childhood home and stomping grounds. The Carney brothers grew up in the College Hill neighborhood amongst many life long Wichita families where tree-lined streets were filled with historical home ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Token Economy
A token economy is a system of contingency management based on the systematic reinforcement of target behavior. The reinforcers are symbols or tokens that can be exchanged for other reinforcers. A token economy is based on the principles of operant conditioning and behavioral economics and can be situated within applied behavior analysis. In applied settings token economies are used with children and adults; however, they have been successfully modeled with pigeons in lab settings. Basic requirements Three requirements are basic for a token economy: tokens, back-up reinforcers, and specified target behaviours. : ''The Token Economy. A review and evaluation''. New York: Plenum Press, 1977. Tokens Tokens must be used as reinforcers to be effective. A token is an object or symbol that can be exchanged for material reinforcers, services, or privileges (back-up reinforcers). In applied settings, a wide range of tokens have been used: coins, checkmarks, images of small suns or ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Incentives
In general, incentives are anything that persuade a person to alter their behaviour. It is emphasised that incentives matter by the basic law of economists and the laws of behaviour, which state that higher incentives amount to greater levels of effort and therefore, higher levels of performance. Divisions Incentives can be broken down into two categories; intrinsic incentives and extrinsic incentives. The motivation of people's behaviour comes from within. In activities, they are often motivated by the task itself or the internal reward rather than the external reward. There are many internal rewards, for example, participating in activities can satisfy people's sense of achievement and bring them positive emotions. An intrinsic incentive is when a person is motivated to act in a certain way for their own personal satisfaction. This means that when a person is intrinsically incentivised, they perform a certain task to please themselves and are not seeking any external reward, nor ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Validity (logic)
In logic, specifically in deductive reasoning, an argument is valid if and only if it takes a form that makes it impossible for the premises to be true and the conclusion nevertheless to be false. It is not required for a valid argument to have premises that are actually true, but to have premises that, if they were true, would guarantee the truth of the argument's conclusion. Valid arguments must be clearly expressed by means of sentences called well-formed formulas (also called ''wffs'' or simply ''formulas''). The validity of an argument can be tested, proved or disproved, and depends on its logical form. Arguments In logic, an argument is a set of statements expressing the ''premises'' (whatever consists of empirical evidences and axiomatic truths) and an ''evidence-based conclusion.'' An argument is ''valid'' if and only if it would be contradictory for the conclusion to be false if all of the premises are true. Validity doesn't require the truth of the premises, inst ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
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