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Sirpa's presentation as pdf

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G1: PP2, PP9, PP15

G2: PP3, PP10, PP16

G3: PP4, PP11, PP17

G4: PP5, PP12, PP18

G5: PP7, PP13, PP19

G6: PP8, PP14, PP20

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This video shows how you insert your answer to the Padlet. If you use Powerpoint, you can present your presentation direct from Padlet.

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Why do we do the things we do? What drives our behavior? Psychologists have proposed different ways of thinking about motivation, including looking at whether motivation arises from outside (extrinsic) or inside (intrinsic) an individual.

Mental Health in the Workplace Webinar
On May 19, 2022, Verywell Mind hosted a virtual Mental Health in the Workplace webinar, hosted by Amy Morin, LCSW. If you missed it, check out this recap to learn ways to foster supportive work environments and helpful strategies to improve your well-being on the job.
Researchers have found that each type has a different effect on a person's behavior and pursuit of goals. To better understand the influence of intrinsic and extrinsic motivation on human behavior, it will help to learn how each type works.

What Is Extrinsic Motivation?

Extrinsic motivation is when we are motivated to perform a behavior or engage in an activity because we want to earn a reward or avoid punishment.﻿﻿ You will engage in behavior not because you enjoy it or because you find it satisfying, but because you expect to get something in return or avoid something unpleasant.

What Is Intrinsic Motivation?

Intrinsic motivation is when you engage in a behavior because you find it rewarding. You are performing an activity for its own sake rather than from the desire for some external reward. The behavior itself is its own reward.﻿﻿

Extrinsic Motivation

Participating in a sport to win awards

Cleaning your room to avoid being reprimanded by your parents

Competing in a contest to win a scholarship

Studying because you want to get a good grade

Intrinsic Motivation

Participating in a sport because you find the activity enjoyable

Cleaning your room because you like tidying up

Solving a word puzzle because you find the challenge fun and exciting

Studying a subject you find fascinating

Press Play for Advice On Staying Motivated

Hosted by therapist Amy Morin, LCSW, this episode of The Verywell Mind Podcast shares how to stay motivated and focused even when you don't want to. Click below to listen now.

Follow Now: Apple Podcasts / Spotify / Google Podcasts

Extrinsic vs. Intrinsic Motivation: Which Is Best?

Extrinsic motivation arises from outside of the individual while intrinsic motivation comes from within. Research has shown that each type has a different effect on human behavior.﻿﻿

Studies have demonstrated that offering excessive external rewards for an already internally rewarding behavior can reduce intrinsic motivation-a phenomenon known as the overjustification effect.

For example, in a 2008 study, children who were rewarded for playing with a toy they had already expressed interest in playing with became less interested in the item after being externally rewarded.﻿﻿

This is not to suggest that extrinsic motivation is a bad thing-it can be beneficial in some situations. For example, extrinsic motivation can be particularly helpful when a person needs to complete a task that they find unpleasant.

Additionally, external rewards can:

Be a source of feedback to let people know when their performance has achieved a standard that is deserving of reinforcement

Induce interest and participation in an activity an individual was not initially interested in

Motivate people to acquire new skills or knowledge (once these early skills have been learned, people might become more intrinsically motivated to pursue an activity)

Extrinsic motivators should be avoided in situations where:

An individual already finds the activity intrinsically rewarding

Offering a reward might make a "play" activity seem more like "work"

When to Use External Rewards

Motivate a person to learn something new

Make a person more interested in an activity that they are not interested in

Provide feedback to people to let them know their performance is worthy of recognition

When Not to Use External Rewards

A person is already interested in the topic, task, or activity

Offering a reward would make the activity feel like "work" instead of "play"

When to Use Extrinsic Motivation

Most people assume that intrinsic motivation is best, but it is not always possible in every situation. Sometimes a person simply has no internal desire to engage in an activity. Offering excessive rewards can be problematic as well.

However, when they are used appropriately, extrinsic motivators can be a useful tool. For example, extrinsic motivation can get people to complete a work task or school assignment that they are not interested in.

Researchers have arrived at three primary conclusions regarding extrinsic rewards and their influence on intrinsic motivation:

1. Intrinsic motivation will decrease when external rewards are given for completing a particular task or only doing minimal work.﻿﻿ If parents heap lavish praise on their child every time they complete a simple task, the child will become less intrinsically motivated to perform that task in the future.

2. Praise can increase internal motivation. Researchers have found that offering positive praise and feedback when people do something better than others can improve intrinsic motivation.﻿﻿

3. Unexpected external rewards do not decrease intrinsic motivation.﻿﻿ If you get a good grade on a test because you enjoy learning about a subject and the teacher decides to reward you with a gift card to your favorite pizza place, your underlying motivation for learning about the subject will not be affected. However, rewarding in this situation needs to be done with caution because people will sometimes come to expect rewards.

How Do Intrinsic Motivation and Extrinsic Motivation Influence Learning?

Both extrinsic and intrinsic motivation play a significant role in learning. Experts have argued that education's traditional emphasis on external rewards (such as grades, report cards, and gold stars) undermines any existing intrinsic motivation that students might have.

Others have suggested that extrinsic motivators help students feel more competent in the classroom, which in turn enhances their intrinsic motivation.﻿﻿

"A person's interest often survives when a reward is used neither to bribe nor to control but to signal a job well done, as in a "most improved player" award. If a reward boosts your feeling of competence after doing good work, your enjoyment of the task may increase.

Rewards, rightly administered, can motivate high performance and creativity. And extrinsic rewards (such as scholarships, admissions, and jobs that often follow good grades) are here to stay."

-David G. Meyers, Psychology: Eighth Edition in Modules

A Word From Verywell

Both extrinsic motivation and intrinsic motivation drive human behavior. There are several key differences between motivation that comes from external rewards and the kind that is driven by an individual's genuine interest, including the influence of each type on a person's behavior and the situations in which each type will be most effective.

Understanding how each type of motivation works and when it is likely to be useful can help people perform tasks (even when they do not want to) and improve their learning.

Additional Reading

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Extrinsic vs. Intrinsic Motivation: What's the Difference?

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Extrinsic and intrinsic motivation can impact behavior in different ways. Learn the differences between extrinsic and intrinsic motivation.

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Motivation is something we all think about, whether we're trying to push ourselves to get something done or inspiring others to take action. Parents, teachers, coaches, and managers constantly face the challenge of motivating others, while individuals often struggle to find the energy and focus they need for everyday tasks and responsibilities.

External vs. Internal Motivation

People are often motivated by external factors like rewards, grades, evaluations, or even the fear of what others might think of them. These external motivations can be powerful, but they're not the only things that drive us. Equally important is intrinsic motivation - the internal drive that comes from within, fueled by our interests, curiosity, values, or genuine care.

For example, a student might study hard for the promise of good grades (extrinsic motivation), while another might be deeply curious about a subject and study because they love learning (intrinsic motivation). Even if there's no immediate reward, intrinsic motivation can sustain long-term passions and creative efforts.

The Role of Self-Determination Theory (SDT)

To better understand how motivation works, we turn to Self-Determination Theory (SDT), a broad framework that explores both external and internal sources of motivation. SDT focuses on how different factors - whether social, cultural, or personal - influence our motivation and well-being. The theory also helps explain why some people remain driven and creative, while others struggle.

A key concept in SDT is that people are most motivated when three basic psychological needs are met:

1. Autonomy - the feeling that we're in control of our actions.

2. Competence - feeling capable and effective at what we do.

3. Relatedness - feeling connected to others in meaningful ways.

When these needs are supported, people tend to be more motivated, creative, and persistent. In contrast, when these needs are ignored or suppressed, it can harm their well-being and performance.

How SDT Applies to Everyday Life

The principles of SDT can be applied across various settings like families, schools, workplaces, and even clinics. For instance:

In classrooms, teachers who give students more autonomy and encourage curiosity are likely to see greater engagement and better learning outcomes.

In workplaces, managers who foster a sense of competence and recognize the efforts of their employees can enhance productivity and job satisfaction.

In families, parents who offer support and understanding can build a stronger sense of relatedness and trust with their children, promoting healthier motivation.

Research under the SDT framework explores how different environments either support or hinder these psychological needs. By understanding and applying these principles, we can create better practices and structures that enhance motivation and well-being in various areas of life.

Conclusion

Motivation isn't one-size-fits-all. It's shaped by both external factors and the internal needs that drive us. Self-Determination Theory provides a valuable lens for understanding how we can foster meaningful motivation in ourselves and others, leading to improved performance, creativity, and overall well-being. Whether in the classroom, at work, or in our personal lives, supporting autonomy, competence, and relatedness is key to unlocking our full potential.

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Understanding Motivation: The Balance Between External and Internal Drivers - Illuminos Academic Coaching & Tutoring

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Motivation is something we all think about, whether we're trying to push ourselves to get something done or inspiring others to take action. Parents, teachers, coaches, and managers constantly face the challenge of motivating others, while individuals often struggle to find the energy and focus they

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✉Author for correspondence: Laurel S. Morris, E-mail: laurel.morrismssm.edu

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On what motivates us: a detailed review of intrinsic v. extrinsic motivation

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Motivational processes underlie behaviors that enrich the human experience, and impairments in motivation are commonly observed in psychiatric illness. While motivated behavior is often examined with respect to extrinsic reinforcers, not all actions…

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See also this: Does Money Really Affect?

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The Impact of Pay Raises on Employee Performance and Motivation - Attorney Aaron Hall

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Attorney Aaron Hall represents business owners and their companies. Businesses hire Aaron to advise and represent them in employment, intellectual property, litigation, and general business law.

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Setting clear goals: Not just about profit or output, but about learning, creativity, and adaptability.

Fostering psychological safety: Encouraging risk-taking by ensuring that mistakes are seen as learning opportunities rather than failures.

Role modeling: Leaders engaging in innovative thinking themselves can inspire their teams to do the same.

Training and Skills Development: Continuous learning is essential. Offering training programs centered on creative thinking, problem-solving, and new digital tools can empower employees to contribute innovatively.

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What is Workplace Innovation? As more people become aware of workplace innovation, the need to reach an agreed definition of its nature and scope is becoming critical. References to 'workplace innovation(s)' can be found in literature from the 1990s, generally referring to the introduction of

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Internal Market, Industry, Entrepreneurship and SMEs

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To stay atthe competitive edge, companies need to invest not only in technological innovation but also in non-technological practices. Workplace…

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Guide to Workplace Innovation by P. Totterdill

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Guide to Workplace Innovation by P. Totterdill

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Innovation at workplace is not necessary a WPI...

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Innovation at workplace is not necessary a WPI...

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But it is good to know these too.

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10 Examples of innovation in the workplace every forward-thinking company needs

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Innovation in the workplace is crucial for staying ahead in today’s fast-paced world. From hybrid work strategies to AI-driven recruitment, discover 10 examples that can enhance engagement, attract top talent, and improve productivity. Learn how to foster a culture of creativity and progress.

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Examples of workplace innovation platforms

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Examples of workplace innovation platforms

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There are cultural and context-dependent differences in semantic sense of workplace innovation, but despite of that, these theses are worth reading

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Roadmap for Achieving Workplace Innovation

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Get the 101 on workplace innovation with tips to spark creativity and encourage fresh ideas, even in a disengaged or low-energy workforce.

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There are cultural and context-dependent differences in semantic sense of workplace innovation, but despite of that, these theses are worth reading

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Five key learnings to boost workplace innovation in 2025

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Boost workplace innovation in 2025 with these five key learnings. Using a forward-thinking workplace strategy, companies can unleash their workforce's creativity.

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Although innovation at workplace does not necessarily produce workplace innovations, these examples are worth getting known.

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Although innovation at workplace does not necessarily produce workplace innovations, these examples are worth getting known.

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17 Innovation Examples in the Workplace - innosabi

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Unlock the secrets to a thriving workplace with 17+ inspiring innovation examples. From idea management to AI, learn how to spark creativity and drive growth. Click now!

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How to Encourage Workplace Innovation: A Comprehensive Guide

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The Importance of Workplace Innovation In the age of rapid change and global competition, workplace innovation is no longer just a catchy phrase—it’s a

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Workplace of Tomorrow  by Dr. J. Hogeforster

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Workplace of Tomorrow  by Dr. J. Hogeforster

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If you are using paper, please remember to deliver the paper us after your presentation. Thank you.

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Draw an image what workplace innovation is

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Draw an image what workplace innovation is

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Draw an image what workplace innovation is

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Draw an image what workplace innovation is

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What is Workplace Innovation? As more people become aware of workplace innovation, the need to reach an agreed definition of its nature and scope is becoming critical. References to 'workplace innovation(s)' can be found in literature from the 1990s, generally referring to the introduction of

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Internal Market, Industry, Entrepreneurship and SMEs

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To stay atthe competitive edge, companies need to invest not only in technological innovation but also in non-technological practices. Workplace…

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Concept of WPI is wide and ambiguous

The variation and models of best practices has clarified the concept and made it easier to understand it

Even if each cove is different and deals with these issues in different ways, we are a community where we can benefit these differences.

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-A clearer understanding of WPI and its key definitions and approaches to implementing WPI in real-life vocational settings.

-Inspiring ideas and highlights through group discussions and shared practices to help with COVE activities.

-Learned about the workplace learning approach and relevant quality indicators and applying these indicators in educational contexts.

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Nice to have some concrete examples of WPI.

Good to have working group sessions

Next time would be nice to have time for discussion/working groups with regard to the deliverables of the project. So we will be able to share knowledge and obtain feedback.

Would be nice to ask the partners which subject should be on the agenda for the meeting.

Thank you for the organization !

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Positive

Praxis examples

Group work with other PPS

Good energy

Negative

Better preperations, get the padlet and presentations beforhand

More focus on WP's and worksig with our WP's

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LEARNING

-Wide spectrum/field of different WPIs

-necessity to find a common understanding of crucial terms (e.g. SME, WPI)

-The idea of WPI can be adopted on different EQF-levels with different target groups

APPLICABLE

best practices to inform local SMEs

HIGHLIGHTS

Interactive group works especially the highly motivated "acting performances"

--> perfectly good organization of the workshop including the presenters

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By now, the groups have come together and members have got to know each other's strengths. It was very useful that there was a lot of group work over the two days.

By the end of the second day, the introverted participants had also relaxed. Members learned to complement each other.

It was interesting to compare the traditional teaching method and the new teaching method.

We understand that the 25 good exercises had to be presented in 30-30 seconds in order to select the best exercises. However, during the two days it would have been very good to hear 1-2 concrete examples of innovation in the workplace, presenting the concept in detail.

We are very pleased that our proposal has been accepted and that every month an online workshop will be organized.

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This site has been created within the framework of project WIN4SMEs, funded by the European Union. Views and opinions expressed are however those of the author(s) only and do not necessarily reflect those of the European Union or the European Education and Culture Executive Agency (EACEA). Neither the European Union nor EACEA can be held responsible for them.

The sole responsibility for documents, videos and sites found behind the links lies with the authors of original sites.

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This site has been created within the framework of project WIN4SMEs, funded by the European Union. Views and opinions expressed are however those of the author(s) only and do not necessarily reflect those of the European Union or the European Education and Culture Executive Agency (EACEA). Neither the European Union nor EACEA can be held responsible for them.

The sole responsibility for documents, videos and sites found behind the links lies with the authors of original sites.

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Hanse Parlament - Network for Small and Medium Enterprises

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Home - Hanse Parlament - Network for Small and Medium Enterprises

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Welcome to the Hanse-Parlament Empowering SMEs in the Baltic Sea Region –> Annual Meeting 04.09.24 in Riga CURRENT AND FUTURE PROJECTS

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Alle Studiengänge der BHH folgen dem Modell der studienintegrierenden Ausbildung. Studium und Ausbildung sind miteinander verzahnt. Das heißt, die Studierenden an der Beruflichen Hochschule Hamburg sind zugleich Auszubildende mit einem Ausbildungs- und einem Studienvertrag in einem Unternehmen.

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Berufliche Hochschule Hamburg (BHH) - Ausbildung und Studium

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Fertig mit dem (Fach-)Abi oder kurz davor? Bei uns gibt es einen Berufsstart, der alles hat: Ausbildungsabschluss & Bachelor in nur 4 Jahren.

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Viele Wege – ein Ziel: Ihre erfolgreiche Ausbildung an der ITECH. Duale Berufsausbildung, Fachhochschulreife, Abitur/Bachelor, Ausbildungsvorbereitung.

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PP06 SAMK Satakunta University of Applied Sciences

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PP06 SAMK Satakunta University of Applied Sciences

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SAMK on 6000 opiskelijan ja 400 työntekijän monialainen ja kansainvälisesti suuntautunut korkeakoulu. Visiomme on, että jokainen opiskelijamme työllistyy.

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PP07 SEF Satakunta Educational Federation SATAEDU 

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PP07 SEF Satakunta Educational Federation SATAEDU 

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PP09 LSCC Lower Silesian Chamber of Craft and SMEs

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PP09 LSCC Lower Silesian Chamber of Craft and SMEs

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Dolnośląska Izba Rzemieślnicza we Wrocławiu

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Strona główna - Dolnośląska Izba Rzemieślnicza we Wrocławiu

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PP 10 VSCW Vocational School Complex  No. 5 in Wrocław (right one)

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PP 10 VSCW Vocational School Complex  No. 5 in Wrocław (right one)

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Our promotion site: https://szkolamistrzow.info/

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Zespół Szkół Zawodowych nr 5 we Wrocławiu

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27 września 2024 roku w Zespole Szkół Zawodowych nr 5 obchodziliśmy Święto Szkoły. To bardzo ważne wydarzenie, podczas którego przedstawiciele wszystkich klas pierwszych ślubowali godnie sprawować swoje funkcje, a uczniowie klas pierwszych szkoły branżowej I stopnia zostali pasowani na adeptów sztuki rzemieślniczej.

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PP11 TUW Wroclaw  University of Science and Technology 

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PP11 TUW Wroclaw  University of Science and Technology 

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Politechnika Wrocławska - jedna z najlepszych uczelni technicznych w kraju i lider wśród uczelni wyższych na Dolnym Śląsku. U nas marzenia stają się rzeczywistością. #najlepiejPWr

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PP12 IPOSZ Hungarian Association of Craftsmen´s Corporations 

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PP12 IPOSZ Hungarian Association of Craftsmen´s Corporations 

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PP13 FDSS Foundation for the Deak Ferenc Secondary School of Economics 

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PP13 FDSS Foundation for the Deak Ferenc Secondary School of Economics 

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Győri SZC Deák Ferenc Közgazdasági Technikum | EDIR

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Győri SZC Deák Ferenc Közgazdasági Technikum | EDIR

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Győri SZC Deák Ferenc Közgazdasági Technikum hivatalos honlapja az Egységes Digitális Információs Rendszer (EDIR) keretében

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PP14 PTVT Stichting Platform Talent voor Technologie

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PP14 PTVT Stichting Platform Talent voor Technologie

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Platform Talent voor Technologie is het landelijke centrum van kennis, expertise en netwerken op gebied van de technologische onderwijs- en arbeidsmarkt. W…

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PP15 NHLS Stichting NHL Stenden hogeschool

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PP15 NHLS Stichting NHL Stenden hogeschool

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NHL Stenden. Grensverleggend.

Door je grenzen te verleggen bereik je meer. Daarom dagen onze docenten je iedere dag uit je talenten te ontdekken en te ontwikkelen. Deze ontdekkingsreis overstijgt de grenzen van je opleiding. Je doet namelijk ook kennis op bij andere opleidingen en zelfs buiten de muren van onze hogeschool. Onze campussen vind je in Noord-Nederland en we hebben een wereldwijd partnernetwerk. Van Leeuwarden tot Zuid-Afrika; de wereld ligt aan je voeten.

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Laat je uitdagen en kom studeren bij NHL Stenden Hogeschool. Ontdek hier alles wat je wil weten over de hogeschool!

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PP16 VESK Business and Hospitality Training Centre 

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PP16 VESK Business and Hospitality Training Centre 

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Viešoji įstaiga Verslo ir svetingumo profesinės karjeros centras (VESK) – jauna, bet tuo pačiu brandi, savo viziją, misiją ir stiprius vertybinius pamatus turinti įstaiga.

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Studijos kokybiškam gyvenimui

Universitetas atsinaujina!

Pasiekimai

MRU - tarp geriausių pasaulio universitetų!

Turi kibirkštį? Žiebiame ugnį!

Parama Ukrainos akademinei bendruomenei

Registruokis į nemokamą konsultaciją dėl studijų!

Mūsų istorija socialiniuose tinkluose

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©2021 Mykolo Romerio universitetas. Visos teisės saugomos

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Universitetas atsinaujina! MRU - tarp geriausių pasaulio universitetų! Turi kibirkštį? Žiebiame ugnį! Parama Ukrainos akademinei bendruomenei Registruokis į nemokamą konsultaciją dėl studijų! Mūsų istorija socialiniuose tinkluose Error: Server configuration issue ©2021 Mykolo Romerio universitetas. Visos teisės saugomos

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PP18 LAHR Lithuanian Association of Hotels and Restaurants 

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PP18 LAHR Lithuanian Association of Hotels and Restaurants 

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Link to site

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PP19 HCU Handicraft Chamber of Ukraine 

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PP19 HCU Handicraft Chamber of Ukraine 

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Homepage not available