Theories of motivation in competitive sport Essay

Theories of motivation in competitive sport - Essay Example One of the main aims and focus of all people involved in competitive sports is the ability to motivate the athletes. This has been a major focused issue as in a competitive game, the only things that separates the competitors is the motivation that they have. There are a number of different techniques and skills used by both the athletes and the coaches to motivate the individuals and to perform better in the competitions. There have been a number of motivational techniques used by coaches to ensure that the individual performance is optimum and there have also been a number of researches that have been conducted in the field of sports psychology which has been mainly to discover the motivation techniques and secrets for better performance of the athletes. All the theories that have been developed over the years have been focused on several aspects of the individuals like the initiation, influence and also the modification of behavior. Several theories in the earlier times like those by Freud 1923 / 1962, Skinner 1953 / 1971, and also Hull 1943, highlighted a few factors and dealt with the deterministic aspects of the factors alone. For instance, Freud dealt with the instinctual drives, while Hull dealt with physiological drives and Skinner the environmental drives. These theories have proved to be very successful over the years; however there have been a number of criticism and concerns that have also been put forth in the past. The theories deal with the individuals in a method which states them to be passive beings and are those affected highly by the physiology and environment which leads their performance. However with time and with time and over the several researches that have been conducted, there have also been a number of different views and suggestions that have been developed by White, 1959. White proposed that people are more driven by the competent and effectiveness of their skills.

Talent Management In Abu Dhabi Aircraft Technologies (ADAT) Dissertation

Talent Management In Abu Dhabi Aircraft Technologies (ADAT) - Dissertation Example The research found that ADAT uses Talent Management, but the process is in a nascent stage where the understanding and awareness about it is extremely low, especially among the interviewed employees. ADAT has introduced several initiatives toward Talent Management which included developing the Centre of Excellence for Recruitment and Oracle Performance Management, but the organization appears to lack in an integrated and streamlined approach toward Talent Management. Moreover, the focus of the organization was revealed to be on recruiting external talent for its critical positions, which in turn led to employee dissatisfaction and demotivation – thus defeating the very purpose of Talent Management. The research recommends that ADAT develop a comprehensive framework for Talent Management that takes into account organizational structure and job positions, business goals and future prospects, and employee relations into account. Table of Contents Chapter 1: Introduction I.1 Backg round and Research Overview 1.2 Research Questions 1.3 Research Methods 1.4 Research Significance 1.5 Dissertation Outline 1.6 Conclusions Chapter 2: Literature Review 2.1 Introduction 2.2 Definition and Overview of Talent Management/Human Capital Management 2.3 Advantages and Disadvantages of Talent Management 2.4 Talent Management Models 2.5 Factors influencing Talent Management 2.6 Best Practices related to Talent Management 2.7 Challenges in Talent Management 2.8 Technical Talent Management and Airlines Industry 2.9 Future Outlook and Conclusion Chapter 3: Research Methodology 3.1 Introduction 3.2 Research Philosophy 3.3 Research Approach - Inductive 3.4 Research Methods - Qualitative 3.5 Research Design 3.5.1 Sampling 3.5.2 Data Collection Method 3.5.3 Data Collection Instrument 3.5.4 Method of Data Analysis 3.6 Reliability and Validity 3.7 Ethical Considerations 3.8 Conclusions Chapter 4: Findings and Analysis 4.1 Introduction 4.2 Findings and Discussion 4.3 Conclusions Chapte r 5: Conclusions and Discussions 5.1 Introduction 5.2 Summary of Findings 5.3 Recommendations 5.4 Limitations and Recommendations for Future Research List of Figures and Tables Figure 1: Basic Model of Source: Chaudhry, 2006 Figure 2: Factors Involved in Talent Management Figure: 3: High impact Talent Management Figure 4: Competency Model of Talent Management Figure 5: Talent Management Blueprint Figure 6: Types of staff involved in talent management activities, CIPD, 2006 Table 1: Management’s Perception of Performance and Potential Table 2: Employee Perception of Talent Table 3: Talent Management Program at ADAT Table 4: Employee Awareness of Career Progression at ADAT Table 5: Success Factors for Effective Talent Management Table 6: Effective Assessment of Talent Management Table 7: Current Status of Talent Management at ADAT Table 8: Challenges Faced by ADAT in TM implementation Table 9: Employees’ Perception of Talent Management List of Appendices Appendix A: Rese arch Questionnaire References Chapter 1: Introduction I.1 Introduction This chapter provides an overview of the research and its background and develops the research questions. It discusses the research methods used to achieve the