The Diversity of RC Vehicles For Your Collection

There are perhaps two categories of rc vehicle: toy rc vehicles and hobby rc vehicles. Both are simply scale models of 'real-world' vehicles that are either electrically powered (EP) or nitro gas powered (NP / NGP). Most of the rc toy variety is EP, fueled by a rechargeable battery pack, whereas the rc hobby range can be EP or NP. Both categories are motorized and most are operated remotely using a wireless, hand held controller.

Toy RC Vehicles
These usually come readily assembled and are therefore 'ready to run' (RTR), straight out of the box. They are manufactured in large quantities and available in many retail outlets, both in store and online. However, they do not have the same appeal as hobby vehicles since they lack the obvious functionality and customization that the hobby vehicles possess. Nonetheless, they are still a great introduction for children and budding rc enthusiasts that are just starting out on their exciting rc hobby journey.

Hobby RC Vehicles
Hobby-grade vehicles are those usually bought at hobby retailers. These automobiles can be acquired as RTR, to completely disassembled kits requiring construction time and effort, before they are deployable. They are often upgradeable, customizable, have many more features than toy-grade, and are used in professional RC racing and other competitions. This range may be electric or nitro-powered.

The RC Vehicle Range
There is an rc automobile equivalent of most, if not all, 'real life / real world' vehicles. The following lists provide a summary of their diversity:

Land rc automobile include rc street cars and rc racers, buggies, jeeps and trucks, tanks, motorbikes and even rc robotics such as robo-dogs and robo-aliens.

Aquatic rc automobile include sailing boats, racing boats, cruise liners and other ships, hovercraft (that also run on land) and even submarines.

Aerial rc automobile include helicopters, alien craft / UFOs and even motorized balloons.

Focussing on the land-based rc automobiles now, here is a rundown of maybe the five 'neatest' rc cars on the market today, according to a review courtesy of bit-tech.

Fastest RC Car On The Planet (source: CastleCreations)
Schumacher Mi3.5 Streamliner – the world record is credited to Nic Case, with his rc vehicle exceeding a blistering 160 miles per hour. This surpassed Nic's previous world record, won three years ago with his 'Orange Bullet' rc car. No surprises then, to read that Nic has set himself a challenge to break the 200 miles per hour barrier.

Amphibious RC Tank (source: ThinkGeek)
This rc vehicle is impressive. It is an all-terrain craft that runs on Wheels over the most challenging of landscapes, or with its wheels off the ground when in amphibious mode.

Wall Climbing RC Car (source: AirHogs)
A lightweight and small rc vehicle, which belies its form with function, that is, its amazing ability to behave like Spiderman (the Spidercar?). It is akin to an anti-hovercraft in its modus operandus, in that it grips itself to walls and ceilings with its fan-driven suction power. Even the accompanying high decibel level still does not detract from its coolness factor.

Hydro Car (source: ScienceMuseumShop)
An rc vehicle that is hydrogen-powered, oh yes! Think back to your science classes at school, and you may remember that you can split water into its constituent elements, hydrogen and oxygen. The Hydro Car tops up its energy levels from this essential planetary resource (water) in a 'green' refueling station that is powered by the sun. There is still a downside – unfortunately, you cannot discard your regular batteries because they are still necessary for powering the remote!

Internet Controlled Car (Source: JBProjects)
This rc vehicle is Wi-Fi powered! It is kitted out with a Panasonic web camera that sends its signal to a remote laptop computer sporting a Linksys WRT54GL Router. The operating range is a satisfying 500 meters and more. The rc car can be of your own choosing, but the car featured is a very cheap buggy that was rebuilt specially for the desired functionality. However, the designer of the Internet Controlled Car has provided stepwise guidelines on its construction, allowing you the satisfaction of fashioning one yourself.

To wrap up, you can see that rc vehicles are always evolving and their range expanding. With such a diverse selection to choose from nowadays, you will never run out of rc vehicles to add to your collection.

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Employee Motivation Management – Part I: The Turnover Phenomenon of Pay

In the 16 years of management experience I have obtained, I continually have heard that employee turnover is due to pay and benefits. Turnover essentially becomes an accepted industry phenomenon where efforts to improve employee retention become stagnant. After all, if the only turnover cause you perceive to have is ‘pay’ while financial and budgetary constraints mandate pay is unable to be changed, why should one even try to address a problem to which you have no control?

Some of you reading this know that pay has been discovered and identified as a minimal cause of turnover (typically <10%). Instead, leading observational research has identified development, leadership and management individuals as the leading causing of turnover.

It is from this point that I seek to encourage you to take a second look at the turnover you experience in your workplace and teams. In doing so, I’ll be covering motivation factors, costs of turnover, external position compression and the reality of current research associated with turnover causes.

Motivation factors

First, it is most important to first understand the motivation factors among employees and how those factors interact. Outlined below are motivation (intrinsic) factors and hygiene (extrinsic factors). It is important to note that ‘pay’ is an extrinsic factor. Extrinsic factors are those where the absence of extrinsic factors contributes to dissatisfaction, though the presences of such factors do not necessarily result in increased job satisfaction. One could thus argue, if satisfactory pay is not in place, the absence will ‘contribute to dissatisfaction’.

Next, what is associated with ‘pay’ among your team? This is the key to developing equilibrium within your workforce. If the workforce is largely extrinsically motivated, they are likely also motivated by status, job security, peer relationships and supervisor relationships. By improving the presence of extrinsic motivation factors, a balance among extrinsically motivated employees begins to take shape. Subtle alterations to the presence of relationships, evaluating job status equality/inequality and communications of job security can improve the ‘presence’ of factors that do not necessarily lead to satisfaction, but reduce dissatisfaction through factoral presence.

Now, what about a blended motivation? Or what about a workforce that is intrinsically motivated though pay is actually a key motivation factor? Again, it is important to understand the dynamics of your workforce. However, if a team is intrinsically motivated and de-motivated by pay, exploration of extrinsic off-setting factors (status, relationships, etc.) to improve presence may place a balance in the motivational dynamics. Further, intrinsic factors are those that, when present, have a positive satisfaction influence among employees. If a leader can increase the presence and quality of intrinsic factors, a counterbalance against extrinsic factors naturally begins to take shape. Remember, ‘pay’ is one of an endless list of turnover causes and a bottom factor among the top 10 most recognized factors.

All of this being said – the approach of motivation is based in two approaches: (1) what motivates your team, and (2) what factoral presence does the environment possess? Every workforce, micro-culture and demographic drives variation.

In the next article I will explore the costs and compression associated with turnover related to pay motivation factors.

Motivation and Intrinsic Motivation Factors

– Achievement

– Task completion, early completion

– Recognition

– Benefits of performance, monetary or non-monetary

– The Work Itself

– Essence of work performed contributing, and contributable to contentment

– Responsibility

– Autonomy to perform a task, individual terms in making a decision as to how work is carried out

– Advancement

– Increased responsibility, status and financial benefits

– Growth

– Opportunity to learn new skills

Hygiene and Extrinsic Motivation Factors

– Company Policies

– Transparency of policies easy to understand and follow

– Supervision

– Supervisor style and approach (i.e., participative, democratic, etc.)

– Relationship with Supervisor

– Superior influence, trust and consistency

– Relationship with Peers

– Peer influence and connection

– Working Conditions

– Working environment, surroundings, quality of equipment, working hours and physical environment (health and comfort)

– Salary

– Earnings and the influence of monetary form against one’s effort

– Status

– Respect socially driven by career, role and/or position

– Security

– The degree to which the organization is able to offer consistent careers for employees

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Instrumental Vs Integrative Motivation

I first learned about instrumental and integrative motivation when I was an English teacher, many years ago. The concept was first established by Gardner and Lambert in 1972 to explain why some students acquire a second language faster and better than others. Today I want to explain how that same concept applies to companies and performance and clearly explains evolution and sustainability. There are many other classifications of motivation one could use for companies, but I think this simple dichotomy is easy to use and very revealing.

Motivation is part of the Personal Sphere of a human being. The nature of a person's motivation can not be changed by anybody but that person because it is rooted in the person's belief system. We all have our own type of motivation and nobody can change it unless we each decide to change it ourselves. A good manager will be able to identify the type of motivation his or her subordinates have and will combine their skills based on the company needs at all times. Neglecting to do so will have a very negative and serious impact on the company's overall performance and development.

Instrumental motivation refers to the one that drives human beings to reach goals and objectives. Integrative motivation is the one that employees feel when they want to be part of the company and thrive with it. Although every human being has a bit of both, one is usually more important than the other and guides the person's actions. Human beings whose main motivation is instrumental will be completely task-oriented whereas those with integrative motivation will be more company-oriented.

Both types of motivation are necessary for companies to survive. If only instrumental motivation existed, employees would just seek objectives without considering the overall good of the company or its long-term survival. We often see this happening in companies that fail; They reach amazing goals but lack the solid foundations on which to stand after their very fast growth. On the other hand, when only integrative motivation exists, companies survive but barely ever reach great levels of success.

Each type of motivation entails a different set of characteristics. Let me try and summarize the most important ones:

Instrumental motivation:

  • task or goal-oriented, this type of motivation mainly focuses on expanding, reaching and growing
  • Always looks ahead and outside
  • those whose motivation is mainly instrumental will set and pursue goals and objectives more than anything else.
  • routine will be their number one enemy, destroying their drive and desire
  • the perfect driving force when looking to expand, grow or disseminate
  • A must in entrepreneurs and visionaries. No company can grow without it.

Integrative motivation:

  • the motivation of permanence and stability
  • Always looks inside
  • those whose motivation is mainly integrative will strengthen the company values ​​and philosophy and will seek every opportunity to create greater internal cohesion and team spirit.
  • risk will be their number one enemy, paralyzing them
  • the perfect force when stabilizing a new company or in situations of crisis
  • Basic in departments seeking to consolidate the company: human resources, accounting, and so on.

Companies need different mixtures of both types of motivation, depending on their level of development, growth and market situation. A good CEO or owner will make sure that their companies hire professionals with the right type of motivation depending on the tasks to be performed. Different realities will require different combinations. Once a stage is reached, a new combination might be required. That's why motivation is never fixed. Thriving companies know this and seek the right type for their moves.

Good managers also know that different types of motivation play different roles and will promote their employees also based on the company needs. So, if growth and expansion is needed, instrumentally-motivated individuals will be promoted to leading roles. When consolidation and stability are required, though, those promoted will be the ones with integrative motivations.

Understanding motivation in human beings is part of humanology. Humanology thus helps companies understand their own elements and components better. When those in higher positions contemplate their work from the point of view of humanology, things become clearer and make better sense.

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Motivation in the 21st Century

Throughout history, one important aspect of all facets of education (including music) revolve around the ways that a teacher helps to motivate their students. A teacher can be most-effective when the student trusts in the teacher. This relationship between teacher and student creates the natural love of learning that is nurtured by the teacher and is grown by the student. An important way that a good teacher helps to continue nurturing this love of learning is by accessing various types of motivation to give the student goals that they can achieve. In the field of education, there are two important types of motivation: intrinsic motivation and extrinsic motivation.

By definition, extrinsic motivation is the type by which the teacher includes objects, rewards, and other “prizes” that are offered to the student for a “job well done”. The effect is this: the student works for the reward and receives the reward all within a short period of time. As such, extrinsic motivations are organized, worked for and achieved all within a short period of time. As soon as one series of extrinsic motivation triggers are completed, another set must be created and distributed by the teacher. An example of such extrinsic motivation would be the use of stickers to offer to students as a reward for their progress or conduct in class. The reward is given when the various tasks associated with the sticker are completed; the next task that warrants an additional sticker is provided to reset the previous task. As such, the motivational circle continues.

On the other hand, intrinsic motivation, by definition, offers the student internal rewards for a job well done through the actions that the student presents to the teacher. Essentially, by working hard or completing a task and thus receiving a strong sense of accomplishment for completing such a task in a successful fashion, the student not only receives accolades from the teacher, they also feel good for completing the tasks. There are no outward rewards, as is the case with extrinsic motivation. Instead, the motivation comes to the student through the feeling of accomplishment that comes with the completion of each task they set out to complete. This sense of accomplishment is the internal reward that nourishes the natural internal desire to learn that is within each student.

A good teacher is able to juggle both of these types of motivation. In the setting of the private music lesson, the teacher has the opportunity to get to know the student well enough in order to decide what tactics to use to help encourage continuous motivation. With the advent of various technological tools, the task for helping to motivate students has become increasingly easier.

In a series of surveys that were published in 2013 and 2014, facts were provided which stated that over 1-in-4 children under the age of 8 know how to use a computer, tablet, or smart phone. In the same study, it was calculated that 1-in-3 children between the ages of 9-13 had mastered the use of such technologies that they could confidently teach an adult to troubleshoot problems. Children that used technology for educational purposes in the home had a greater sense of problem solving skills and a higher ability to complete tasks when a reward was provided (such as the collection of points, completion of a level of a game, or the completion of the game itself). This use of extrinsic motivation to offer reward for the completion of tasks allows the student to have fun while completing the task at hand.

For all of us that have studied music as children, currently have children studying music, or teach music, we know that the challenge that we all face is this: learning a musical skill takes a lot of effort and time to succeed. The proper amount of time to master skills associated within music take many years. Many masters of performance art such as professional musicians, singers, record artists and recording engineers will all agree to this fact. All individuals of the same pedigree will also agree that at one point along the way, at least one teacher inspired them to thrive in their musical studies. This teacher, usually known and remembered by name, created the spark for musical growth that creates a life-long love of learning. This is strong proof to argue that intrinsic motivation is the powerful resource to help nurture life-long success.

There are many interesting tools that a music teacher can use including various apps on a series of topics including music theory, music history, ear training and recording techniques. In addition, there are many programs such as YouTube, Garage Band, Ever Note, among others. Each of these tools offer a cornucopia of options for any music teacher and music student to create a fun environment to increase motivation. No longer do students have to sit at their instrument and only have books as their primary resource to learning. By using the many multitudes of tools available, teachers have the option to create a personalized studio that fits the needs of many of learning environments. This allows the student to enter a world of vast possibilities that were not available 15 years ago.

The trick for every teacher is to create be willing to embrace this new generation of technological advancement while nurturing intrinsic motivation in an extrinsically motivated environment. In conclusion, there are many tools available to all music teachers, parents, and students in this new generation of technology within the 21st century. It is important to observe that these tools as mentioned will help encourage everyone to have fun while enjoying their musical studies yet these tools are not only secrets to success. The teacher must know how to motivate students to “keep going” through the successes and challenges that naturally come to all music students. The mixture of extrinsic and intrinsic motivational triggers will help to create the next generation of musicians, music enthusiasts and music appreciators. This is the main goal that will help keep music alive and thriving for the next generation and beyond.

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Employee Motivation – 10 Tips to Boost Job Performance

Increase Employee Performance by Harnessing the Power of Motivation

Employee motivation and productivity can be enhanced and improved by creating a work environment that maximizes the factors that affect performance. These factors are simple to understand, easy to measure, and can add tremendous value to any organization that is willing to implement them. Use these 10 tips to make sure that your employees are energized and inspired to produce the best results possible.

1. Interesting Work

Intrinsic motivation comes from the shear joy and pleasure of doing a task. When you read a great book, no one has to pay for each page you read. It is a pleasure to learn how the story unfolds and watch the plot develop. It is the same way with employee motivation. To maximize employee performance, find out what employees like about their jobs and then try to add more tasks that align with their own natural interests and talents.

2. Appreciation & Recognition

William James said, “The deepest desire in human nature is to be appreciated.” It does not matter how much you pay someone, everyone want to know that their efforts are being seen and appreciated, especially by their manager. Don’t just send them a thank you e-mail – that just means you care enough to hit the “Enter” key. If you really want to thank someone buy them a real “Thank You” card and describe how their behavior and performance has added value to the team and organization. Make it a point to catch people doing things right and they will inevitably do things right more often.

3. Feeling Involved In the Work Process

Research shows that when people get to participate in creating a system or process, they are much more likely to follow it than one simply imposed upon them by an outside expert. Recognize that the people doing the job have the knowledge of how things can be done better, faster, and cheaper. If you want them to tell you, then make it easy for them to offer suggestions and reward employees who contribute ideas that add value to the bottom line.

4. Achievement

Napoleon once remarked, “It is amazing how willing men are to risk their lives for a little bit of tin and ribbon to wear upon their chest.” Awards and prizes can serve as a great motivator to harness the power of healthy competition. It is always better to use rewards that are meaningful and inspiring. When an employee exceeds your expectations, then make sure you recognize their achievement. On the day someone retires, they will pack up these awards and prizes to serve as fond reminders of a wonderful career.

5. Job Security

If everybody had what it takes to be an entrepreneur, then there would be no General Electric or Toyota and we would all be buying products from artisans and craftworkers. Thankfully, many people prefer to be part of a large organization and can be more productive when they get to focus on doing their job instead of worrying about developing a business plan or marketing strategy. Telling people that they are lucky to have a job creates an atmosphere of fear and worry that decreases job performance. Instead, tell your employees that the company is lucky to have such a skilled and committed workforce and people will take pride in their work and their company.

6. Increased Responsibility

We all know that some employees lack ambition and have no desire to advance on the job, but the vast majority of workers want a chance to take on more responsibility and add more value to the organization. Always be aware of opportunities for training that will equip your employees with the skills and tools they will need to advance in their career. Always try to fill open positions with internal applicants before looking for an outside candidate. This will create a culture of career development and preserve institutional memory and organizational knowledge so that it can be transferred to rising employees as they advance in their own career.

7. Good Wages

Robert Bosch, founder of the world’s largest automobile parts supplier, said, “I do not pay good wages because I have a lot of money; I have a lot of money because I pay good wages.” If you want motivated, high productive employees you have to pay such people according to their ability and performance. Good employees are motivated by more than just good wages, but never allow low wages to be the wedge a competitor can use to steal away your best people.

8. Good Working Conditions

If you want to get the most out of people you need to create an environment that facilitates success. At the minimum, you must offer a safe, clean, and sanitary work site. To get the most out of employees, help them take pride in their workspace, even if it is only a cubicle or workstation. Allow people to personalize their own work sites with photos or small trinkets so they will feel like they have a place that belongs solely to them.

9. Being Part of a Team

Being part of a dysfunctional team is an emotionally draining experience that results in low morale, low productivity, and high turnover. The great coach, Vince Lombardi, once remarked, “Individual commitment to a group effort — that is what makes a team work, a company work, a society work, a civilization work.” We are all social beings and we all want to be part of a healthy team where we can give and receive support, help, and encouragement. Organizations can harness this natural human desire by aligning employee efforts to achieve goals that are mutually beneficial to both the organization and its employees.

10. Help with Personal Problems

How many times have you heard about a bad boss who told their employees to leave their problems at the door so they could focus on their job? Unfortunately, they probably left their motivation and productivity at the door as well. Smart managers know that it is not their job to be a counselor or therapist, but it is there job to recognize when one of their employees is having personal problems that are affecting their job performance. They need to have open lines of honest communication so that employees can feel encouraged to ask for help and then be directed to their Human Resources Department or their Employee Assistance Programs.

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Motivation Defined

Motivation is a call to action. Motivation inspires change, movement, and focus; it is what makes the world turn. The Art of Motivation is a must for Master Persuaders. How do you motivate in such a way that prompts people to take the actions you want them to take? How can you plant the seeds to encourage motivation? As a persuader, one of the keys to success is to motivate yourself and others. We have all had days when we did not feel like doing the things we knew we needed to do. It is useless to persuade and have others agree with your point of view if you can’t get them to take action.

Martin Luther King said, “If a man hasn’t discovered something that he will die for, he isn’t fit to live.” In order to successfully motivate someone – or, to get him or her to internalize the motivation – you have to create a deep hunger or thirst. It has been said you can bring a horse to water, but you can’t make him drink. That’s true. But let it be known that you can give that horse salt and create such a thirst that the horse must have water. As a master motivator, you are giving salt to your prospects. You are striving to create such a thirst in other people that they can’t wait to act.

You will find people tend to get motivated for the short term, lose steam, and then fall back into the rut they were trying to pull themselves out of in the first place. As a persuader and motivator, you have to understand what pulls people from action to inaction. What causes us to lose excitement, vision, and energy? When you notice your prospects are losing their motivation, these are the reasons why:

  • The desire to gain
  • The desire to avoid loss
  • To make money
  • To avoid criticism
  • To save time
  • To avoid loss of possessions
  • To avoid effort
  • To avoid physical pain
  • To achieve comfort
  • To avoid loss of reputation
  • To have health
  • To avoid loss of money
  • To be popular
  • To avoid trouble
  • The desire to gain (cont,)
  • To experience pleasure
  • To be clean
  • To be praised
  • To be in style
  • To gratify curiosity
  • To satisfy an appetite
  • To have beautiful possessions
  • To be an individual
  • To emulate others
  • To take advantage of opportunities

You can’t change a habit unless you replace it with another one. The same is true for motivation. You can’t change how someone is motivated unless you replace the undesirable motivation with a desirable one. You have to understand whether your prospect’s motivation is a positive motivation or a destructive motivation.

Once inspiration is identified, build on that inspiration until you create an intense hunger. This means that you get your prospects to take responsibility for their own lives. Get them to set new goals or review their existing goals and their reasons for setting them. Another way to stoke the fires is to find somebody who shares that same passion.

Since Maslow introduced the concept of needs, countless motivational theories have been brought to light. Avid McClelland proposed that we learn three things that motivate us as we go through life: achievement, affiliation, and power. John C. Mowen used the three “R’s” of motivation: reward, recognition, and reinforcement. Bob Stone suggested that people respond either to “gain something they do not have or to avoid losing something they now possess.” He created this list of basic human wants to explain his theory. In his book The Hidden Persuaders, Vance Packard identifies eight hidden needs that motivate people into action:

1. Need for emotional security: We live in uncertain times. Terrorism lurks, the happenings on Wall Street are shaky, we are surrounded by illness and disease, etc. We need safety, comfort, and stability in our lives.

2. Need to feel self-worth: Much of today’s society is cold, competitive, and uncaring. We want to experience a place in the world where we know we’ve made a difference.

3. Need for ego-gratification: We want recognition and praise. We all want to feel important.

4. Need for creativity: We feel more satisfaction and fulfillment when we can work creatively through hobbies, sports, and other forms of recreation.

5. Need for love foci: Life is richer when we have someone to share our love with, for example friends, children, grandchildren, a spouse, or pets.

6. Need for control: We need to feel a sense that we have some control or power over our environment, our surroundings, or our conditions.

7. Need to belong: We want to feel that we are an integral part of the world and that we are important to people whom we love, respect, or admire.

8. Need for immortality: We fear dying or being forgotten. We buy life insurance because we want to leave something behind.

Motivation starts with vision. People need to believe they will succeed in what you are motivating them to do. No one likes to lose. No one wants to lose. No one wants to be associated with losers. So, instill in your listener or audience a vision of winning. Thinking we can win and seeing the win in our mind’s eye stirs our internal motivation. When we help others think of past victories or instill the vision of victory in them, we can motivate them to take action. Olympic coach Charles Garfield states that the highest performers are driven by a sense of mission.

Learning how to persuade and influence will make the difference between hoping for a better income and having a better income. Beware of the common mistakes presenters and persuaders commit that cause them to lose the deal.

Master Persuaders present a winning package. When people sense victory or accomplishment, they will make sacrifices and become energized. They will find a way to succeed and win. If they sense defeat, they’ll exert little personal effort, come up with lots of excuses, and exhibit lack of energy for the cause.

Motivation is true art. When you understand the Laws of Persuasion not only will you be able to motivate, but you will also have earned the right to motivate.

Conclusion

Persuasion is the missing puzzle piece that will crack the code to dramatically increase your income, improve your relationships, and help you get what you want, when you want, and win friends for life. Ask yourself how much money and income you have lost because of your inability to persuade and influence. Think about it. Sure you’ve seen some success, but think of the times you couldn’t get it done. Has there ever been a time when you did not get your point across? Were you unable to convince someone to do something? Have you reached your full potential? Are you able to motivate yourself and others to achieve more and accomplish their goals? What about your relationships? Imagine being able to overcome objections before they happen, know what your prospect is thinking and feeling, feel more confident in your ability to persuade. Professional success, personal happiness, leadership potential, and income depend on the ability to persuade, influence, and motivate others.

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Definition of Motivation

The definition of motivation is to give reason, incentive, enthusiasm, or interest that causes a specific action or certain behavior. Motivation is present in every life function. Simple acts such as eating are motivated by hunger. Education is motivated by desire for knowledge. Motivators can be anything from reward to coercion.

There are two main kinds of motivation: intrinsic and extrinsic. Intrinsic motivation is internal. It occurs when people are compelled to do something out of pleasure, importance, or desire. Extrinsic motivation occurs when external factors compel the person to do something. However, there are many theories and labels that serve as sub tittles to the definition of motivation. For example: “I will give you a candy bar if you clean your room.” This is an example of reward motivation.

A common place that we see the need to apply motivation, is in the work place. In the work force, we can see motivation play a key role in leadership success. A person unable to grasp motivation and apply it, will not become or stay a leader. It is critical that anyone seeking to lead or motivate understand “Howletts Hierarchy of Work Motivators.”

Salary, benefits, working conditions, supervision, policy, safety, security, affiliation, and relationships are all externally motivated needs. These are the first three levels of “Howletts Hierarchy” When these needs are achieved, the person moves up to level four and then five. However, if levels one through three are not met, the person becomes dissatisfied with their job. When satisfaction is not found, the person becomes less productive and eventually quits or is fired. Achievement, advancement, recognition, growth, responsibility, and job nature are internal motivators. These are the last two levels of “Howletts Hierarchy.” They occur when the person motivates themselves (after external motivation needs are met.) An employer or leader that meets the needs on the “Howletts Hierarchy” will see motivated employees and see productivity increase. Understanding the definition of motivation, and then applying it, is one of the most prevalent challenges facing employers and supervisors. Companies often spend thousands of dollars each year hiring outside firms just to give motivation seminars.

Another place motivation plays a key role is in education. A teacher that implements motivational techniques will see an increased participation, effort, and higher grades. Part of the teachers job is to provide an environment that is motivationally charged. This environment accounts for students who lack their own internal motivation. One of the first places people begin to set goals for themselves is in school. Ask any adult: “What is the main thing that motivates you.” Their answer will most likely be goals. Even the simplest things in life are the result of goal setting. A person may say, “I want to save 300.00 for a new T.V.” Well, that is a goal. School is where we are most likely to learn the correlation between goals, and the definition of motivation. That correlation is what breeds success.

So, as you can see, motivation is what propels life. It plays a major role in nearly everything we do. Without motivation, we would simply not care about outcomes, means, accomplishment, education, success, failure, employment, etc.. Then, what would be the point?

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When Is It Too Late For Automobile Window Repair?

Car windows and windshields tend to be prone to break such as chips or scratches due to its exposure to various temperature, wind pressure, and pebbles that accidentally gets cast at the automobile. That’s the reason exactly why, automobile owners are particularly cautious with regards to their auto windows and windshields given that having them fixed or swapped out can cost them a couple of hundred dollars. However, accidents cannot be stopped sometimes. It will eventually find its way to you and all you can do is only hope that it does minimum damage.

When this occurs, the most typical question that we hear from the one who owns the car is whether or not they should get a car window repair or to get an autoglass replacement. These two things tend to be different from one another. For one, automobile glass repair is definitely cheaper and it can be achieved faster too. Auto glass repair is conducted by inserting a glass resin that may work as glue that will keep the glass together. Nonetheless it has its limitations and not all damages in car glass can be mended through this strategy.

As soon as your auto’s windows and windshield has minimum impairment, then the auto glass repair may work. When I say minimal damage, I mean just a little scratch or cracks which tend to be under four inches. More than that, then you’d really need it replaced. Now, unless you get into some serious vehicular accident, cracks on the windows tend to be often just a few inches in length. Nevertheless we seldom notice it till it deteriorate. By the time we note the damage, it is usually too late for a repair.

Though the vehicle glass utilized for your windshield and car windows are tough, we all must not forget which they can still break. To hinder them from being replaced too frequently, the secret’s to be alert and regular checks on them. You don’t need a professional to do that, you can do this on your own, in your garage (as long as there’s correct lighting ) or in the outdoors on a bright bright day. These checks will help you in finding cracks which aren’t too serious yet.

If the damage is too dreadful, then there’s no choice but for you to have it replaced. Waiting for it to deteriorate is not a good idea because you won’t ever know when you get into further accident. The car’s windscreen and car windows is for your protection, if you around while they’re damaged, then you are not correctly protected and is more prone to wounds.

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Tips and Strategies for Safety on Motorcycles

Many people have chosen motorcycles instead of automobiles for transportation. Although these vehicles can be fun to ride and economical to maintain, there are important factors to consider when driving them. Explore tips and strategies for staying safe if you choose to ride one.

Injury and Fatality Data

Only about two percent of the total number of registered vehicles in the United States are motorcycles. However, these vehicles represent about five percent of all highway fatalities that occur each year in this country. The disparity between these two percentages illustrates the high number of people killed when they choose this type of transportation. In a motorcycle accident, about 80 percent of the time, the rider is either injured or killed. With an automobile accident, occupants of the car are only injured or killed about 20 percent of the time.

Comparison of Vehicles

The reason for the high number of incidences resulting in both injury and death with motorcycles is mainly due to the lack of protection. With a car, people have the heavy structure of the vehicle around them. The roof and door beams protect in the event of a rollover or impact. Automobile restraints and airbags also offer important protection from injury and death in accidents. Cars are also much heavier and bulkier. The stability of four wheels is a vast improvement over two wheels. It’s also more difficult to see motorcycles on the road due to their smaller size. This difficulty means that sometimes other drivers simply don’t see a motorcycle, which can contribute to serious accidents.

Agility Factor

While these vehicles do have some serious safety issues, there are some positive factors. A person riding a motorcycle has better maneuverability and agility on the road. This driver can often stop faster and swerve to avoid obstacles. While these are important benefits, they do not completely offset the negative safety issues.

Staying Safe

– Before choosing this two-wheeled form of transportation, a rider should take and complete a training course that teaches skills and safety. At the end of the course, the student should pass a test to certify the skills.

– When riding, it is best to remain constantly vigilant for dangers. Defensive driving is an important tactic. Try to anticipate what other drivers may do. Along with staying alert, assume that other drivers will not see you.

– Use extreme caution at intersections. Intersections present serious dangers, and they are the location where most accidents occur for motorcycles.

– Remaining visible is one of the most important goals. Never ride in another vehicle’s blind spot.

– Avoid riding in inclement weather due to obstacles and slippery surfaces. A lack of windshield wipers can reduce your ability to see.

– Ride with a helmet, eye protection, and appropriate clothing. Long pants, a jacket, and gloves can help reduce the severity of injuries.

– Never ride when under the influence of alcohol or drugs.

An awareness of potential issues can help increase overall safety. Follow recommendations for riding to avoid accidents and injuries.

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A History of Excalibur Cars

The History of Excalibur Cars

The Excalibur car is a beautiful example of a retro classic vehicle featuring an inspired design based on the 1920’s Mercedes Benz SS with a little modern engineering and American flair. The result is a little ostentatious and an unlikely weekday runabout however the vehicle has found itself a niche within the outer limits of luxury limousines. The car has gained a cult following world wide as a wedding car in white or the perfect vessel for anyone who wants to make a splash!

Automobile designer, Brook Steven’s was fascinated by the classic era of automotive design. This passion was what fueled his Gatsby-esque creations and eventually lead the design of the what would later become the Excalibur as a concept car for Studebaker in 1963. The concept car was exhibited at several car shows in the US and turned a lot of heads. The fuss about this unique car soon turned into orders from wealthy patrons around the world and so the Excalibur was born. The Excalibur was factory built and underwent several major revisions in its early years which greatly improved performance and reliability especially with regards to the chassis that was required for such a long automobile – eventually acquired from General Motors. Each year the Excalibur factory only made about sixty to eighty vehicles which has added to their rarity and collectibility today. The cars most commonly ordered and produced were the 2-door Roadster however Excalibur also made a 4-door saloon the ‘Phaeton’ which has become a very successful luxury car, used in films such as 101 Dalmatians and as the flagship of the limo fleet for Caesar’s Palace in Las Vegas.

After a run of only 3200 cars the company finally ceased production in 1990, having finally achieved perfection in the Series V Excalibur, the most luxurious yet. The company still runs in a limited capacity supplying parts, manuals and information to the contemporary owners of Excalibur cars.

The good news is that the current owner of the Excalibur Cars factory has not ruled out the possibility of a new line of cars. In fact as recently as 2011 there has been talk of a modernised Excalibur of similar design. These plans are subject to financial backing and for now the company is devoted to creating parts to keep the existing Excalibur’s on the road, even going as far as to plan renovation kits to replace what could be considered the dated and worn interior of some of the older models still in circulation.

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