Heidi Grant Halvorson is a social psychologist, and Associate Director of Columbia's Motivation Science Center. Her research has focused on understanding why some people give up when their goals give them trouble, while others can rise to the challenge. She is the author of SUCCEED, NINE THINGS SUCCESSFUL PEOPLE DO DIFFERENTLY, FOCUS, and THE EIGHT MOTIVATIONAL CHALLENGES. Through her books, articles, and her blogs (99u, Harvard Business Review, Psychology Today, Fast Company), she hopes to help people understand that ANYONE can reach their goals, and give them the scientifically-tested strategies they need to succeed.
In addition to her work as author and co-editor of the highly-regarded academic book The Psychology of Goals (Guilford, 2009), she has authored papers in her field's most prestigious journals, including the Journal of Personality and Social Psychology, Journal of Experimental Social Psychology, Personality and Social Psychology Bulletin, European Journal of Social Psychology, and Judgment and Decision Making. She has received grants from the National Science Foundation for her research on goals and achievement. She also serves on the Board of Advisors for Columbia University Business School's Motivation Science Center. Her work has been praised by Carol Dweck, Matthew Kelly, Dr. Edward Hallowell, and Peter Bregman, among many others.
Dr. Grant Halvorson is a member of the Association for Psychological Science, and the Society for Personality and Social Psychology, and was recently elected a Fellow of the Society for Experimental Social Psychology. She gives frequent invited addresses and speaks regularly at national conferences, and is available for speaking engagements and workshops, primarily in education and management. She received her PhD from Columbia University.
You can contact Heidi at heidi@heidigranthalvorson.com
Visit her website at www.heidigranthalvorson.com
0 有用 conge 2022-07-27 01:46:23
做过管理的人都知道,要想激励人,基本上就是两种方法:胡萝卜和大棒。一种是奖赏一种是惩罚。因为人类的行为动机基本上就是获取奖赏和避免惩罚。 但是究竟是惩罚有用还是奖赏效果好?这得看人。 本书的要点,就是指出人,按照动机的偏好,大致可以分为进取型(promotion focused)和防御型(prevention focused)。 进取型的人的行动理由,是积极的获取。满足他们的激励方式,是奖励,获... 做过管理的人都知道,要想激励人,基本上就是两种方法:胡萝卜和大棒。一种是奖赏一种是惩罚。因为人类的行为动机基本上就是获取奖赏和避免惩罚。 但是究竟是惩罚有用还是奖赏效果好?这得看人。 本书的要点,就是指出人,按照动机的偏好,大致可以分为进取型(promotion focused)和防御型(prevention focused)。 进取型的人的行动理由,是积极的获取。满足他们的激励方式,是奖励,获取好处,优点。 防御型的人更愿意因为避免犯错、损失、缺点、惩罚而采取行动。 对人进行激励时,最好满足和符合他们的激励偏好,从而获得更好的效果。 (展开)
0 有用 conge 2022-07-27 01:46:23
做过管理的人都知道,要想激励人,基本上就是两种方法:胡萝卜和大棒。一种是奖赏一种是惩罚。因为人类的行为动机基本上就是获取奖赏和避免惩罚。 但是究竟是惩罚有用还是奖赏效果好?这得看人。 本书的要点,就是指出人,按照动机的偏好,大致可以分为进取型(promotion focused)和防御型(prevention focused)。 进取型的人的行动理由,是积极的获取。满足他们的激励方式,是奖励,获... 做过管理的人都知道,要想激励人,基本上就是两种方法:胡萝卜和大棒。一种是奖赏一种是惩罚。因为人类的行为动机基本上就是获取奖赏和避免惩罚。 但是究竟是惩罚有用还是奖赏效果好?这得看人。 本书的要点,就是指出人,按照动机的偏好,大致可以分为进取型(promotion focused)和防御型(prevention focused)。 进取型的人的行动理由,是积极的获取。满足他们的激励方式,是奖励,获取好处,优点。 防御型的人更愿意因为避免犯错、损失、缺点、惩罚而采取行动。 对人进行激励时,最好满足和符合他们的激励偏好,从而获得更好的效果。 (展开)