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Three men are working on the construccionde a building. Someone who is an outsider goes to them and asks them what are you doing? The first, almost undeterred, responds: here am putting bricks the second, lifting the head and leaving aside for a moment your activity, he says: are building a third wall, proud of his work, says: build the Church my people what can comment history? What matters is not only respond to an activity, but the implication that can be performed. Here’s where comes into play the motivation, since incorporation and subsequent retention of people in the organizacionesdependera of many intangibles going more beyond what can be used in a normal professional relationship: salary, promotion, etc. Etymologically, the term motivation comes from the Latin word motus and had to see what that mobilized the subject to execute an activity. In popular language, a person is motivated when it takes something with illusion, surpassing the effort required to obtain it. Thus, we can define the motivacioncomo the psychological process by which someone arises as an objective, employs appropriate means and keeps the conduct in order to achieve this goal (Trechera, 2000).

Traditionally, this provision is often associated with internal factors, against everything that pulls or pushes the subject from the outside. Thus, distinction is made between: reason. Variable that drives us to action. incentive from inside the body. External factor that leads to the realization of a behavior. Both concepts presuppose different approaches in the explanation of the motivation. We highlight three approaches: 1. model of satisfaction of needs.

Insist on the internals like the action engines: instincts, impulses or the necesidades.2. the incentive model. It will focus on external variables: the incentives or the recompensas.3. ModelosCognitivos. The emphasis on the cognitive process from the individual to make the decision: comparison, expectations or goals.