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Definition of motivation
There are several definitions of motivation available to us; however, the simplest and most useful in the context of this unit is the dictionary meaning that defines motivation as an inner drive or impulse that causes an individual to act.

We attribute human behaviour to a number of cognitive processes usually referred to as thinking, problem solving and information processing all these events take place internally and are not directly observable. In the literature psychologists usually define motivation as an internal force that initiates, regulates and sustains behaviour toward a goal.

Why is motivation important?
The successful outcome of any venture is grounded in the drive and motivation of the individual or group. In other words, an activity that is assumed to be intentional and voluntary has a purpose or is goal directed. The concept of motivation is key to the continuous attainment or desired expectancies or outcomes. This concept implies that a certain amount of energy is required to activate or ignite you to perform an appropriate behaviour. It is vital that you comprehend its importance to your persistence over time so your efforts to succeed can occur in spite of obstacles or setbacks. As you achieve each of your goals, you may decide to change direction or set your sights on loftier, but not always attainable, goals, so that there is always some goal to strive toward. Bear in mind that what motivates some individuals may not work for all. Furthermore, it is said that motivation is selective, and does not activate equal responses from all of us.

How motivation affects your role?
You will discover that all of your service users possess a number of differences both socially and intellectually. Your task is to determine how best to accommodate these differences in your practice  while simultaneously maximising your ability to effect your service users. When service users observe a practitioner, they often acquire new patterns of behaviour. These behaviours range from curiosity, enjoyment and alertness to disinterest and boredom.

Why such a broad range of behaviours?
One might deduce that the practitioner inability to motivate the service users, and hence sustain interest, is a major factor. The effectiveness of your role is determined in part by your  ability to help support the  efforts of others and build their self-esteem. This factor alone is highly motivating to the service user. Good relationships with your service users also promote motivation. Your effectiveness also increases when your service users like you as a person, respect you as a good care worker, and are convinced that you are prepared. With these characteristics they can instinctively sense your commitment to their growth and development.

There are many principles that can be employed to increase service users willingness and motivation:
-Set achievable  goals
-Get  feedback and points of view
-Listen actively to their questions and concerns
-Follow up