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A habit of success requires the ability to recognize elements that destroy. The
man that makes $30,000 fears risk. The man who makes $1,000,000 accepts risk.
In the early stages, everyone in subtle ways fears risk and failure. Fears,
whatever they are, must be faced up too and dealt with. Fantasizing can help
accomplish this by creating a burning desire that is more powerful than fear.
Leaders, who demand control over others, are teaching them to fail and
ultimately themselves. It is easy to control people who accept the belief that
they are failures. In this situation, the motivation tool is reward and punishment.
The intent may be to motivate people to cooperate, but very often the results
remind people they are failures and many accept this as fact. Disciplinary action
means internal motivation has not worked and external motivation is reverted to.
In business, the long-term results could be deadly. Self-fulfilling prophecy takes
over.
MOTIVATING YOURSELF BY
MOTIVATING THE WORLD.
Never this word was so important in organization as it is on this XXI century. Motivation
drives to ideas, drives to communication and drives to “getting things done”. I’ve seen many
places ad many teams that it made a difference. It is better to have a motivated person that
knows only half of a really non motivated one. While the motivation of this person will take
her to do the extra mile, the non motivated will do less and try to drag others with them.
As a peer, team lead or manager it is important that you stick together. Be the point person,
try to address the issues and motivate others (and get motivated by them).
This attitude will bring your team close together and your ability to motivate others is often
recognized as a great virtue.
Complicated things usually fail in complicated ways. Start from the obvious although… the
saying usually prevails.
If it is complicated… explain it in a very simple way like if your audience is 5 years old but in
a rush.
Don’t be afraid of small projects and share small ideas. They sometimes are small but they
can mean something and become great ideas!
Please… when you have a simple project to implement do not make it hard to understand just
to ‘look good’. People buy it once but it wont look good a second time.
Ideas…ideas…ideas… They are the future of this business and don’t be afraid of your
creativity. Phrase it well and go for it!
EMPLOYEE
RETENTION.
To maintain a stable workforce, employers must actively engage
their employees in different retention activities. These can
range from customized compensation packages to the age-old
family picnic. Whatever the case, people need to feel wanted,
valued and appreciated. They want to do meaningful work and
have some say in how their jobs are designed, managed and
measured. And when these psychological needs are met, research
shows that they'll be more apt to stick around. It's up to you to
motivate them.
Employee retention strategies, in some shape or form, have been
a topic of interest for about as long as business itself, but
studying the psychological nuances of the issue began gaining
prominence in the early part of the 20 century as theorists
began linking motivation to meeting needs. Since dien, as
competition in the business world has intensified, motivation and
employee retention have been under the microscope ever since to
get a leg up on enhancing workforce support for key corporate
initiatives.
CONCLUSION??
Motivation management is a modern, practical approach that will be
useful to management trainers and trainees. Also, it will be a good guide
in solving motivation problems within an organization. In reality, it does
not add significantly to the theories of Pavlov, Maslow, McClelland,
Herzberg, and Vroom. It seems to borrow a little from each of their
works on motivation.