What Drives Motivation in the Modern Workplace?

Self-Motivation: The Desire to Succeed

It’s 6 in the morning. The alarm clock is buzzing, and you’re thinking to yourself, “What’s the point in getting up this early for work?” For some of us, the motivation is simply the desire to shut off the clock that is vibrating off the nightstand. But for others, it is truly self-motivation. It is an internal alarm clock that motivates a person to make the best of his or her day.

Certainly, everyone wants to succeed in the world. Everyone wants to have a purpose, to be at the top of the corporate ladder, or to be the best he or she can be in any given area. But why do some people succeed in doing these things, and others do not? The answer is: self-motivation.

There are several factors that contribute to self-motivation. They include:

-Self-esteem
-Desire to succeed
-Will power
-Mental stability
-Family
-Life goals
-Daily activities
-Daily pleasures

All of these factors will directly affect success in a career, in academics, in playing sports, and in marriage and parenting. Whether you desire the highest position possible at your job, or graduating with a 4.0 grade point average, you need self-motivation to do it. Self-motivation drives an athlete to score the winning soccer goal, just as it drives a parent to be a good role model for a child.

Along with the desire to succeed comes mental stability. Everyone has a bad day here and there; but what self-motivates a person to continue on with the bad day? The answer is mental stability. The mind is a great force. When you put your mind to accomplishing something, you will try your best to do it. As a result, your will power is tested. Being able to stay self-motivated and focused on what is important rather than “throwing in the towel” allows you to succeed in the end. Will power, mental stability, and the desire to succeed are all the result of self-motivation.

Another factor that drives self-motivation is the family unit. Family can self-motivate an individual to be successful. An individual – especially a working spouse – will crave the family’s pride and approval. The working spouse self-motivates himself or herself simply by worrying whether or not the family is taken care of financially. The working spouse will most likely want to earn a high paycheck, and in the end provide for the family. Children often idolize their parents and will mimic what they see their parents doing. In the end self-motivation is passed on from one generation to the next, as it is an important role in family affairs.

Lastly, self-motivation is driven by daily goals and basic daily routines such as losing weight or learning how to play a sport. The simple daily pleasure of waking up to see the sun shine, to hear the birds singing, or even listening to the rain are all pleasures which can self-motivate a person to get up in the morning.

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Motivate your team – Based on Maslow Pyramid needs (1)

The Psychology Of TASER Weapons, Stun Guns, Pepper Sprays and other Self Defense Products

How much would you like to achieve personal growth and fulfillment? How much do you think your self-esteem is worth? How much do you value your love and belongingness needs? And what does all that have to do with TASER weapons, stun guns, pepper sprays and self defense products in general?

A lot, actually. And I can definitively back that claim up.

According to Abraham Maslow (a chief proponent of the humanistic school of human behavior), each human being has a five-levels Hierarchy of Needs that motivates his/her behavior. How well you do in life will depend on whether or not you can successfully deal with the needs of each one of your lower, most dominant levels of the hierarchy, as you move up to satisfy the needs of the higher levels. The same process keeps going on, one level at a time, until the highest level possible is reached at and a healthy state of “self-actualization” (psychological wellbeing) is produced.

But what are those specific needs to be satisfied on each particular level of the hierarchy? And what does all that have to do with self defense products in general? Let’s take a quick look at each level of Maslow’s “pyramid of needs”, before we introduce self defense weapons into the whole psychology picture:

Level 5: “Self-Actualization” (Highest level)

Level 4: “Esteem & Self Esteem”

Level 3: “Love & Belonging”

Level 2: “Safety and Security”

Level 1: “Biological/Physiological Needs” (Lowest level)

As you can see, the lowest level of the hierarchy (Level 1) is that of “Biological/Physiological Needs”. Here you must satisfy your most basic human needs, including getting enough food, water, air, sleep, sex, etc. Many crimes are actually motivated by a failure to fulfill these needs through socially accepted channels (be ready to defend yourself with non lethal TASER devices, stun guns, pepper sprays and other reliable self defense products such as surveillance equipments).

Once the biological needs of this first level are met, the second level of Maslow’s Hierarchy (“Safety and Security”) comes into play, its specific needs again motivating your behavior until completely satisfied. This is precisely where self defense products fit into the whole psychological picture. Without these lawful self defense weapons, your “Safety and Security” needs might not be properly met, and your chances of fulfilling those important needs of the remaining next three levels (“Love & Belonging”, “Esteem & Self Esteem”, & “Self-Actualization”) would be decreased (no one can develop those higher level goals of human development under unsafe conditions, according to Maslow’s psychological theory).

However… Is it possible to achieve your full potential as a human being without using any self defense weapon at all? Of course it is. Maslow himself never talked about self defense products. However, the real question you must ask yourself is: What are your chances of retaining your self-actualization status (once achieved) if you become a victim of crime?

It has been estimated that the average American has an 80% chance of becoming the victim of violent crime over the course of a lifetime (by logic, that is exactly the same chance of losing your self-actualization status). If you become a victim of crime, you will most probably regress to a previous “deficit oriented” (not self-actualized) status of the pyramid (levels 1-4), and the quality of your life (and that of your loved ones) would be painfully diminished. In other words, you will most probably lose your self-actualized status (fifth level of the hierarchy).

Moreover, you would also lose your sense of esteem & self esteem (fourth level), as well as your sense of “love & belonging” (third level: you would find it hard to trust others)…even returning to your second level of your own psychological hierarchy: “Safety and Security”. That’s a lot to lose in terms of mental, emotional and even physical health, isn’t it?

TASER weapons, stun guns, pepper sprays, instructional fighting DVDs, surveillance equipments…these lawful self defense products represents so much more than your physical security alone: these are important tools to help you secure all the psychological happiness you and your family may achieve in life. They represent your human right to defend your peace of mind and your emotional wellbeing, and that of your loved ones.

Who says psychology doesn’t have anything to do with prevention? And crime prevention begins with reliable self defense weapons and products. If you protect yourself today, you might even spare yourself (and your family) years of psychotherapy aimed at reconstructing a shattered psychological pyramid of needs that could have remained intact if only you had listened to a good advice…while still in time.

About the Author

Download our FREE eBook: “The Self Defense Weapons Book Of Facts & Personal Protection Tips”. This illustrated, 83 pages guide will teach you EVERYTHING you need to know about TASER devices, Stun Guns & Pepper Sprays. No more searching around the internet for reliable information. Hurry up and get your complimentary copy now…before they’re gone!

ProtectionNation.com, LLC, is currently the best source for personal and familial Self Defense Products on the internet. What sets ProtectionNation.com above the rest is its focus on offering only what’s really effective and reliable for your self defense and home security needs, at the best prices. We carry only the best Stun Guns, TASER Weapons, Pepper Sprays, Personal and Home Alarms, Diversion Safes and Surveillance Equipment. Feel free to visit us anytime.

Kako scales her first set of stairs with a little motivation from Momma A )

Taylor Scales

When it comes to bathroom scales, Taylor scales are known to be the best on the market today. There are many reasons that these scales are the most popular but two of the most important include that they are accurate and durable. The Taylor Company has been around for over one hundred years so it is no surprise that their products are top of the line.

There are many different reasons that you might want to choose to have your own bathroom scale. Most people find that they are a good way to keep them on track when they are dieting or trying to eat healthier. One of the greatest features with these scales is that they measure accuracy by the tenth of the pound so when you lose one half pound you will find that you can celebrate more quickly with these scales. There are many different ways in which these scales can accurately measure the small victories that you make on a daily basis.

Some of the other reasons that the Taylor scales are so popular is that they are made with quality in mind and promise to last. Their lithium ion batteries even outlast the competition. So even with heavy usage these scales are really going to last much longer than other comparable models that are available on today’s market. This means that you are not going to have to charge or change the batteries on a regular basis.

A good Taylor scale can even be a great motivator to get healthy. This is because a good scale is going to help you to know when your hard work and efforts through diet and exercise are really paying off. So you will not worry about how well you are doing since you will know accurately the amount of weight that you are losing.

The reason most people get frustrated and quit working out is not that they are not getting results at all but rather that they have no way of measuring the results that they are getting. Since there really are changes happening in the body and it is just that there is no way to measure them these scales can help to keep people motivated when they would otherwise not be motivated. More people would find themselves wanting to be healthy if they were working out and seeing the benefits with these scales.

There are some other health advantages to using Taylor scales. These include that you might be able to measure the body fat percentage. This could encourage a healthier lifestyle through learning how to better take care of them physically.

So there are many reasons that you might want to consider Taylor scales when you are looking to add a scale to your bathroom. You will be able to figure out how to best keep track of your weight, body fat percentage and overall health with these scales. These scales are the best available and will last you for years to come.
About the Author

Are you shopping for
Taylor scales
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Teen-Motivation Needing Help!?

ιm fourteen and weigh 12 stone 8lb (168) according to my wii fit. which i hope is right because my bathroom scales weighs me as more,i’ve always been overweight and i’d like to change now i have tried before but i gave up after a week and i had lost a few pounds then.
im quite a fussy person when it comes too food,and i eat quite alot of junk..and i hardly do any exercise but i am going to try and do that more often now since i have the wii fit,but how do i get motivated to do it everyday and how do i find good healthy foods for meals since i’m use to eating junk i know fruit,water etc,what else is good interesting and healthy?

The easiest way to get motivated is to set yourself a target…see yourself where you want to be and actively work towards that change.

If your tempted by junk, simply clear it out of the house, or have a healthy substitute at the ready [i always find fruit winders/the speacial k chocolate cereal bar to be good replacements]. As for being a fussy eater, you’d be surprised what a world of options you have. I always find spices instead of salt [salt causes water retention] as a good way to make any food taste better. And get your Mum to try cooking something different, something you’ve never tasted, and approach the meal with an open mind. Often it’s just the misconception that healthy food doesnt taste as good. If you think thats what it is, then have a taste test. Sit blindfolded at a table and have someone feed you different fruits/vegetables…you’d be surprised at what you like!

The best way to lose weight is calories in must be less that calories out, so if you fancy a treat do a bit more exercise the next day in order to compensate for that. The Wii Fit is a great way to get started, but consider enrolling in a sports team. Having people around you when you exercise detracts from the focus that you are exercising, making it less strenuous and more fun!

I’d also really recommend buying the biggest loser game for wii…you can use your wii balance board and it goes through entire workouts tailor made to suit your ability, and has tips on healthy eating and managing your weight. You can buy it relatively cheapley from amazon

Daniel Pink: What Really Motivates Workers

Customer Service and Today’s Economy

Tom Peters is mostly associated with managing during bad economic times.  On his site (TomPeters.com) he recently wrote:

“Instant, mindless cutting of R&D or training or salesforce travel in the face of a downturn is often counterproductive–or, rather, downright stupid.  Tough times are in fact golden opportunities to get the drop, and the long term drop at that, on those who respond to bad news by panicky across-the-board slash and burn tactics and moves that de-motivate and alienate the workforce at exactly the wrong moment.”

What stands out to me are:  “…mindless cutting of training, etc.” and these times are ‘golden opportunities.”

Interesting fact:  The Chinese symbol for crisis and opportunity are identical. 

According to a recent survey recently conducted by Tealeaf, a leading customer experience management company, one key element to surviving an economic downturn is excellent customer service. This is a huge opportunity for companies willing to significantly improve their customer service, as this enables you to stand out among your competition.

By providing world class customer service, and listening to what the customer needs and wants, you are more able to satisfy your customer’s needs. This allows you to not only retain the loyalty of existing customers, but through positive word-of-mouth, procure new ones without massive spending on marketing and advertising.  

This is vital since these same survey results showed that in the online market in particular, 4 out of 10 people halted all business with a company after just one instance of poor customer service.  A favorite [removed]don’t know who said it) you don’t get a second chance to make a first impression!

Back to listening for a minute, which is a major component in communication…I just finished reading A Whole New Mind by Daniel H. Pink.  He reports research from twenty years ago when doctor-patient encounters were videotaped.  They found that the doctors interrupted their patients after an average of 21 seconds.  A more recent study shows that doctors have improved.  It’s not 23 seconds before they interrupt (p. 110).  While we can all probably relate and even chuckle, if we move this to the customer service arena, what happens?  Customers don’t get listened to.  And what do customers want?  What do we all want?  To be treated with dignity and respect, and to be heard!

In today’s world repetitive, routine, ‘just the facts, mam’ issues can be handled through self service usually efficiently and effectively.  Therefore, the more complex, complicated, and excelerated calls are necessitating human contact.  Tools, techniques, common phraseology, and language are just a few requirements for world class customer service. 

Are these taught in school?  No.  These are introduced in customized, live, interactive training sessions delivered in real time.  Is this a cost to bear?  No.  This is about investing in your people.  Usually the lowest paid person has the highest responsibility of contact with the current and potential customers.  There are KPI (Key Performance Indicators) that can be directly positively impacted by customer service skills training.

After all, as I’ve said many times, we, the people, are who make the difference.

About the Author

ROSANNE D’AUSILIO, Ph.D., industrial psychologist, consultant, master trainer, best selling author, executive coach, customer service expert, and President of Human Technologies Global, specializes in human performance management. providing needs analyses, instructional design, and customized, live customer service skills trainings and executive/leadership coaching. Also offered is agent / facilitator university certification through Purdue University’s Center for Customer Driven Quality.

Known as ‘the champion of the human,’ she authors 5 best sellers Wake Up Your Call Center: Humanize Your Interaction Hub 4th ed, Customer Service and the Human Experience, Lay Your Cards on the Table: 52 Ways to Stack Your Personal Deck , How to Kick Your Customer Service Up A Notch: 101 Insider Tips, and hot off the press How to Kick Your Customer Service Up A Notch: ANOTHER 101 Insider Tips, at http://www.customer-service-expert.com

Meth Inside Out: Human Impact – Why Meth?

The One Thing You Need to Know about Team Motivation

Let me ask you a simple question. Do you, as a manager, want a highly motivated team who don’t take time off work, who achieve their goals and objectives, and don’t stress you out in the process?
I’m sure the answer is – Yes! However, you’re no doubt asking how you’re supposed to achieve this ‘miracle.’

The one thing you need to know about team motivation is that – there’s no such thing! Okay, so the football manager ‘motivates’ the team by getting them together at half-time and ‘explaining’ how they’re about to lose the game unless they start to play a lot better. (This, of course, is the polite version)

However, the only way to build a highly motivated team is to concentrate on individual motivation and create an environment where the individual ‘motivates them self.’
Every member of your team is a complex and complicated human being and they all have different needs. Your job, as a Motivational Manager, is to find out what these needs are, and satisfy them.

There are 3 actions you can take

1. Spend some quality time with each team member – One or two minutes of quality time on a regular basis is far more productive than an appraisal once a year. You need to get to know the individual better and they need to get to know you. You’ll gain a much better understanding of them and how they’re handling the job. It will also send the message that you care about them and show that you’re there to help with problems, both personal and business.

2. Give feedback and coach them – You need to regularly tell each of your team members when they’re doing well and when not so well.
This is where so many employers and managers fall down in dealing with their people; they’re hopeless at giving feedback! Many managers are uncomfortable telling staff how they feel about their work performance. Some managers still believe – “Why should I praise people when they’re only doing what they’re paid to do!”
However, most employees want to know how they are performing in their job; they want to know if they are doing it right or how they could do it better.
If you really want to motivate your team members then you need to ‘catch them doing something right’ and tell them about it. If, on the other hand, you hear or observe them doing something you’re not happy about, then you need to tell them what needs improved and coach them.
It’s important to tell the team member when they’re not performing. There are too many managers who either ignore poor behaviour or come down on the person like a ton of bricks. There are particular ways to give feedback and coach and they’re described in detail in my book – How to be a Motivational Manager.

3. Be a believer – You need to constantly demonstrate to the team member that you trust and believe in them, by what you say, your tone of voice and your body language.
They will very quickly sense if you don’t trust them to carry out their job and they’ll act accordingly.
If you believe that your people are not to be trusted to do their job; that they’ll turn up late and go home early, then that is exactly what they’ll do.
On the other hand, if you believe that your people will do their job well, that they can be trusted to make decisions that are good for the business and that they’ll give you a fair day’s work, then it is more likely this is what you’ll get.
As with all theories, there is no guarantee that this will work every time. However the majority of people in this world are reasonable people; if you treat them as such they’re more likely to behave in a positive manner.

So there you have it; Motivational Managers know that to get the best out of their people they need to concentrate on the human interactions and make that emotional connection with each individual team member.

About the Author

Alan Fairweather is an International Business Speaker, Best Selling Author and Sales Growth Expert.
He is the author of – ‘How to be a Motivational Manager’ A down-to-earth guide for managers and team leaders.
To receive your free newsletter and free ebooks, visit: http://www.themotivationdoctor.com

Would it be more affective to bust the Meth cooker or the individual user?

So why are we programed to attack the illegal worker trying to be self made men when the American employer are the Meth cookers hiring them and giving them the motivation to come here in the first place. When will people realize that if you are not a company would you please get me a cup of tea?

The best way is to simply take both out to the nearest landfill and shoot them. The dealer for obvious reasons, and the user to avoid the crimes they will commit in the future to support their addiction.

But for your analogy… the employer and the illegal are both criminals. Jail the employer & send the illegal back to the crap-hole they came from. Neither are welcome here.

Meaningful Play: Getting Gamification Right

Motivation and Cultural Diversity

Motivation

Human beings, as individuals, are very complex in their psychological make-up. When they interact with one another in groups and in large organizations, the complexities are multiplied. In this effort to guide and direct others, the manager must first of all acquire an understanding of why people act as they do. Why is one employee sparkling and cheerful, whereas another is downcast and sullen? Initially it’s important to know that all human behavior has a cause. There is a reason for a person behaving as he does. The successful leader is a one who can uncover these causes and take steps to correct them. Bawling out an uncooperative worker doesn’t get at the cause. This constitutes treating the symptom only.

Motives are the mainsprings of action in people. The term “motive” implies action to satisfy a need. Motivation is an inner strivings of individuals that direct behavior; it’s a willingness to expand energy to achieve a goal or a reward.

The motivation process centers on needs, which produce motives that lead to the accomplishment of objectives. Needs are caused by deficiencies or imbalances. Motives, or stimuli, produce an action taken to satisfy the need. In the motivation process, the achievement of the objective satisfies the need and reduces the motive. When the objective is reached, balance is restored; of course, other needs then arise. The motivation process then must satisfy these new needs.

The types of rewards that an organization offers its employees play a critical role in determining the level of motivation. In addition, rewards have an impact on the quality and quantity of personnel that the organization is able to recruit, hire, and retain. Organizational rewards include both intrinsic and extrinsic rewards.

Traditional theory of motivation is based on the assumption that money is a primary motivator – employees will produce more for greater financial gain. It evolves from the work of Frederick W. Taylor and others in the scientific management movement.

In “The human Side of Enterprise” Douglas McGregor outlined two opposing theories of work and motivation. Theory X is the traditional approach to workers and working which assumes that people are lazy and dislike work, and they have to be both threatened and rewarded. It assumes that most people are incapable of taking responsibility for them and have to be looked after. Theory Y, on the contrary, assumes that people have a psychological need to work and want achievement and responsibility.

Later theorists argued that Theory Y makes such greater demands on both workers and managers than McGregor realized. Abraham Maslow, for example, spent a year studying a Californian company that used Theory Y and concluded that its demands for responsibility and achievement are excessive for many people. Even strong and healthy people need the security in order and discretion. Managers can’t simply substitute Theory Y for Theory X. They have to replace the security provided by Theory X with a different structure of security and certainty.

Abraham Maslow (in his book entitled “Motivation and personality) put forward the need hierarchy theory. In his theory, h identified certain basic human needs and classified them in an ascending order of importance. The needs of an individual are said to exist in a hierarchy as follows:

• Physiological needs (these were things required to sustain life like food, water, air, sleep etc…)
• Security needs (these are the needs to be from danger, physical pain and loss of job, they include the needs for clothing and shelter)
• Social needs (a human being need to belong to a group, to be liked and loved)
• Esteem needs (people want to have self-respect and to be esteemed by others. They have a need for power, status, respect and self-confidence)
• Self-actualisation needs (these are the highest needs, according to Maslow. They are the desire to develop, to maximize potential and to achieve one’s goals).

Maslow said that people satisfied their needs in a systematic way. When a need had been met, it stopped being a motivating factor. Research into Maslow’s theory hasn’t been very conclusive. Studies have tended to show that needs vary greatly among individuals. At the higher levels in a company, self-actualisation needs may be very strong whereas at lower levels, social and security needs may be dominant.

It’s logical to suppose that things like good labour relations, good working conditions, good wages and benefits, and job security motivate workers. But in Work and the Nature of Man, Frederick Herzberg argued that such conditions don’t motivate workers. His hypothesis is referred to by several names: motivation-maintenance, dual factor, or motivation hygiene theory. The conditions aforesaid are merely “satisfiers” or, more importantly, “dissatisfiers” where they don’t exist. “Motivators”, on the contrary, include things such as having a challenging and interesting job, recognition and responsibility, promotion and so on. It’s worth nothing that the hygiene factors refer to the context of the job and the condition of work while the motivators refer to job content. By the hygiene factors Herzberg meant company policy and administration, salary and fringe benefits, quality and supervision, relationship with colleagues, job security, status and work conditions. Herzberg maintains that motivation comes from within the individual, not from the manager. Herzberg’s motivation-maintenance theory is closely related to the need hierarchy theory of motivation; thus, it is subject for many of the same criticisms. If his theory is true, it means that managers must pay great attention to job content. They must find ways of making jobs more challenging and interesting.

As a result managers in the USA and elsewhere have recently been showing great interest in job enrichment programs.  The increasing the content of individual jobs is proposed to increase worker satisfaction and the meaningfulness of work. Job enlargement, job enrichment and job rotation are three basic approaches to defining job content.

Job enlargement is an attempt to reduce boredom and increase the meaning of work by increasing the number of operations in a process performed by a single worker. The theory behind job enlargement is that combining tasks reduce boredom, increasing task variety and strengthening the worker’s identification with his or her job.

Job enrichment is an attempt to give workers more control over their tasks and more responsibility for design, execution, and output. The worker assumes some of the functions previously carried out by his or her immediate supervisor or by other staff.

Job rotation is a practice whereby each employee learns several operations in manufacturing process and rotates through each in a set period.

The idea of such programs is to make jobs more challenging and to give the worker a sense of achievement.

The preference-expectancy theory implies that motivation depends on the preferences and expectations of an individual. This theory emphasized the need for organizations to relate rewards directly to performance and to be sure that recipients desire the rewards.

The reinforcement theory of motivation by B. F. Skinner is based on the idea that reinforced behavior will be repeated and behavior that is not reinforced ill not be repeated. The theory assumes that the consequences of an individual’s behavior determine his or her level of motivation.

Equity theory is based on the belief that employees will take whatever actions are necessary to produce feelings of equity with respect to their jobs. An important point regarding equity theory is that an individual’s feelings of equity are based on his or her perceptions of inputs versus outcomes.

However, even with the development of computers and robotics, there are and always will be plenty of boring and repetitive and mechanical jobs in all three sectors of the economy, and lots of unskilled workers who have to do them.

So how do managers motivate people in such jobs? One solution is to give them some responsibilities, not as individuals but as part of the team. Other employers ensure that people in repetitive jobs change them every couple of hours, as doing four different repetitive jobs a day is better than doing only one. Many people now talk about the importance of a company’s shared values or corporate culture, with which all the staff can identify: for example, being the best hotel chain, or hamburger restaurant chain, or airline, or making the best, the safest, the most user-friendly, the most ecological or the most reliable products in a particular field. Such values are more likely to motivate workers than financial targets, which ultimately only concern a few people. Unfortunately, there is only a limited number of such goals to go round, and by definition, not all the competing companies in an industry can seriously claim to be the best.

Cultural diversity

Managing a truly global multinational company would obviously be much simpler if it required only one set of corporate objectives, goals, policies, practices, products and services. But local differences often make this impossible. To be true multinational an organization should operate in at least 6 countries and have no less than 20% of its sales or assets in those countries. And it also should think internationally/ It means that management should have a global perspective. It should see the world as inter-related and inter-depended.

A fairly obvious cultural divide that has been much studied is the one between, on the one hand, the countries of North America and North-West Europe, where management is largely based on analysis, rationality, logic and systems, and, on the other, the Latin cultures of southern Europe and South America, where personal relations, intuition, emotion and sensitivity are of much greater importance. There are some examples of what happens when manages do not take foreign conditions into account in a book entitled International Business Blunders.

Managers working abroad need various skills. Of cause, it is a great advantage if they know the language of the country they are working in. But this is not the most important requirement. They need above all human relations skills, an understanding of the other culture and the ability to adapt.

In some countries such as Canada, the USA, Britain, Germany and other are essentially individualist. In such countries status has to be achieved. A young , dynamic, aggressive manager can quickly rise in the hierarchy. While in most Latin and Asian cultures status is automatically accorded to the boss, who is more likely to be in his 50s or 60s than in his 30s.

In northern cultures, the principle of pay-for-performance often successfully motivates sales people. The more you sale, the more you get paid. But the principle might well be resisted in more collectivist cultures, and in countries where rewards and promotion are expected to come with age and experience.

So, differences in cultures are very important when a manager is negotiating in a foreign country. Those who working abroad  must remember that a deal is not always a deal. In some countries, a person may say yes to proposal simply to be polite.

About the Author

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• http://healtbeat.com/

Motivation – theory for managers

Herzberg Motivation Theory – How Hygienic Is Your Change Management Initiative?

Frederick Herzberg’s Hygiene Theory [also known as Two Factor Theory] concludes that certain factors – “motivators” – in the workplace result in job satisfaction; factors such as challenging work, recognition, and responsibility. However there are other factors that if absent, lead to dissatisfaction and de-motivation; factors such as status, work environment, location, job security, salary and benefits. These things do not motivate and are called “Hygiene” factors because, like hygiene, their presence will not make you healthier, but absence can cause health deterioration.

Practical application of Herzberg Motivation Theory to change management

(1) The planning of a change initiative

At the planning stage of a change initiative, Hygiene theory will influence the stakeholder mapping and analysis process and it will help to shape the the communication strategy. It focuses change leaders on the impacts of these 2 dimensions of human needs – motivators and dissatisfiers.

(2) The communication skills of leadership

There will be difficult business circumstances and especially where job losses are involved and where significant change to business practises are involved – that neither sets of needs are going to met particularly well, or even at all.

People are flexible and will adjust and accept this – at least for a while – is if it is communicated honestly and accurately.

It is my view that the framing or positioning of a situation by the change leader is extremely important – especially in knowing how to focus and present a communication about a difficult situation with lots of dissatisfiers in such a way that it does address motivation factors needs at the earliest opportunity.

I say this because in my view, people will be more likely to tolerate difficult circumstances if they are led well and in such a way that their aspirational and higher motivational needs are addressed.

(3) Judgement call and reframing

In my view, a key change leadership skill is knowing how to make the “judgement call” on how and when to communicate to people news that in terms of Herzburg motivation theory is going to dissatisfy them and demotivate them.

And – here’s the key to this I feel – having the capacity to “reframe” the situation fairly quickly in such a way that people’s motivation needs [or at least some of them] are addressed.

See here for the full change management implications of the: ” Herzberg Hygiene Theory “

Equip yourself to avoid the 70% failure rate of all change initiatives with the “Practitioners’ Masterclass – Leading your people through change, putting it all together and managing the whole messy business.”

About the Author

Stephen Warrilow, based in Bristol, works with companies across the UK providing specialist support to directors delivery significant change initiatives. Stephen has 25 years cross sector experience with 100+ companies in mid range corporate, larger SME and corporate environments. Practical strategies for leading and managing change

how to Compare and contrast the drive theory and the incentive theory of motivation.?

this is according to psychology

Well “like” attributes of both theories is that either one is the source reason that puts us into action- of doing something. (They both motivate us, thus the “theories of motivation.”) The rewards differ though. For drive, the reward would be intrinic. Which means they it is internal. You are driven to do something because of the satisfaction or the feeling you get from the accomplishment. Incentive based motivation implies that there is an external reward like money or praise. So for example. Take two people both with good grades. One might have straight A’s because she likes being the best. That’s internal the motivation would be drive. Another person might get straight A’s because they get $50.00 for every A on their report card. That would be incentive motivation. Both are motivated to achieve the same goal, but simply for different reasons or “motives” behind why they do what they do.

If You Know Nothing About Psychology: Emotions (Part 3)

Psychological Perspectives in the Modern Age

Since the 1960s, the various methods used by psychologists have changed remarkably. Now, most of them do not identify with any particular school of thought, and prefer to concetrate on a given specialty area instead. They generally use a more universal approach, drawing on ideas from a range of perspectives. What follows are some of the major perspectives that  continue to play a role in the development of psychological thought and counseling today:

Through the study of human physiology, psychology gradually evolved and became a separate science, namely biological psychology-a perspective that stresses the biological and physical aspects of man’s behavior. It is enhanced by our present-day ability to do research and come to a greater understanding of the human nervous system and brain. Using tools such as PET amd MRI Scans, scientists can now determine the psychological effects of drugs, brain damage, and disease in a way that was never possible before.

Behavioral psychology is concerned with the way in which human behavior is learned and reinforced by relevant environmental variables. Its principles are generally applied in a mental health setting as counselors and psychiatrists use different techniques to diagnose and treat a wide range of mental illnesses.

The cognitive perspective concentrates on our various mental processes including thinking, decision-making, memory and problem-solving. This approach has become increasingly popular in recent decades, due to the influence of Albert bandura, Jean Piaget, and others.

Cross-cultural researchers and psychologists study human behavior from a cultural perspective, and as a result, they have made important discoveries about the influence society and culture have on the individual’s thinking and related behavior.

Evolutionary researchers and psychologists apply the essential principles of evolution to various psychological phenomena. This approach maintains that certain mental processes have assisted humans in reproduction and survival throughout history.

Influenced by the work of Abraham Maslow, Carl Rogers, and others, the humanistic perspective emphasizes the way in which motivation can influence human thought and behavior. With this approach, the concept of self-actualization is considered to be the key, along with other basic elements.

The psycho-dynamic perspective, which began with Sigmund Freud, focuses on early childhood events, interpersonal relationships, and the unconscious mind as factors in explaining human behavior and treating those who suffer from some form of mental illness.

The goal of researchers and practitioners in the field of psychology is to comprehend and interpret human emotion, thought and behavior. Their studies are based on certain topics or problems to be solved rather than any underlying philosophy, and they freely choose among various perspectives to shed some light on their investigation. Their findings also have practical applications in many areas, including the treatment of mental illness, self-help, and performance enhancement.

About the Author

Helping Psychology is your guide to learning more about the Psychology profession and the opportunities that are available in this dynamic discipline that includes Clinical psychology degree,Forensic psychology degree and PsyD Education. Helping Psychology is sponsored by Argosy University

whats the easiest university course?

1** Positive Psychology – An introduction to theory and research pertaining to the study of positive psychology, the psychology of human strengths and coping resources. Selected topics include: happiness, living a meaningful and gratifying life, resilience, hardiness, emotional intelligence, optimism, hope, creativity and moral motivation.

LOL Intro to canadian government and politics. One word..SOCIALISM…there..you’re done!

Student Engagement & Motivation Strategies & Tips.wmv

P e a c e f u l Productivity ® – Success Strategy to Unleash Motivation for Inspired Performance, Extraordinary Performance and Peace of Mind

To succeed in the years to come, we need to rethink business strategy.  Many organizations have reworked processes and systems to the limit.  It seems that all too often human factors are only considered when competitive pressures, resistance to major change, low productivity, absenteeism and other attitudinal symptoms have already taken hold and are notably impacting the bottom line.  Yet optimism and employee mindset are critical to long-term organizational success.

Incumbent on business leaders is the need to ensure teams deliver on their promises.  But leaders cannot deliver the results alone.  Teams are needed to deliver consistently.  In order for teams to deliver they must collaborate and work well together to be truly productive!  Are your teams delivering all they can?

Recent surveys indicate the average employee brings only 5 to 10% of his/her capacity to work.  What is your organization missing out on?  What is the effect on your bottom line?

Ample evidence confirms the present system is not functioning optimally.  Business as usual is not likely to deliver extraordinary and positive results with any regularity.  Television and front pages of the globe’s news and business journals report corruption and missed forecasts, downsizing, mergers, fraud, failed businesses and layoffs — all indicators of the system’s malfunction.  The current situation is not sustainable.

Our ever-changing business world requires a new working model to thrive.

We need a more effective way to create and maintain great organizations able to operate at optimum productivity, to retain and grow top people and to flourish in our dynamic multi-faceted world.  Peaceful Productivity is the solution.

The time is NOW.  This is a Call to Action!

P e a c e f u l   Productivity®

a Business Success Strategy to Unleash Motivation for Inspired Performance, Extraordinary Results and Peace of Mind

I. The Challenge
II. Current Situation & Trends - Why NOW?

III. Strategy to Unleash Motivation for Inspired Performance, Extraordinary Results and Peace of Mind

IV. The Three Building Blocks of P e a c e f u l   Productivity®

V. Benefits & Return on Investment (ROI)

VI. Business Model for Success – peace @work
VII.  Summary and Call to Action

I. The Challenge

As a leader you are in a privileged position to inspire and activate people to commit themselves to a common context.  You are expected to stand up as a role model for others to follow.  Clarity of vision, choice of personal strategies, confidence in decision-making and follow-through nurture the trust people have in you.  Personal power and mastery are required to meet these important challenges.  Consistency, commitment and concentrated focus are essential.

Yet change is everywhere. It is hitting us from every angle — social change, financial change, legislative change, political change, and above all technological change.  This leaves most of us in a state of recurring uncertainty.  How can an individual leader maintain balance in such a sea of change?  Are you prepared for the challenge?  Will your current management philosophy thrive in tomorrow’s climate?  And how can you do all of this with ease, grace and a sense of inner peace?

“The most sought-after treasure in the world — even more than wealth and power — is peace of mind,” Salzman1 writes. “This state of peace is something that is naturally ours.” So why do so many of us seek what is already ours? “People take the small, mechanical aspect of their mind to be the real mind when it is just a small part of the infinite space of the naturally peaceful mind.”

(1 Bertram W. Salzman, academy-award winning director and author)

II. Current Situation & Trends - Why NOW?

Today’s fast-paced ever-changing business environment is stretching resources ever thinner.  More and more people are suffering from burn out and stress related diseases.  Absenteeism, heart attack, stroke, depression and diminished concentration are on the rise.

These all too common causes of stress and consequent employee “check outs” are prevalent in many workplaces…

• organizational change
• poor communication
• lack of training
• inadequate supervision
• monotonous work
• lack of promotion prospects
• bullying & harassment
• unclear roles
• excessive hours
• conflict of work and home demands

The resulting loss of productivity is significant.  This enormous loss within organizations can be measured in terms of:

• increasing client complaints
• more accidents
• increased staff turnover
• lost sales / lost customers
• poor morale & absenteeism
• deteriorating product quality
• and direct costs…

Perhaps one of the greatest challenges facing business leaders today is management of the structure of costs. Human resource costs are significant, not only in terms of salaries and social charges but also in “hidden” costs.

Certain direct and indirect costs can totally escape usual accounting practices. Absenteeism is a case in point, where direct costs of salaries and social benefits and indirect costs relative to overtime and replacement are not attributed.  In the category “absenteeism” alone, sums are considerable. Industry analysts estimate the annual costs to be $30 billion in the United States and $14 billion in Canada, or $80 000 a year per capita.

The message is clear.  If it’s a crisis in the business world, then clearly stress at work does not end at the office. As noted by Harvard Business Review, “When an executive experiences worry, tension, fear, doubt or stress intensely, he is not able to shake these feelings when he gets home, and they render him psychologically unavailable for a rich private life.

We can summarize our findings this way: for an ambitious person, a well functioning professional life is a necessary though not sufficient condition for a well functioning private one.  Executives need intense physical activity not further mental strain and fatigue.  Managers who are burning out need support from others who can offer psychological sustenance.” ~ Harvard Business Review.

With growing pressures today, many people attempt to balance work/life by dividing time between personal and professional activities.  We have all heard, “I leave my ‘personal self’ at home when I go to work.”  This creates disengagement and loss of personal power.  The resulting productivity drops dramatically.  Where the “average” employee brings only 5 – 10% capacity to the workplace, “checking out” is rampant.  No wonder businesses are struggling and the number of individuals suffering from stress is rising.

Remarkably, companies such as Xerox Corp. estimate costs $1.5 million to replace a top executive who dies prematurely from heart disease.   Heart disease is often linked to stress.  In addition to the negative impact of stress-related issues in management, it is clear that poor management practices also kill productivity.

“Poor management” practices are lowering productivity rates and costing global economies billions, according to Proudfoot Consulting’s international labor productivity study. The study, Managing for Mediocrity2, names the six barriers to optimum productivity—

• insufficient planning and control
• inadequate supervision
• ineffective communication
• poor working morale
• inappropriately qualified workforce
• IT-related issues

(2 “New study finds poor management practices cost economies billions.”  Compiled by Lauren Nypaver, Proudfoot Consulting, UK)

So what are the implications? Peace of mind in the workplace has been eroded by spiraling stress related-issues and poor management practices.   It’s time for a catalytic change in the way we engage with others at work!  The Way to P e a c e f u l   Productivity® is to adopt a Business Success Strategy for peace of mind and extraordinary results.

III. Business Success Strategy to Unleash Motivation for Inspired Performance, Extraordinary Results and Peace of Mind

A healthy life/work balance enriches peace of mind. Starting from a place of inner harmony, we gain the perspective of the “big picture.”  Without this holistic viewpoint, we have little chance to recognize our contribution and meaning in the overall organization.  We remain isolated and not connected to the whole.  Planned results are not guaranteed in this isolated and unbalanced state.

From personal experience, we know we are most productive and motivated when we are doing something we enjoy – producing or creating something meaningful and in alignment with our personal values.

Connecting with others in a consequential way, authentically aligned with our personal values and organization goals, allows us to create and operate at maximum levels. The secret to personal performance lies in the ability to unlock motivation.  Motivated employees are able to sustain significant increases in productivity.

What can tomorrow’s business leaders do to increase productivity for both the long and short term and bring more peace and satisfaction to the office?  What could you do if you tripled the capacity & productivity of your people?  And what if were sustainable? Peaceful Productivity™ offers a viable solution.

P e a c e f u l   Productivity® is about engaging individuals and teams around a common goal while supporting peaceful activities and increasing productivity.  P e a c e f u l   Productivity® works for the betterment of all relationships – the relationship with our inner self, our relationships with other and our relationship with the world we live in.

IV. The Three Building Blocks of P e a c e f u l   Productivity®

1. 1. PERSONAL PEACE  PLAN

“P e a c e f u l   Productivity®” begins with and nourishes our peace of mind – our inner harmony.  Attaining peace of mind is the first building block of Peaceful Productivity™.  This is the INDIVIDUAL or personal element.  This is your Personal Peace Plan.

Philosophers, spiritual leaders and writers over the ages have prescribed a myriad of methods and suggestions for attaining peace of mind.  Peace of mind is the integration of one’s true self in harmony with the reality of the outside world – an alignment of personal values with actions – a personal alignment with one’s basic nature.

As philosopher Socrates said, “Know yourself.”   Know your values, your goals and your purpose.  Clearly define your vision.  This is the starting point.

For an organization this Personal Peace Plan becomes a framework within which the team operates.  As the environment changes, the Plan provides the basis to make decisions and define appropriate future actions.  It is a governance plan within which teams can innovate and act while remaining consistent with the group’s Personal Peace Plan.

Inner peace calms the torrent of thoughts that borage us each moment of each day.  Plain and simple, yet rare!  We all recognize this peaceful feeling when we are “in the zone” or “in the flow.”  With inner peace, we are optimistic.  We approach situations in terms of how to find solutions rather than to worry what can go wrong.  Self-efficacy rises and productivity improves.  P e a c e f u l   Productivity® helps more people bring peace of mind to work.

Yet peace of mind seems to be a state we rarely seek at work.  I believe this must change.  Without peace of mind at work, we risk everything.

“I must first be the change I want to see in the world.”
– Mahatma Gandhi

2.  PURPOSEFUL ACTION – CONNECTING WITH OTHERS

The second element of P e a c e f u l   Productivity® is Purposeful Action and Connecting with Others.  With your Personal Peace Plan in mind, define an action plan with purpose.  This element is CO-ACTIVE.  With purposeful action we can transform the workplace into a source of immense satisfaction and fulfillment and at the same time deliver sustainable results.  With a spirit of cooperation we are more productive and creative.

Develop a six- to twelve-month plan to deliver your vision and a 100-day action plan to kickstart the process. Both long-term and short-term aspects are essential.  Initiating action is important to set the process in motion.  And not just any action – P e a c e f u l   Productivity® prescribes Action with Purpose, aligned with your Personal Peace Plan.

Not indeed as the product, but as the producing power, the productivity. - Coleridge.

1. 3. COLLABORATING for SUSTAINABLE RESULTS

This third step is manifested by the combination of the first two steps – Collaborating for Sustainable Results.   To yield sustainable results, commit to your plan, build your self-confidence, review and modify your action plan as you learn along the way, be committed to consistency in your words and actions and – very important – enjoy the process.  Through strong relationship with others, more is possible with less effort and less stress.

Living in and acting from a state of balance and inner peace we become “grounded,” self-confident and consistent.  Consistent in that we live according to the same values in all aspects of life – whether at home or work, alone or with friends, family, community or with nature.  Integrity-of-self emerges when we operate from this state of balance. And productivity improves because stress is reduced.  In this way both the individual and the organization benefit.   A strong collaborative partnership is created.

Your reward is enriching work that “fits” your unique talents and skills, which brings increased self-confidence and the ultimate: peace of mind.

P e a c e f u l   Productivity® creates a richly rewarding system generating greater peace of mind for individuals while producing planned and sustainable results.

V. Benefits & Return on Investment (ROI)

Raising productivity improves economic performance – a widely accepted fact among businesses, organizations and governments.  Again referencing Proudfoot Consulting’s article Managing for Medocrity2, the main causes of reduced productivity are 1) insufficient management planning and control, and 2) inadequate employee supervision.  Poor management, defined as a combination of these two barriers to productivity, continues to be the largest single reason for productivity loss.

The evidence is clear.  Companies with the highest management scores outperform their peers – in both short-term and long-term financial results.  The correlation between good management practices and economic performance is confirmed.  People are any organization’s greatest asset.  Peaceful Productivity™  shows how to tap into this valuable human resource in a productive and sustainable way.

In Bradford Smart’s “Topgrading” 3, he notes that “average” total costs associated with “typical” mis-hires was…about 24 times the person’s base compensation.  The economic loss of mis-hiring can reach negative ROI’s of over 500%.  Organizations simply cannot afford such losses.   (3 Topgrading: How Leading Companies Win by Hiring, Coaching, and Keeping the Best People” Bradford D. Smart, Ph.D.)

Sustainable results derive more naturally from purposeful actions and enhance peace of mind.  It is that simple!

Leading with P e a c e f u l   Productivity® provides practical, insightful ways to lead happier and more productive lives – as individuals and together in teams.  A number of measures are influenced by peaceful working conditions.  Dignity, meaning and community are key motivators for workers, rather than time cards, piecework measures, Six Sigma, and the like.

While efficiency might benefit from Six Sigma, Lean or other process-driven methods, the employee is not motivated by such measures or pressures when applied in isolation.  Understanding the overall significance of one’s work and why each individual’s work is important to the whole makes the dominant difference in quality and output. Motivation is key to engage employees and to enhance their productivity.  It is engaging the imagination of individuals that engages one’s emotion.  And it is emotion rather than logic that moves the will.

“Imagination is more important than knowledge.” – Albert Einstein

VI. Business Model for Success – peace @work

One objective of P e a c e f u l   Productivity® is to integrate the personal and professional lives of workers for greater personal and organizational success.
P e a c e f u l   Productivity® builds the best match between social and technical systems. Purposeful Collaboration creates and enhances peace @work.

Attitude makes the difference.  With peace of mind, personal productivity has a profound basis upon which to flourish.  We gain balance and perspective.   We act with compassion and integrity, kindness and generosity.  We trust life and those around us.  We are optimistic.  Meaningful collaboration becomes a way of life.  Things just seem to work better!  We maintain peace of mind. And financial results improve.  We experience a better life and a better world.

VII. Summary and Call to Action

P e a c e f u l   Productivity® can help you and your organization build the bridge to greater fulfillment and satisfaction both personally and professionally.  When individuals come to work with greater peace of mind, productivity improves and immediate and enduring results are enormously enhanced.  Imagine the positive differences for you and for your teams — a more peaceful and productive future.

If you believepeace @workis possible, please contact me to learn more about the P e a c e f u l    Productivity® Series and how you might employ

P e a c e f u l   Productivity® in your workplace.  Lasting improvement begins within each individual.  You are invited to take the first step.

Written  by Virginia Williams, Ventures Worldwide Ltd – 2004

About the Author

Virginia Williams, Executive Coach, Business Coach & Leadership Catalyst

Managing Director of Ventures Worldwide Ltd. –

your catalyst to sustainable results

5 chemin du Canal, 1260 Nyon, Switzerland

http://www.ventures-worldwide.com

http://www.peaceful-productivity.com

Can you guess which star sign I am?

I’m a sensitive guy, who hates confrontation. I much prefer to sort out my problems by discussing them. However over smaller matters I can be very argumentative, especially around people I know well. I’m often confident that my opinion is right, and though if someone tries to prove me wrong I can get a little ticked off I often think it over and admit I’m wrong, though it may sometimes take a while. I love my friends and family but often prefer solitary pursuits, preferring the company of my iPod whilst gardening to all out social engagement. Whilst no alcoholic I drink often. I’m intelligent but I will sometimes get bursts of motivation and achieve things I often feel surprised about. I enjoy being single when I’m single, and being with someone when I’m with someone, but think little of the other while I’m in the other state. Whilst I dream of being rich I have no real love of material possessions.

Afther reading your profile i think you
need to have a dink & cut loose a little buddy!

The Heart of a CEO – *New York Times* BEST Selling Tangible Book Debut!!!!!!

Best Golf books By Doctor Bob Rotella

Doctor Bob Rotella is known as becoming one of the leading Sports Researchers on the planet as well as regarded as among the top 10 golf instructors from the 20th century as well as functions primarily like a mental trainer. Through the years Rotella offers created some of the best golf books upon psychology, that have assisted golfers of capabilities improve their overall performance and have more fun.

Getting helped improve the performance levels of some of the video games greatest players like Ben Kite, John Azinger, Padraig Harrington, Nick Cost, and much more, you will definitely take advantage of reading his best golf books mentioned beneath.

Dr Bob Rotella’s Greatest Golf books:

Golf Is Not A Bet on Ideal - This is among the best promoting golf books ever and is the very best selling sports activities psychology books of all time. It describes in a fun and easy to comprehend way, exactly how significant the psychological side from the game performs on your performance as well as teaches you how to become better about your own sport.

Doctor Bob Rotella believes that how effective you are able to become like a golfer ultimately depends on your own psychological strategy which once you have cracked the basic techniques of golf, than the part of the game really only performs regarding 10% of the efficiency, another 90% becoming comprised of the actual mental side.

Creating Of Your Thoughts – This is one of the best golf books to help you develop a good mindset towards your own placing overall performance. Doctor Bob Rotella thinks that one of the main reasons for poor placing is that golf players permit negative effects from the aware mind to have too much of an impact.

By coaching you to definitely control your mental processes and eliminate those negative influences Rotella will have a person playing with confidence again. His key information within this excellent golf guide is actually ‘take your satisfaction not from if the golf putt falls but from regardless of whether you have your self within the right mindset hitting the golf putt.A

Golf Is A Game Of Self-confidence - This particular guide may significantly assist you to if you are among those players who frequently blows up during a round of golf. By taking a look at the way your psychological approach affects your speed and agility, you will learn how you can take control of your anger and have the capability to bounce back through beat.

It will likewise educate you on when you need to become individual so when you have to be more intense throughout a spherical associated with golf. This really is one of the best golf books if you are looking for a way to enjoy and also have more enjoyable from your golf game.

If you would like more information concerning the latest Bob Rotella Publications or even would appreciate reading through the very best golf books through most of the gamers and teachers the game offers seen, then please take the time to go to my Golf books Reviews website!

About the Author

In case you want to read more about golf and watch informative training videos visit golf downswing tips.

How can I handle this jealous best-friend?

So, one of my best friends I’ve known for years and i have been having a fallout of some kind.

Well I would suggest that you either help him out in order for them to want to be friends with him too ( if you want to continue being friends with him)
other than that if he doesnt understand that you want to better yourself and he doesnt want to accept it then thats his problem and thats good for you that you better’ed yourself so that you could live the life that you want!!
If he cant handle it and doesnt want to live better for himself then sorry but forget about him then….
Or just give him space and he’ll come around when he realizes that he is loosing a good friend.
hope i helped and i know the truth hurts but thats why its the truth?
good luck!! : )