Wisdom from The Action Wisdom In Action

VIEW BY COMPETENCE THEORY, IF WE CAN NEW MOTIVATING YOURSELF THAT IS ALREADY GOOD. BUT WILL BE MORE IF WE CAN BE GOOD AGAIN MOTIVATING YOU AND can also motivate others. Been said, ACCORDING TO THE HUMAN INSTINCT, there are actually EVERYONE THAT CALLS FOR MOTIVATING OTHERS SOULS. Shape BETWEEN OTHER: WE DO NOT LIKE TO SEE OTHER PEOPLE LIVING listlessness, idly, reluctantly, AND FOR EXAMPLE. Shape AGAIN, WE FEEL HAPPY WHEN LIFE IS DEMANDED ON ENTRY OR OTHER PEOPLE FEEL MORE LIKE WE ALSO SEE THE AURA OF OTHERS His life exudes optimism, strength, and dynamism.

EVEN IF OTHER PEOPLE THAT REALLY NEED MOTIVATION FROM OTHERS AND WE WOULD ALSO BE HAPPY TO DO, BUT IN THE EVENT THAT WE practice it is not as beautiful as DESCRIBE HERE. EVENTS IN THE FIELD THAT CAN we find all kinds. NOTHING LIKE TO SAY, MY ENTRY Into tired gives His. It was frothy MOUTH IS THIS, BUT ONLY ONCE THE EQUIPMENT. WHAT OTHERS SAY, SHE TRANSFORMED given AFTER ENTRY, AND AFTER THAT AGAIN BACK TO THE OLD customary. OTHER EXPERIENCE THAT HAVE MORE BAD AGAIN. SHE IS MORE TO CHOOSE defensive tends to reject STRONGER AND MORE INPUT FROM OTHERS.

In theory, SURE THAT EVERYONE can be motivated. BECAUSE OF THAT, THE THEORY OF SOURCE TERMS KNOWS motivation extrinsic and INTRINSIC MOTIVATION. SOURCE extrinsic motivation include: CHANGES IN CONDITION, ENVIRONMENTAL, OR OTHERS. While those who INTRINSIC SELF THAT IS HIMSELF, LIKE OR DESIRE TO AVOID GETTING SOMETHING. Basically EVERYONE HAS THIS SOURCE INTRINSIC MOTIVATION. IN THE GENERAL THEORY OF HUMAN SAID, THAT EVERY MAN HAVE A CAPACITY FOUR, namely: A) CAPACITY PHYSICAL / MATERIAL,

B) POWER CAPACITY DEFENSE / IMPROVING LIVES,

C) INTELLECTUAL CAPACITY, AND D) Capacity of the heart / HEART / EMOTION.

In practice, extrinsic SOURCE RELATIONSHIP BETWEEN INTRINSIC AND MUTUAL RELATION THAT IN GENERAL. MEANS, SOMEONE WILL BE MOTIVATED BY EASY-TOUCH TOUCH HIMSELF IF THAT PERSON OUTSIDE SOURCES THAT SWITCH intrinsic. OTHERWISE, A PERSON WILL NOT EASY GETTING moved by extrinsic motivation intrinsic motivation EXTENT NOT YET ACTIVE. EVEN, AT THE LIMITS OF THE MOST EXTREME (all highly exceptional AND INDIVIDUAL) OFTEN FOUND THAT PEOPLE WILL NOT MOTIVATED BY VARIOUS FORMS WHEN THE PEOPLE THAT TOUCH external disabling internal SOURCE.

BECAUSE THAT WHETHER OR ACTS IN MANAGEMENT prophetic tales, KNOWN FIXED TERMS "LIMITATIONS Tolerance". GOT A PROPHET epitomized by the Lord "could not" CHANGE IN DUE TO ESTABLISHMENT their children REALLY ARE FINAL. THERE ARE ALSO CAN NOT CHANGING FAMILY exemplified by parents. MANAGEMENT WOULD ONCE. THERE ARE PEOPLE WHO HAD TO HAVE dismissed because REALLY CAN NOT CORRECTED WITH THE FACILITIES AND INSTRUMENTS THAT THERE. ALREADY given INPUT, WAS given a reprimand, given BEEN ALL ABOUT, BUT OUTCOME ZERO.

LEARNING FROM THE FACTS THAT MEANS THERE ARE group of people who CAN ACCEPT FROM OUTSIDE THE MOTIVATION (extrinsic) DIRECT AND INDIRECT internalized INTO HIMSELF (INTRINSIC), WHICH IS THEN USED TO RECEIVE MORE reject it, a slow RECEIVE NO, THERE ARE TO RECEIVE THE MIX ear RIGHT AND LEFT ear MIX direct released, THERE ARE TOTALLY REFUSED TO GOD THAT MUST OWN REALITY bring NEW WITH awareness. AND STILL A LOT MORE PEOPLE THAT TYPE.

MATTERS FROM THE HUMAN complicated ABOUT THAT LATER IN THE THEORY OF MOTIVATION RECOGNITION born. RECOGNITION THAT IS, THAT EVERYONE DOES HAVE TWO SOURCES OF MOTIVATION, namely: FROM THE OUTSIDE AND FROM INSIDE. BUT, IS THE SOURCE OF SOURCES FROM WHICH IN intrinsic (INTRINSIC). FROM OUTSIDE SOURCES supportive, WHILE IN THE SOURCE OF decisive. BECAUSE THAT, IF WE ARE MOTIVATING PEOPLE, THAT WE NEED NOT MOTIVATION actions alone (ONLY TO ACTION Motivate), BUT MOTIVATING MOTIVATION SOURCE SWITCH men to intrinsic (THE PEOPLE). THIS IS CALLED THE BASIC PRINCIPLES THAT.

SOMEONE'S MEASURING MOTIVATION

MANAGEMENT CONCEPTS THAT WE NOW USE THIS SIZE TWO KNOW MOTIVATION. THE FIRST IS THE SIZE OF QUANTITATIVE RESULTS BASED ON WORK. WHEN IS A SUCCESSFUL SELLING GOODS TO PEOPLE IN FIFTY Before, WHILE B IS ONLY ABLE TO TEN, THEN THE QUANTITATIVE, SI A HIGHER motivations. FACT THAT THIS TALK. THE SECOND IS A QUALITATIVE MEASURE. IF THE WAIT IS A COMMAND OR ALWAYS works ONLY COMPATIBLE WITH JOB DISC, SI B TEMPORARY JOB DESCRIPTION workings exceed ITU (BEYOND JOB DESCRIPTION), SI MEAN B (qualitatively) HAVE A GOOD MUCH MOTIVATION.

IF THE THEORY OF MOTIVATION initiated reviewing SCIENCE AND RELIGION, INDICATORS OF HIGH-LOW MOTIVATION SOMEONE lies in where he had BUILDING DEPENDENCIES (dependence). MORE POWERFUL PERSON dependent on the source motivations EXTERNAL FACTORS ON MEAN GETTING LOW. OTHERWISE, THE MORE POWERFUL SOURCE OF SOMEONE hangs motivation INTERNAL FACTORS ON MEAN MORE POWERFUL.

WE CAN LOOK LIKE THIS JUST IN THEORY OF COMPETENCE IN MANAGEMENT. PEOPLE ARE PEOPLE whose motivation LOW DOES SOMETHING NEW THAT ONLY BASED ON WHAT AND WHAT NOT commanded BY JOB OR-desk supervisor. The point HERE FOR POOR INITIATIVE GOD PERFORM, MEROVINGIAN OR IMPROVING PERFORMANCE. Rather say NO MORE LOW IS THE PEOPLE THAT HAVE BEEN OR NONINVASIVE urge to improvise his duties WHICH WAY BUT WITH LESS EFFECTIVE OR LESS EFFICIENT or contrary to the values of the organization (nonsense). THE MOST HIGH ARE PEOPLE WHO HAVE THE BASIC INITIATIVE encouragement, EFFECTIVE, EFFICIENT AND CHOOSE HOW IN Sync, AND MAKING MORE GOOD PERFORMANCE.

PSYCHOLOGY IN ANY ONCE. WE CAN SEE THIS IS TO Abraham Marlow's theory. MORE POWERFUL PERSON IN NEED motivation was dependent on the source PHYSIOLOGICAL (STOMACH, SHORT TERM economic calculations, DST) MEANS GETTING LOW. OTHERWISE, THE MORE POWERFUL PERSON IN motivation was dependent on the source PSYCHOLOGICAL NEEDS (DEVELOP THE POTENTIAL, self-actualization, DST)

MEANS GETTING HIGH.

WAH, WHERE THERE ARE PEOPLE WHO DO NOT dependent on the source motivations ON PHYSIOLOGICAL NEEDS? KAN EAT HER NEED, NEED VEHICLE, BUY NEED MILK His children, NEED THIS AND NEED THAT? SHE IS ANGEL? Mean OF COURSE NOT LIKE THAT. THIS IS A PROBLEM How CHOOSE SOMEONE MIND CONCENTRATION. PEOPLE who concentrate on ANY PSYCHOLOGICAL NEEDS PHYSIOLOGICAL NEED MOTIVATION, BUT NOT AS A FACTOR rely OR THAT THE SINGLE MOST MAJOR AND ONLY. WITH SO MUCH MOTIVATION ON perspective broader and NOT SO EASY stride is broken by OBSTACLES RELATED PHYSIOLOGICAL NEEDS. BECAUSE THAT, in practice, THE MORE POWERFUL PERSON IN NEED dependent on the source Psychological motivations (self-actualization) MOST automatic physiological fulfilled OWN NEEDS.

RELIGION WOULD HAVE THE SAME SIZE. MORE POWERFUL MAN HIMSELF AS A provision to Rely TO GOD (believers) the higher the motivation. THIS IS FREQUENTLY CALLED IN sincerity of worship (devotion). OTHERWISE, THE MORE POWERFUL GOD AND CHANCE SOMEONE Reliance, UP-TO "CAPACITY SELF" LOST, even more LOW. INSTRUCTIONS BY RELIGION, PEOPLE WHO ARE GOOD PEOPLE motivation that rely POTENTIALS AND CAPACITY SELF to create and remain in compliance with the guidelines of the LORD.

OTHER EXAMPLES CAN WE SEE IN THE CONCEPT OF CAREER DEVELOPMENT. SOMEONE'S GETTING STRONGER SECURITY relying career at WORK, COMPANY, OR SOMEONE BETTER THEN LOW motivation and safety. THESE ARE CALLED JOB-BASED SECURITY. OTHERWISE, THE MORE POWERFUL PERSON SECURITY hang his career on efforts in developing their careers THEN THAT the higher the motivation and safety. THIS IS CALLED THE PEOPLE-BASED SECURITY.

EXAMPLES OF OTHER AGAIN WE CAN SEE INTO THE CONCEPT OF SELF-IMPROVEMENT RATES (SELF-ESTEEM) IN PSYCHOLOGY. MORE POWERFUL MAN HIMSELF hangs PRICE ASSESSMENT AND TREATMENT IN EXTERNAL, even more LOW PRICE. -MORE MORE MORE IF THAT TO SELF-ESTEEM IN hang MEDICINES OR DRUGS. CAN EVEN THIS TOTAL MISSING. PRICE COVERED PERSON HIMSELF WILL HAVE GOOD PEOPLE WHO ARE POSITIVE ASSESSMENT, HAVE A POSITIVE FEELING, HAVE A POSITIVE AGENDA FOR COMPOSITIONAL and run his life.

NAH, SO FOR MEASURING HIGH LOW MOTIVATION DOES SOMEONE IN THE KINDNESS, THAT GOOD AT WORK OR OTHERWISE, WE CAN USE THE SIZE IN THE abstraction.

SOME APPROACHES IN MOTIVATING

BECAUSE THE PERSON vary APPROACH OF COURSE NEED diverse as well. THREE BASIC PROBLEMS THAT NEED TO BE SEEN HERE ARE: A) TO WHOM HIS, B) TO context, and C) TO THE GOAL. MOTIVATING PEOPLE LOW whose motivation (extrinsic) WITH DIFFERENT COURSE MOTIVATING PEOPLE WHO HAVE HIGH motivations. MOTIVATING PEOPLE IN THE CONTEXT AS AN INDIVIDUAL (PERSON) WITH DIFFERENT COURSE WHEN THE MASS IS context, COLLECTIVE OR SOCIAL (PUBLIC). MOTIVATING PEOPLE FOR SHORT-TERM GOAL (SHORT task-oriented) ALSO WITH MOTIVATING DIFFERENT COURSE FOR LONG-TERM GOALS (LONG Achievement-oriented).

IN GENERAL, SOME APPROACHES THAT WE CAN VOTE (OF COURSE WITH THREE THINGS IN NOTING THE) ARE AS FOLLOWS:

FIRST, Renewal (P1): REVIEW OF THE NEW, NEW Conditioning, NEW CHANGES, NEW awareness, AND OTHERS. Sometimes WORK BECAUSE SOMEONE HAVE NO SPIRIT tired of THINGS THAT ON felt THAT-ONLY. BECAUSE THAT THINGS NEED A NEW TOUCH. THIS CAN BE DONE FROM START TO THE MOST FREE most expensive. JUST LIKE THAT FREE: weekly MEETING, EXPLANATORY DIRECT, CONSOLING INTERNATIONAL COACHING, TRAINING, LECTURES, AND OTHERS.

SECOND, targeting / engagement (P2): A NEW JOB, NEW deadline, TARGET OF NEW, AND OTHERS. Sometimes people CAN ALSO BECAUSE Loyal less challenging tasks. In theory, if the person is given too little or too DUTIES not challenge, the motivation TOO WEAK.BUT, given THAT IF TOO HIGH, THIS WORK ALSO POTENTIAL stressful. SO, give little by little and gradually, ADJUSTED BY THE GROWTH AND progress. MUCH MORE WILL BE GOOD IF coupled with involvement in the Formulation of TARGET AND DECISIONS.

THIRD, WARNING (P3): PROVIDES COMMAND AND NO EXPLAINING PAST coupled with the consequences. WARNING THIS CAN BE DONE FROM THE MOST SOFT START TO THE MOST HARD. THIS might be appropriate for MOST PEOPLE IN THE CONTEXT OF PARTICULAR, BUT CAN BE FAILED FOR DIFFERENT PEOPLE WITH DIFFERENT CONTEXT.

FOURTH, ASSESSMENT (P4): DELIVER PERFORMANCE ASSESSMENT, EVALUATION, CORRECTION, supervision, and EXPLAIN OTHER SIDE-SIDE WITH PLUS AND MINUS SIDE-SIDE (THAT NEED TO BE CORRECTED) THE FAIR. ANGRY THAN WE ARE NOT CLEAR WHEN ERRORS encountered, IF WE WILL BE DOING MORE GOOD EVALUATION. DEFINITELY NOT ANGER THE REJECTION REACTION TO GET frequently. REJECTION OF THIS THERE ARE PHYSICAL REACTION Status (ACKNOWLEDGMENTS OR ATTITUDE) AND THERE INNER nature (REAL NOT RECEIVE, defensive).

FIFTH, AWARDS (P5): PROVIDES OPPORTUNITIES PROGRESS, PROVIDES BONUS, SALARY, INCENTIVES, OR PROVIDE POSITION POSITION, POWER, DEVELOPMENT, AND OTHERS. IN THE CONTEXT OF THE COMPANY, THIS AWARD WILL BE PROVIDED WITH motivator as long as PAS CONTENT THAT, TO THE RIGHT PEOPLE AND directed to reach the appropriate target. BUT WHEN OTHERWISE WILL BE WRONG. WE LIKE THESE PEOPLE ARE LOW MOTIVATION ESTEEMING job it AWARDS WITH THE SAME PERSON WITH THE HIGH. -MORE MORE MORE IF WE LOW to let those motivations (WITHOUT reprimand, WITHOUT TARGET, DST), WHILE WE CARED LESS (CARELESS) PEOPLE WITH HIGH whose motivation.

THAT'S PART OF WHICH CAN APPROACH From all we take. OF COURSE, FOR SOMEONE TO KNOW THE SITUATION AND WHAT IS THE RIGHT APPROACH, even this is not as easy ROLLED HAND. Anyway, SOMEONE THAT DYNAMIC SITUATION. GENERAL SURE THAT A NEW EMPLOYEE BECAUSE THE SPIRIT need for SECURITY AND SELF-ESTEEM (free of unemployment) are fulfilled. BUT ONCE THE YEAR passed, his soul DYNAMICS NEW DEMANDS CHANGES, LIKE:

WANT HIGHER SALARIES want to be treated MORE OK, AND OTHERS. IF WE ARE STILL USING THE OLD APPROACH IS-IS ALSO, THIS TYPICALLY LESS EFFECTIVE.

Therefore, if referring to the reward MANAGEMENT CONCEPTS, IF WE WILL USE more powerful comprehensive approach, FROM START TO PHYSIOLOGICAL AND PSYCHOLOGICAL. CAN THIS refer to the theory of Abraham Mas low HIERARCHY OF NEEDS APPROACH IN THE FIFTH OR USE SIMULTANEOUSLY WITH NOTING THE SITUATION.

THE MORE IMPORTANT OF ALL IS THAT PROVIDES EXPLANATION, whether it's BY VERBAL OR BY NON-VERBAL, that can deliver SOMEONE TO SWITCH SOURCE intrinsic motivation. CAUSE, THAT THIS IS BECOMING A decisive! Hopefully useful.