Success diary/ How to gain influence and respect

Instincts
The instinct theory of motivation suggests that behaviors are motivated by instincts, which are fixed and inborn patterns of Psychologists including William James, Sigmund Freud, and William McDougal have proposed a number of basic human drives that motivate behavior. Such instincts might include biological instincts that are important for an organism's survival such as fear, cleanliness, and love.😀😀😀

Instincts
The instinct theory of motivation suggests that behaviors are motivated by instincts, which are fixed and inborn patterns of behavior. Psychologists including William James, Sigmund Freud, and William McDougal have proposed a number of basic human drives that motivate behavior. Such instincts might include biological instincts that are important for an organism's survival such as fear, cleanliness, and love.

Drives and Needs
Many of your behaviors such as eating, drinking, and sleeping are motivated by biology. You have a biological need for food, water, and sleep. Therefore, you are motivated to eat, drink, and sleep. Drive theory suggests that people have basic biological drives and that behaviors are motivated by the need to fulfill these drives😀😀😀

WHAT ARE MOTIVATORS

Motivators are chosen measures that an organization has in order to keep the employees commited and give them a sense of belonging. When we choose the right motivators, we achieve motivation.

Motivators have to be carefully chosen – if not, they have no effect. Unfortunately, organizations still have just financial motivators, jubilee awards and prizes for success in various competitions, etc.
Modern organizations, which realise just how important their employees are, carefully choose and review the motivators yearly to make sure they did not change. This is done by considering the structure of employees (men, women, younger employees, older employees, foreigners…).

The processes of Learning Organizations very precisely guides the organization to choose the right motivations that will have the best influence.

So if the motivators are properly selected, the climate in the organization automatically rises. Why? Because motivated employees are more committed, they like to come to work, they spread a good mood and motivate other employees. Anyhow the organization can expect the work to be done in determined deadlines and that the employees will not be leaving the organization.😀😀😀

Intrinsic Motivation
Intrinsic motivation is a type of motivation in which an individual is motivated by internal desires and is satisfied when internally rewarded.

For example, let’s say an individual named Bob has set himself a goal to begin losing weight and becoming healthier. Let’s also imagine that Bob’s reason to pursue this path of fitness and wellness is to improve his health overall and feel better about his appearance.

Since Bob’s desire to change comes from within, his motivation is intrinsic.😀😀😀

Motivated by the desire to provide for your loved ones

Finding intrinsic motivation isn’t always easy, especially for those of us who aren't passionate about our work. Luckily, there is a way to compensate: Think about your family. This has emerged as a third source of motivation proven to be a strong source of inspiration — even for those who do not feel intrinsically or extrinsically motivated to do something.

A new study published in the Academy of Management Journal looked at a group of factory workers whose jobs entailed performing the same mundane task day after day, without any rewards for good performance. You’d think in the absence of both an intrinsic and extrinsic motivator, the workers would have little incentive to work hard in their roles. But what the researchers found was that some people who lack both kinds of motivation are still spurred on by a third factor called “family motivation.”

Find Effective Rewards
Some tasks or even stretches of a career are entirely onerous—in which case it can be helpful to create external motivators for yourself over the short- to-medium term, especially if they complement incentives offered by your organization. You might promise yourself a vacation for finishing a project or buy yourself a gift for losing weight. But be careful to avoid perverse incentives. One mistake is to reward yourself for the quantity of completed tasks or for speed when you actually care about the quality of performance. An accountant who treats herself for finishing her auditing projects quickly might leave herself open to mistakes, while a salesperson focused on maximizing sales rather than repeat business should probably expect some unhappy customers.😀😀😀

Motivated by the desire to provide for your loved ones

Finding intrinsic motivation isn’t always easy, especially for those of us who aren't passionate about our work. Luckily, there is a way to compensate: Think about your family. This has emerged as a third source of motivation proven to be a strong source of inspiration — even for those who do not feel intrinsically or extrinsically motivated to do something.

A new study published in the Academy of Management Journal looked at a group of factory workers whose jobs entailed performing the same mundane task day after day, without any rewards for good performance. You’d think in the absence of both an intrinsic and extrinsic motivator, the workers would have little incentive to work hard in their roles. But what the researchers found was that some people who lack both kinds of motivation are still spurred on by a third factor called “family motivation.”

Those who identified with the statement “I care about supporting my family” felt more energized and performed better each day, even when they didn’t find the work enjoyable and had no financial incentive to perform it.

“Family motivation can relate to both intrinsic and extrinsic motivation. If family is a top value of yours, then your family can serve as an intrinsic motivator. If you feel family pressure or obligations, then that's more of an extrinsic motivator,” says Clark.

As organizational psychologist Nick Tasler says, “Every job — whether you’re washing dishes or performing kidney surgery — provides us with the opportunity to affirm our identities as capable, respectable individuals, upon whom the most important people in our lives can rely.”

We’ll keep that in mind next time we spend the afternoon wrangling our email inboxes😀

Sustain Progress
When people are working toward a goal, they typically have a burst of motivation early and then slump in the middle, where they are most likely to stall out. For instance, in one study observant Jews were more likely to light a menorah on the first and last nights of Hanukkah than on the other six nights, even though the religious tradition is to light candles for eight successive days. In another experiment, participants who were working on a paper-shape-cutting task cut more corners in the middle of the project than they did on their initial and final shapes.

Fortunately, research has uncovered several ways to fight this pattern. I refer to the first as “short middles.” If you break your goal into smaller subgoals—say, weekly instead of quarterly sales targets—there’s less time to succumb to that pesky slump.😀😀😀

Motivating yourself is hard. In fact, I often compare it to one of the exploits of the fictional German hero Baron Munchausen: Trying to sustain your drive through a task, a project, or even a career can sometimes feel like pulling yourself out of a swamp by your own hair. We seem to have a natural aversion to persistent effort that no amount of caffeine or inspirational posters can fix.

But effective self-motivation is one of the main things that distinguishes high-achieving professionals from everyone else. So how can you keep pushing onward, even when you don’t feel like it?

To a certain extent, motivation is personal. What gets you going might not do anything for me. And some individuals do seem to have more stick-to-itiveness than others. However, after 20 years of research into human motivation, my team and I have identified several strategies that seem to work for most people—whether they’re trying to lose weight, save for retirement, or implement a long, difficult initiative at work. If you’ve ever failed to reach an attainable goal because of procrastination or lack of commitment—and who of us hasn’t?—I encourage you to read on. These four sets of tactics can help propel you forward.😗😗😗

If I want to change my life and reduce my waist, I need motivation. An advertisement for pretty clothes that I am currently unable to wear may inspire me to do sports, but the motivation for this will be entirely mine.

Many companies are now trying to "motivate" their staff without realizing that they have to inspire them. Inspire them and your employees will want to bring personal motivation to the workplace. But you must remember that if you have a large staff, this is a difficult task. What inspires one may absolutely not suit the rest.

An important detail - a person can motivate himself only when his basic needs are satisfied: food, sleep, safety. And so on, according to Maslow's pyramid.

Inspirational speeches cannot get you to work in the right direction, but they can help you find motivation within yourself.😀😀😀

There are many books out there whose cover says they can motivate people to achieve. Motivation cannot be shared; it is personal for everyone. Plus, motivation doesn't match across generations of people. It also depends on the society in which we live and its cultural traditions.

Many motivations contain such formulations as "money" and "position in society", because at the moment these are the main indicators of a person's success. As soon as society's definition of success changes, others will replace these concepts.

We are only motivated by what we want. For some it is a status in society, for some it is money, for some it is more like power.

Whatever motivates us, it is a purely personal thing. For example, if I want to spend more time making homemade jewelry today, I will finish everything I have to do faster.