Are you motivated to succeed?
Yes, I am clearly motivated by self-mastery — this motivation drives me to develop and
grow. For me, it is my life path.
This desire is so powerful that it can drive me towards my self wholeness. I want to take
a certain form of risk and go out my comfort zone. While it might sound scary for some,
it is a process. I need to go through it so that I can grow.
And also, I am motivated to succeed because I want to return back all the sacrifices of
my parents. I want them to give a happy life.
Some people devote their entire life to self-mastery and the sense of accomplishment it
brings.
Self-mastery is a process of becoming. It’s not an end goal. Rather, it’s a life path
motivated by the opportunity to be your best self.
In his book, Toward A Psychology of Being, Abraham Maslow talks about a powerful
force within the human condition, which is a drive for growth. This force propels people
forward towards wholeness of Self.
Growth always requires some level of risk because it asks that you step outside of your
comfort zone.
I know how scary this can be, but I promise that you will never fail when you commit to
self-mastery. When you master your mind, you master every area of your life.
I am motivated to succeed because I want to live out my ideal lifestyle, and fulfill my
life’s calling. Additionally, I want to take care of my parents as they age, and ensure my
future family is financially secure.
QUESTION 1
It’s totally normal for employees to face dips in motivation, but it becomes a problem
when your colleagues are consistently disengaged.
One of the most important factors that contribute to employee motivation is how often
their hard work is recognized. 70% of employees say that motivation and morale would
improve massively with increased recognition from managers.
After all, if an employee puts a lot of effort into a project to produce exceptional results
but their hard work isn't recognized, why would they continue to be a high-performing
employee?
It's not just important to recognize great work. How you recognize your team's
contributions has a significant impact. Employee recognition shouldn’t just an annual
bonus at the end of the year—it should be meaningfully and frequently given.
Meghan M. Biro shared some excellent advice on effective recognition in a
TalentCulture post. Here's one of my favorite tips:
Money is appropriate much of the time, but it’s not the only—or even the most
effective—motivator. Treat employees as valued team members, not as numbers.
If you let them know you trust and depend on them, they will fill those shoes sooner
than you think.
Create a friendly work environment
Your employees spend a large amount of time of their lives working in the office. So try
to make the office look as friendly and appealing as possible.
When you create a pleasant atmosphere where it is welcoming and comfortable, your
employees will be more than eager to go to work every day.
Positive communication is the key
Everyone communicates at work and it is probably the easiest thing you can do with
your employee. Yet it can also be the most difficult. Spend a short period of time each
day to have a word with your employees; discussing things from concerns to ideas.
This will not only make your employees happy, it will also provide you with much-
needed insight on your business from your employees.
Encourage creativity
Creativity does not have to be based on the work that the employees are doing. It could
be simple task like giving ideas on the next company retreat or team building exercises.
“An employee’s motivation is a direct result of the sum of interactions with his or her
manager.”
– Bob Nelso
QUESTION 2
All workers like to receive a little verbal praise from the employers from time to time.
After all, it provides confirmation that the employee is doing a good job and is
recognized by her boss as a valuable asset to the team. On the other hand, giving too
much verbal praise to an employee can have some disadvantages.
Ego Building
One of the major advantages to giving verbal praise to an employee is that it can
boost the employee's ego, according to [Link], but this can
also be a disadvantage in some situations. Employees who are naturally prone to
getting "a big head" after receiving too much verbal praise may begin to exhibit
destructive behavior in the workplace. Those that have an egocentric outlook may
assume that they are the only ones being praised and may assume that they the
favorite or top employee. Some people will take that type of ego boost to the extreme
and assume an "I versus them" mentality that can be divisive among coworkers.
Selective Praise
Another potential downfall of giving too much verbal praise to an employee is that it
may create a divide between workers if it is given selectively to just one or two
employees. Even if those employees do their jobs better than the other employees not
receiving the praise, it could create friction and cause those who do not receive the
praise to assume one of two things. On the one hand, they might assume that the
boss plays favorites. Secondly, they might also assume that they are not doing a good
job themselves and this may adversely affect performance.
Productivity
Productivity might also be adversely affected by giving too much verbal praise to an
employee. An employee who is told that she is doing an exceptional job all of the time
might be prone to thinking that there is no room for improvement. This may give the
employee an inflated sense of self-worth and actually affect her ability to motivate
herself to do her job correctly or to the utmost of her abilities, according to John
Correll of Correll Consulting.
Empty Praise
Some employers give verbal praise all the time because that is the way that they
manage people. However, perceptive employees can often pick up on the fact that
some verbal praise is nothing more than hollow words that the employer regularly
uses as an obligatory recognition of work done. As Stephen Meyer of the HR Cafe
points out, employees who know that they have been slacking off, but have received
verbal praise nonetheless, may pick up on the fact that their employer is not really
providing true praise for a job well-done. Instead, these employees may seek
employment elsewhere and may choose to work for an employer that appears to me
more competent in handling employee praise.
QUESTION 3
SATISFACTION, with all of the given choices, this is the best.