Related Links

• 1 do it yourself
• 2 do it yourself project
• 3 do it yourself
• 4 do it yourself divorce
• 5 diy
• 6 do it yourself wedding invitation
• 7 home improvement do it yourself
• 8 do it yourself help
• 9 do it yourself plumbing
• 10 do it yourself auto repair

Do "motivational techniques" really help?

Do "motivational techniques" really help? ================================================== To read the full color version of this article, go to: http://clicks.aweber.com/z/ct/?GAaf04oaOVgll1KHCzu5Kw Greetings -- In last week's PVT, I mentioned that: * A Gallup poll of more 1 million employed U.S. workers concluded that a bad boss or supervisor is the Number 1 Reason people quit their jobs. * Poorly managed work groups are on average 50 percent less productive and 44 percent less profitable than well-managed groups. * Common bad boss behaviors include bullying, incompetence, harassment and discrimination, inadequate compensation, not respecting leg'al rights, privacy invasion. * A recent Monster Meter poll asked Monster members which TV show most closely resembled their work environments. 39% Survivor, 37% The Office, 13% CSI, 11% The Apprentice. See Monster article at http://clicks.aweber.com/z/ct/?QT00OYRl.swkGMVF4IqOYA I also talked about our Pampered Workforce. Employees demand more m0ney ... "management" complies ... yet, employees don't produce more. Why? Because employees feel entitled to the increase at CURRENT PRODUCTIVITY. Thus, employees produce the same or fewer results at higher labor costs. Bottom line: Increased wages and fancy benefits programs do not increase productivity! Employees demand more m0ney and better benefits because of conscious-level needs that lie deep in the unconscious mind, which translates unconscious needs into consciously expressed needs. To understand the role of baseline motivation in workforce activities, we must distinguish between MOTIVATION and MORALE. However, you can't establish a motivated group by "working on" morale. Further, you might find some unmotivated members within a "high motivation/high morale" group... Let's continue ... ================================================== Why is "managing emotions" the most difficult part of management technology? ================================================== Until recently, "motivating people" was considered the only technology for managing emotions. It was as if you could use certain "motivational" techniques and get the desired results the same way you can "clean-up" something like Inventory Control or Order Entry or whatever. But, little or no attention was paid to the subordinate's unconscious mind. Classical "motivational" techniques, developed and quantified over the years, only built a foundation for enhancing positive self-perception. But, let's start with what is likely to be in your employee's mind concerning business... ================================================== Do your employees have these typical views of "Business?" ================================================== Most people in the U.S. have been "brainwashed" by media and public (government) schools that are negative toward business and business owners. ("Business just uses people, spoils natural resources, rewards only the rich ...yada...yada... yada... ") This brainwashing obscures the reasons why business is important. To most people, business simply isn't important and nev'er will be. So, we find scant employee loyalty and abundant hostility. Recognize that you can't conquer a lifetime's worth of anti-business bias. Instead, take advantage of it by portraying business as something everyone uses for personal gain, because everyone does that anyway. Therefore, when dealing with your manager or subordinates, emphasize THEIR self-interest. Further, there is much you can do to handle emotional relationships with your subordinates. ================================================== What is the difference between MOTIVATION and MORALE -- and what difference does it make? ================================================== With respect to motivation and morale, you have four possibilities: 1. HIGH Motivation/HIGH Morale Most desirable. High enthusiasm, high achievement. 2. HIGH Motivation/LOW Morale Here you'll find highly motivated people who don't feel part of a dynamic group. Maybe they feel some group members are inferior. Maybe they feel that the group is not cohesive. Maybe the group is scattered, like many sal.es forces, making opportunities for developing high morale impractical. 3. LOW Motivation/HIGH Morale This is a "country club" environment where people enjoy the work climate but seldom achieve goals. The manager might be low-key, permissive, or popular, but little more. This work climate will eventually decline because it provides no real sense of achievement. Subordinates need much more than "county club treatment" to be enthusiastic achievers. 4. LOW Motivation/LOW Morale A disaster! Next week, I will discuss "hygiene factors" and "motivators" and how proper usage can help you and your teams be more productive. Here's a prelude: When you apply a MOTIVATOR, it tends to "motivate people." If you withdraw or nev'er apply the motivator, people tend to become demotivated. When you apply HYGIENE FACTORS, even robustly, you motivate no one. But, if you don't apply them, their absence will demotivate. So, you must apply hygiene factors - not to motivate, but to avoid demotivation. To be continued in next week's PVT ... Meanwhile ... ================================================== ...What do industry giants like Disney, Microsoft, Intel, and American Express have in common? ================================================== They've all sought out the expertise of the "master of targeted 0pt-in e-mail," Jonathan Mizel! n0w you can, too! Hardc0re businesses pay thousands of dollars to hear Jonathan speak, but you don't have to. Through an exclusive offer with AWeber Communications, Inc., you can hear directly from Jonathan - for FR.EE! Right n0w, the two-part video of Jonathan's sequential autoresponse seminar in London, England is in the AWeber control panel. In this amazing hour, Jonathan reveals: * Totally unique ways to use AWeber autoresponders * Two case studies of doubled, even tripled profits * Secrets of super-marketers like Marlon Sanders * Jonathan's own secrets, a peek inside his organization! This video puts thousands of dollars worth of intellectual material at your fingertips. Take advantage of Jonathan's expertise right n0w! You can order an Unlim'ited Follow up Autoresponder from AWeber today and get access to the revealing e-mail secrets of Jonathan Mizel: http://clicks.aweber.com/z/ct/?EXlb.ij9MbOLKWoFli6R5g What did you learn today that you found most beneficial? How will you apply what you have learned at work? Please email your comments to http://clicks.aweber.com/z/ct/?RNVA8U4ICJkEAs_zjiGdjA Best Regards, Mike Hayden, Principal/Consultant Your partner in streamlining business. PS. If you're not on our P V T Roster, sign up (fr#e) at: http://clicks.aweber.com/z/ct/?7si.bIn6d5NLYjgNjpHEAg PPS. To sign up for the PVT Forum, sign up (fr#e) at: http://clicks.aweber.com/z/ct/?E.6WbEpdRKcCqEax4s.BHg * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * (c) 2006 Mike Hayden, All rights reserved. You may use material from the Profitable Venture Tactics eZine in whole or in part, as long as you include complete attribution, including live website links and email link. * * * * * * * * * * * * * * * * * * * * * * * * * * * * * *

Best Rated Sites for Do It Yourself

Latest News

Home | Music | Videos | Store | Ring Tone | Articles | Forums
About Us | Privacy Policy | Contact Us | Sitemap

© Copyright Click4Music.net. All Rights are Reserved.