Page 70 - YOU CAN WIN - SHIV KHERA

RokZRooM Special ! You Can Win by Shiv Khera

Internal motivation is the inner gratification, not for success or winning, but for the
fulfillment that comes from having done it. It is a feeling of accomplishment, rather than
just achieving a goal. Reaching an unworthy goal does not give the gratifying feeling.
Internal motivation is lasting, because it comes from within and translates into self-
motivation.
Motivation needs to be identified and constantly strengthened to succeed. Keep your
goals in front of you and read them morning and evening.
The two most important motivating factors are recognition and responsibility.
Recognition means being appreciated; being treated with respect and dignity; and feeling
a sense of belonging.
Responsibility gives a person a feeling of belonging and ownership. He then becomes
part of the bigger picture. Lack of responsibility can become demotivating.
Monetary rewards are temporary and short-lived; they are not gratifying in the long run. In
contrast, seeing an idea being implemented can be emotionally gratifying by itself.
People feel that they are not being treated like objects. They feel part of a worthwhile
team. The reward of doing the right thing by itself is motivating.

THE FOUR STAGES FROM MOTIVATION TO DEMOTIVATION

1. Motivated Ineffective

When is an employee most motivated in the cycle of employment? When he joins an
organization. Why? Because he wants to prove that by hiring him, the employer made
the right decision. He is motivated but because he is new to the environment, he does
not know what to do. So he is ineffective.
This is the stage when the employee is most open minded, receptive and easy to mold to
the culture of the organization. Training and orientation become imperative.
Unprofessional organizations have none or very poor orientation programs. The first day
on the job, the supervisor shows the new employee his place of work and tells him what
to do and leaves. He teaches all the bad along with the good that he is doing. The new
employee quickly learns all the mistakes the supervisor is making because that is what
he has been taught. The organization loses the opportunity to mold the individual to the
culture of that organization.
Professional organizations, on the other hand, take special care to induct people into
their organizations. They explain to them, among other things, the following:

♦ the hierarchy
♦ expectations of each other
♦ do's and donuts
♦ parameters and guidelines
♦ what is acceptable and what is not
♦ what are the resources

How can one expect performance unless expectations are made clear up front? If
induction and orientation are done well, many potential problems would not surface at all.

2. Motivated Effective

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