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.There was a young boy who used to come for regular practice but always played in thereserves and never made it to the soccer eleven.While he was practicing, his father usedto sit at the far end, waiting for him.The matches had started and for four days, he didn't show up for practice or the quarteror semifinals.All of a sudden he showed up for the finals, went to the coach and said,"Coach, you have always kept me in the reserves and never let me play in the finals.Buttoday, please let me play." The coach said, "Son, I'm sorry, I can't let you.There arebetter players than you and besides, it is the finals, the reputation of the school is atstake and I cannot take a chance." The boy pleaded, "Coach, I promise I will not let youdown.I beg of you, please let me play." The coach had never seen the boy plead like thisbefore.He said, "OK, son, go, play.But remember, I am going against my betterjudgment and the reputation of the school is at stake.Don't let me down."The game started and the boy played like a house on fire.Every time he got the ball, heshot a goal.Needless to say, he was the best player and the star of the game.His teamhad a spectacular win.When the game finished, the coach went up to him and said, "Son, how could I havebeen so wrong in my life.I have never seen you play like this before.What happened?How did you play so well?" The boy replied, "Coach, my father is watching me today."The coach turned around and looked at the place where the boy's father used to sit.There was no one there.He said, "Son, your father used to sit there when you came forpractice, but I don't see anyone there today." The boy replied, "Coach, there is somethingI never told you.My father was blind.Just four days ago, he died.Today is the first dayhe is watching me from above."Internal MotivationPage 68 of 175Internal motivation is the inner gratification, not for success or winning, but for thefulfillment that comes from having done it.It is a feeling of accomplishment, rather thanjust 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 yourgoals 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 feelinga sense of belonging.Responsibility gives a person a feeling of belonging and ownership.He then becomespart 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.Incontrast, 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 worthwhileteam.The reward of doing the right thing by itself is motivating.THE FOUR STAGES FROM MOTIVATION TO DEMOTIVATION1.Motivated IneffectiveWhen is an employee most motivated in the cycle of employment? When he joins anorganization.Why? Because he wants to prove that by hiring him, the employer madethe right decision.He is motivated but because he is new to the environment, he doesnot know what to do.So he is ineffective.This is the stage when the employee is most open minded, receptive and easy to mold tothe culture of the organization.Training and orientation become imperative.Unprofessional organizations have none or very poor orientation programs.The first dayon the job, the supervisor shows the new employee his place of work and tells him whatto do and leaves.He teaches all the bad along with the good that he is doing.The newemployee quickly learns all the mistakes the supervisor is making because that is whathe has been taught.The organization loses the opportunity to mold the individual to theculture of that organization.Professional organizations, on the other hand, take special care to induct people intotheir organizations.They explain to them, among other things, the following:f& the hierarchyf& expectations of each otherf& do's and donutsf& parameters and guidelinesf& what is acceptable and what is notf& what are the resourcesHow can one expect performance unless expectations are made clear up front? Ifinduction and orientation are done well, many potential problems would not surface at all.2.Motivated EffectivePage 69 of 175This is the stage when the employee has learned what to do and does it with drive andenergy.He has learned the trade and it reflects in his performance.Then he moves on tothe next stage.3.Demotivated EffectiveAfter some time the motivation level goes down and the employee starts learning thetricks of the trade.This is the stage when the employee is not motivated.He continuesdoing just enough so that the employer has no reason to fire him but he is really notmotivated.This stage is detrimental to growth--most people in organizations fall into this third stage.A motivated professional learns the trade and leaves the tricks to cheats and crooks, buta demotivated employee starts sabotaging the company.His performance is marginal.He makes fun of the good performers.He rejects new ideas and spreads the negativityall around.Our objective is to bring them back to the second stage of motivated effective throughtraining.An employee ought not to stay in the third stage too long; because from hereeither they move back to the second stage, which is being motivated and effective, orthey move into the fourth stage.4.Demotivated IneffectiveAt this stage, the employer does not have much choice but to fire the employee, whichmay be the most appropriate thing to do anyway at this point.Remember, employers want the same thing as employees do [ Pobierz całość w formacie PDF ]