The Leader: The Motivator (Part 1)

By: MJ

The leader serves as the mentor, mediator, promoter, counselor, problem-solver, and the likes. On the other hand, the leader can also be the discourager, the abuser, the exploiter, the problem-maker, and the likes. He or she makes the most influence on whether the workers may work effectively or not.

That is why it is most important to know the qualities of a good leader. There must be a balance of data skills and people skills in a leader. Meaning, there should be a balanced know-how on the leader’s part to be knowledgeable about the tasks and the workers under him.

3 Steps on How to Motivate Reactively

By: MJ

1. Praise Motivation. Too much and too little may be ineffective. Give enough. Take special notice of those who are unnoticed and those who are working really hard. It has been said that over-achievers and stress-susceptible workers need more recognition than the others. Try to do so.

2. Feedback. It is important for the over looker to respond. Whether the employee ends up being reprimanded or acclaimed, it is much better to have been responded to rather than ignored.

3. Bonuses. Bonuses cannot be limited to money all the time. You could choose to treat them or give out awards instead. Rewards could be financial or non-financial.

10 Steps on How to Motivate Proactively

By: MJ

The author shall now enumerate 10 practical steps on how to motivate proactively:

1. Recruitment Motivation. When looking for new blood, the recruiter should give out the job descriptions clearly and highlight the positive portions. Include members or employees to search for new recruits.

2. Advertisement Motivation. When posting ads, one should avoid using discouraging terms for a position. Use euphemism or encouraging terms to become more inviting or pleasing to the eyes of the applicant.

3. Interviewing Motivation. When interviewing recruits, one should use words that emphasize and highlight the capability of the applicant.

4. Orienting Motivation. Orientation programs are like first impressions and are also great motivators for beginners. Make most out of it.

5. Expansion Motivation. Avoid cost-cutting when you can provide trainings or development trainings to the employees.

6. Motivating “Winners.” This technique is rather psychological. One must think of every employee as assets or “winners” instead of the negative. What you see is what you get.

7. Recognizing Motivation. Every worker is unique and different. Therefore, each motivational need is also different. Find them out for yourself.

8. Delegation Motivation. Knowing your worker doesn’t only benefit their motivational needs but also the employer’s knowledge about their strengths and weaknesses. This way, he/she can be effectively delegated to a task where he/she can be most happy or productive.

9. Team Motivation. Group works are effective in bringing out an individual’s confidence and motivation.

10. Holistic Motivation. As mentioned in numbers 7 and 8, knowing your employees may really become effective when giving out individual tasks.

Differentiating Proactive and Reactive Techniques

By: MJ

To begin with, let us start off by introducing two ways on how to motivate the employees. These are the Proactive and Reactive Technique. The Proactive Technique is any method that requires the involvement of both the employee and the employer. Later on, we shall discuss the 10 steps on how to motivate proactively. On the other hand, the Reactive Technique only requires the employer to initiate an action aiming that the employee would respond to him/her voluntarily.
Just like the two factors previously explained, both proactive and reactive can be used as inseparable factors in motivation. On this case, it would be more effective if the employer would use both techniques interchangeably.

Which Is More Important?

By: MJ

The question now pops-up; which is more important? If we are to base the answer on the previous survey, then it would say that external factors are to be taken more seriously. However, 72% is not a small number. As we have concluded earlier, there should be a balance in both factors.
Now, another perspective is to look at both factors as inseparable. Without the other, none of them would work. Not only do the employees have to feel secure about their working environment and status but also about their emotional needs and satisfaction. In this way, it would become a win-win situation.

Motivating staff: proactive and reactive techniques Part 2

It’s crucial to keep valuable employees happy as they work in high gear the deepening personnel shortage makes it crucial. Managers cannot directly change employees’ attitudes and motivational goals despite what management and psychology books may say. By improving working conditions, adjusting and reassigning tasks as needed, and becoming more effective leaders they can promote motivation indirectly. Employees who are active in professional organizations or other outside activities yet only marginally productive at work, for example, would not be considered highly motivated in a management context. Not everyone with energy directs it toward his or her job. In this article the word “motivation” will refer to cognitive drive that benefits the employer.

Childhood Dream Career

We tend to see things differently, compared when we were kids. We tend to shun away from the simplicities of life given that society’s view has become awkward in this type of topic. In effect, we forget to see and appreciate the simplicity of life given all the lost focus that we garnered from our life, job, and society.
Most of us do find ourselves somewhat unmotivated in doing our jobs. We may call it career plateaus. Some of us motivated for the wrong reasons in life almost always, financial issues. Our goals in life should be centered in a dream career that we have when we were younger. It is time to use such childish fervor that we had before to accomplish such goals in.

What is Motivation?

By: MJ

The word “motivation” came from the Latin word ‘movere’ which means “to move.” It is generally defined as anything that enables or arouses the individual to a certain direction or action voluntarily. There are also speculations on how the term is responsible for human behavior itself. Others define motivation as a “drive.”

Motivation brings about the following characteristics in an individual:

a. Enthusiasm
b. Optimism
c. Hard-work
d. Perseverance

These four characteristics are very crucial to the productivity of an individual. As we move on to the next topics, the author shall discuss the different ways and factors that affect motivation.

Constructing a Motivation Letter for Employment in Europe

Usually, Motivation letters are written in a formal business format with your name and address located at the top right corner. Under these information and adjacent to the left margin should be the name, job title, company and address of the recipient. In European countries, they don�t really put a period after title abbreviations so better leave them off.

The job position you are applying for must be stated in the first paragraph of your motivation letter and your qualifications of the job at the second paragraph. Remember to talk about your qualifications. Don�t just list them! Show to them that you are motivated to get the job. The reason why you want to apply for the specific job must be written in the third paragraph and lastly, give your contact information details at the fourth paragraph.