8. MOTIVATION AND BURNOUT TUTORIAL
SELECTED TUTORIAL REFERENCES
[1] THE SECRET OF MOTIVATING YOURSELF
The "Greatest Management Principle" is:
THE THINGS THAT GET REWARDED GET DONE!
Everybody works "SMARTER" when there is something in it for them!
Best strategies for getting highly motivated
STRATEGY ONE --- Reward solid solutions instead of quick fixes!
STRATEGY TWO --- Reward risk taking instead of risk avoiding!
STRATEGY THREE --- Reward applied creativity instead of mindless conformity!
STRATEGY FOUR --- Reward decisive action instead of paralysis by analysis!
STRATEGY FIVE --- Reward smart work instead of busywork!
STRATEGY SIX --- Reward simplification instead of needless complication!
STRATEGY SEVEN --- Reward quietly effective behavior instead of squeaking joints!
STRATEGY EIGHT --- Reward quality work instead of fast work!
STRATEGY NINE --- Reward loyalty instead of turnover!
STRATEGY TEN --- Reward working together instead of working against!
Click this link to see the book source outline:
(Getting Results!)
[2] ESSENCE OF MOTIVATION IN ORGANIZATIONS
1) EMOTIONAL COMPETENCE IN ORGANIZATIONS
[1] Emotionally competent employees have the following qualities:
(1) Independent --- Each employee makes a unique contribution to job performance.
(2) Interdependent --- Each employee draws to some extent on certain others, with many strong interactions.
(3) Hierarchical --- The "emotional intelligence" capacities of employees build upon one another. For example, self-awareness is crucial for self-regulation and empathy; self-regulation and self- awareness contribute to motivation; all the first four are at work in "social skills!"
[2] But organizational factors can affect the competence of employees:
(1) Necessary, but not sufficient --- Having an underlying emotional intelligence ability does
not guarantee that all employees will develop or display the associated competencies,
such as collaboration or leadership. Factors such as the climate of an organization or a person's interest
in his or her job will also determine whether the competence manifests itself.
(2) Generic --- The list of qualities related to high "emotional intelligence" or emotional competence
is to some extent applicable to all jobs. However, different jobs make differing competence demands.
2) PEOPLE SKILLS WITHIN ORGANIZATIONS
[1] A "new model of learning (p233-280)
[2] Best practices of "emotionally intelligent" organizations:
(1) They have the capacity to solve problems, meet challenges, or create valued products. In this sense, "organizational intelligence" represents that capacity as it emerges from the complex
interplay of people and relationships, culture and roles within your organization.
(2) All organizations are "cybernetic!" They are engaged in continuous and overlapping feedback loops. These "feedback loops" gather information from within and without and adjusts operations accordingly. Systems theory assumes that in an organizational environment of turbulent change and competition, the organization that can take in information most widely, learn from it most thoroughly, and respond most nimbly, creatively, and flexibly will be the most adaptive.
(3) This principle applies to all organizations, big and small. It points to the crucial role of "information flow" throughout the organization in determining its viability, which is its "intellectual capital!" Intellectual capital is the sum of what everybody in the organization knows and knows how to do! It is what gives your organization its competitive edge or MOTIVATION and drive to succeed in its mission!
[3] The basic business practices found by the Saratoga Institute in a study of 600 businesses regarding the characteristics that "OUTSTANDING" business organizations had:
(1) A balance between the human and financial sides of the company's agenda
(2) Organizational commitment to a basic strategy
(3) Initiative to stimulate improvements in performance
(4) Open communication and trust-building with all stakeholders
(5) Building relationships inside and outside that offer competitive advantage
(6) Collaboration, support, and sharing resources
(7) Innovation, risk taking, and learning together
(8) A passion for competition and continual improvement
Click this link to see the book source outline:
(Working with Emotional Intelligence)
[3] SEVEN BASIC NEEDS THAT MOTIVATE YOUR CHOICES!
Your life demands choices! Your challenge is to simply identify the seven most critical choices of your life. These seven critical choices have been major factors in determining who and what you have become. If you identify and understand these choices, you will unlock an amazing amount of information about you and your self-concept and you and your future!
Your hierarchy of "Basic Needs" which "drive" or motivate each and every one of your choices!
(1) SURVIVAL
(2) SECURITY
(3) LOVE
(4) SELF-ESTEEM
(5) SELF-EXPRESSION
(6) INTELLECTUAL FULFILLMENT
(7) SPIRITUAL FULFILLMENT
Click this link to see the book source outline:
(Self-Matters)
[4] ABOLISHING PERFORMANCE APPRAISALS ---
WHY THEY BACKFIRE AND WHAT TO DO INSTEAD
Click this link to see the book source outline:
(Abolishing Performance Appraisals)