Motivations and Inspirations

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Some people spend most of their time inside the car. Well, there are many reasons of that like heavy traffic jam which usually occurs in the morning and the evening and also because they like to travel by car instead of using other transportation modes. As we know that car is the main transportation modes people use and the number is keep on increasing time by time.

No matter which one is the reason, to spend the time inside the car should be fun. There should be enough entertainment devices installed in your car like car DVD players to make sure that you don’t have boring trip with your car. Basically car audio and video system are the same with the audio and video system we have in our home, but in the car, the size is miniaturized and the power source is using DC rather than AC.

After you don’t feel bored because now you can watch your favorite movie inside your car while you are having long traffic jam, no its time to find short cut or alternatives routes by using your GPS devices installed in your car so that you will not be late for dinner with your entire family.

Motivation can be simply defined as the things that induce us to take certain actions or behave in a certain way. It is the why or the reason that drives a person towards a desired goal.

The reasons can be categorized into something that is within us i.e. intrinsic / internal motivation, or something that is external to us i.e. extrinsic / external motivation.

Internal motivation in performing a task occurs when the task in itself is experienced as rewarding and there is no need for any external reward before it is performed. Examples are like of the task, self-satisfaction, sense of achievement, relaxation purpose, etc.

External motivation in performing a task occurs when the task is performed because of an external reward. Examples are praise, recognition, money, stickers, grades, material rewards, etc.

Motivation can be seen as a continuum from being externally driven to becoming more internally driven. All of us start off in life being externally driven. Remember how many children are bribed with sweets or stickers, and do things to get praise from adults. But as we mature and our material needs become more satisfied, we become more internally driven. Though intrinsic motivation is generally accepted as being better as it is within the internal control of the person, external motivation is useful in helping a person initially to get on a task when he does not feel intrinsically motivated to do so.

But, the excessive use of external motivation might have detrimental effects. This has been shown in research or experiments that examine the effects of external reward on an internally motivated task.

The 1973 paper “Undermining children’s intrinsic interest with extrinsic rewards: A test of the overjustification hypothesis” by M Lepper, D Green & R Nisbett, reported an fascinating experimental observation. During children’s free-play time, a fun drawing activity was introduced. They observed the children playing and selected those children who appeared to find intrinsic satisfaction in drawing. These children were placed under three different conditions.

Condition 1: “Excellent Player” certificate was shown to some of the children, and questioned if they want to draw to win the certificate.

Condition 2: Some children were given the opportunity to simply engage in drawing and the children were given the “Excellent Player” certificate unexpectedly.

Condition 3: Some children simply drew without expecting or receiving any reward.

Two weeks later, all these children were again allowed to engage in the drawing activity. The result was fascinating. It was found that the children who chose to draw for the reward showed less interest in drawing, and also when the reward was withdrawn, these children simply stopped drawing. Children in the other two conditions showed no significant change in their interest in drawing. The result seems to suggest that the external reward of a “Excellent Player” certificate ruined the original intrinsic motivation for drawing.

In 1975, EL Deci reported his research findings in the paper “Intrinsic motivation”, that when people were given rewards for pursuing intrinsically satisfying goals, decreased motivation was the result. The result seems to suggest that if people already delight in what they are doing, giving rewards for their engaging in this activity can act as a deterrent in continuing with that activity.

These two reports seem to suggest that external rewards can ruin intrinsic motivation. There is therefore the danger of “overjustification” in our enthusiasm to motivate excellent performance through rewards.

What are the lessons that we can learn in motivating our children, students or subordinates? Suggestions are:

1. Develop intrinsic motivation for tasks, e.g. by providing a safe environment for them to pursue their own interests without undue interference.
2. Encourage intrinsic motivation for tasks e.g. providing opportunities for sharing of work and of the personal satisfaction gained.
3. Provide external rewards sparingly, and without giving expectations for it.

References:

1. http://www.succezz.com/S2/ForbiddenPsychologicalTactics.html
2. http://www.succezz.com/S2/Confessionsofawebsitecopywriter.html
3. http://www.succezz.com/S2/MotivateYourWayToSuccess.html

Originally posted 2009-11-09 21:22:43. Republished by Blog Post Promoter

Intrinsic motivation has been studied by experts since the 1970s and research suggests that intrinsic motivation occurs as a result of a person’s achievement in something and enjoyment. For example, if a person does well in his/her driving test then he/she will become more motivated to drive in the long-term as a result of this achievement.

Another factor that will help an individual increase motivation through intrinsic factors is when a person wants to solve problems on their own as a result of their energy, passion and hard work. Moreover, situations like this can help a person become more and more motivated in the future as a result of the internal efforts of the individual.

Another result of intrinsic motivation is when a person is passionate about something. For example, a person who is passionate about football or soccer would be motivated to either train youngsters play the game or join a local team as a result of their passion. Furthermore, the motivation comes from within the person and this might be down to from an early age or might be down to other factors. Nevertheless, the more an individual uses his/her own efforts to do something the more motivated that person becomes.

Some authors distinguish between two forms of intrinsic motivation: one based on enjoyment, the other on obligation. In this context, obligation refers to motivation based on what an individual thinks ought to be done. For instance, a feeling of responsibility for a mission may lead to helping others beyond what is easily observable, rewarded, or fun.

Intrinsic motivation has been studied by educational psychologists since the 1970s, and numerous studies have found it to be associated with high educational achievement and enjoyment by students. There is currently no universal theory to clarify the origin or elements of intrinsic motivation, and most explanations combine elements of Fritz Heider’s attribution theory, Bandura’s work on self-efficacy and other studies relating to locus of control and goal orientation.

Originally posted 2009-11-05 21:23:09. Republished by Blog Post Promoter

Motivation is the key to positivity in our lives. If we were not motivated enough, we would just not have the will in us to go about our daily lives. Its motivation that helps us get through the most mundane things – motivation for working harder, motivation to have a healthy relationship, motivation to earn more, motivation to have a pleased family. And yet sometimes we find ourselves lacking in motivation; I reckon we have all had days when getting out of bed to get ready to go to work seemed like a Herculean task. Sometimes lack of motivation can really bring people down, and hinder their efficiency and ability. This may lead to frustrations and further breakdown of communication between people. But, if you intercept this lack of motivation timely, you have help at hand. Go for hypnotherapy for motivation to get the zest in life back.

Hypnotherapy is intrinsically related to the concept of motivation, and can help you in every walk of life. From motivation in sports, to business; from quitting smoking to losing weight, hypnotherapy for motivation could help you out. But here’s the catch: you can reckon of successfully motivating yourself only once you have your goals identified. Identification of a goal is very necessary before you start motivating yourself. Motivation is all about helping you realize your right potential, sometimes this potential gets thwarted by certain experiences in our lives. Hypnotherapy for motivation works towards removing those mental blockages by connecting with your subconscious.

Hypnotherapy is based on the formula of auto suggestion, and it works on deeper levels than one can imagine. Hypnotherapy for motivation converses with your subconscious mind, and urges it to alter self-perception and self – image. Unknown to us, our subconscious is largely responsible for the way we reckon and react; if we train it to reckon on a different line, no doubt the accompanying behavior would change too. It understands the right potential that lies within us, and taps into it. Through gentle affirmations such as “I can do it”, it retrains your mind into believing that nothing is impossible.

In my practice at Oxfordshire, I have helped clients deal with a variety of issues through hypnotherapy for motivation. Some wanted to perform better at work, while others needed motivation to keep a relationship going. Some wanted to perform better at sports, while others at studies. The underlying theory of hypnotherapy is based on motivation, and we need it in every walk of life. But, we need to have our goals clear in our minds for the hypnotherapy to be successful. Hypnotherapy for motivation lets you focus on the particular task at hand, but if the task is undefined, hypnotherapy will be rendered ineffective.

Hypnotherapy for motivation can seem to be too simple a solution for these problems; but you will be surprised at their effectiveness. Once you started this journey of self discovery, you will see the changes in a small time. Through altering self-perception and self-image, hypnotherapy gives you a whole new view of the world. From being a procrastinating person, you can go on to become a self starter. So define your goals now, and dive into the vast sea of your subconscious mind through hypnotherapy. The pearls you will find there will take care of every situation and possibility in life. Pleased Self Discovery!

Originally posted 2009-11-03 21:23:25. Republished by Blog Post Promoter

When I first mention this to most people, they really don’t get it, so here is a simple formula for keeping your moods upbeat.

Audio books and music can be used as tools for motivation. The audio book is such a fantastic motivational and learning tool, while you are commuting, or just out for a drive by yourself. I mention “by yourself” because, ideally, you should spend quality time with people in your car.

You can learn so much about life and a self-improvement audio book can keep you motivated all day long.

When I first started listening to audio books it was during commuter traffic through Providence and Boston. I would show up to meetings relaxed, with fresh thoughts, and motivated. When people questioned me the secret, I told them about the magic of audio books.

Most of them never questioned me again, thought I was some weird eternal optimist, and never bothered to try an audio book.
Unfortunately, many people are slaves to stress, and don’t want to change anything. They go about their lives with a perfect recipe for a heart attack and high blood pressure.

Here is the ultimate recipe for a very sad and small life. You must combine “running late” to work, high volume traffic, the daily latte, a high stress job, and show up barely on time or late.

Some people are, what I call, “mad at the world.” They drive from one intersection to the next, making gestures at everyone. Some of these people can be helped, while others go through a daily cycle of frustration and even invite violence.

Now, let’s get back to you. As long as you stay aware, you have control over your motivation, moods, and level of optimism. So, take charge by plugging yourself into positive energy with books, audio books, music, and positive people.

Originally posted 2009-11-01 21:23:42. Republished by Blog Post Promoter

Do you belong to a group that helps make a difference in people’s lives? Does your group struggle to find ways to help others? Tired of the same ancient Bake Sale-Car Wash routine?

Below are five thoughts your group can use to make a difference.
These come from the e-book,  “101 Ways to Change the World”.

1. Organize a Group or Neighborhood Yard Sale and contribute the proceeds to a worthy cause. One neighborhood
adopted an orphanage in Thailand and worked together to send thousands of dollars from their garage sale. In addition to the money they sent, neighbors became closer and new friendships were made.

2. Organize a Homeless Shelter (or other needy group) Scavenger Hunt. You’ll need a group of people – the more, the
better.

Originally posted 2009-10-30 21:24:15. Republished by Blog Post Promoter

The 1980’s business culture in the USA and internationally place a considerable emphasis on personal reward on the basis that highly motivated individuals could transform organisations and societies. The extreme example in film was Gordon Gekko in Wall Street stating that greed was excellent. The 90’s, but, have seen companies traumatised and bankrupted by the inappropriate use of remuneration as a motivator. Yet major corporate successes have been built on reward based remuneration systems. Phones4U recently and Allied Dunbar in the financial services market is an earlier example.

The notorious Barings Bank had individual traders on bonuses in the millions yet in the long term these motivated individuals were not fulfilling the company’s objectives. Moreover even when an individual’s reward system is based on entirely appropriate performance indicators, resulting in the organisation’s success and he or she is rewarded, there may still be problems arising from the large differential between salaries of senior people and those of middle management. A payment system that depresses or demotivates 10 people for every one it motivates may not be the best for the organisation.

Wise organisations are therefore trying to reward and motivate all staff so that staff act energetically to further the corporation’s interests both small and long term and feel they have been treated honestly. But there must be properly in place the link between the items on which they are being rewarded and the actions they are able to take to influence the desired outcome.

A wise organisation accepts that:

• It is reasonable for the individual manager to act in his or her own interests.
• Managers work for people not organisations and want to please the superiors closest to them, or failing that, their peer group.
• Managers want to achieve and will be attracted to those tasks at which they know they can succeed, usually favouring the small term at the expense of the long term.

The clear implication is that an organisation should lay some groundwork before relying on a remuneration structure to change performance and behaviour. In other words the management and organisation system must be in balance with the remuneration system.

There are 5 major pre-conditions to the installation of an effective reward structure.

1. Measurement: “If you don’t measure it you won’t get it”. There are various measurement systems of which Balanced Scorecard, which sets multiple objectives and is used by Tesco, is perhaps the best known.

2. Monitoring: If the performance measures are not monitored properly or only monitored in a review at the year end, it can give the manager signals that they don’t really matter or, worse still, that failure is acceptable providing all the managers fail together.

3. Control of the tools for the job: The organisation must ensure that the individual is not over dependent on factors outside his control to achieve the performance measures set out (this is the ‘how’ part of the equation).

4. Consistency: Ensuring that small term organisational factors don’t over-influence managers or drive them from their real objective. The organisation must also ensure that its own design (be it bureaucratic or loose) is appropriate to what is being questioned of managers.

5. Reward and strategy in line: An organisation’s achieving a clear strategy is not an event that will take place in the future; it is a journey. A remuneration system can be place into an organisation even when it has a relatively muddled strategy providing that organisational and management disputes are resolved by reference to strategy and the “balanced score card”. Only then will there be pressure on the organisation to refine its strategy, structure and remuneration systems.

Based on these 5 pre conditions, there is a checklist of 10 factors that the effective remuneration and reward structure must achieve:

1. Support the business strategy
2. Encourage the desired behaviour
3. Reward relevant performance
4. Be honest
5. Be substantial
6. Be tax efficient
7. Be timely (The reward must take place close to the achievement)
8. Incorporate non financial rewards (Recognition can be as vital as cash)
9. Be firm (A bonus lost through missing target should not be recoverable whereas a salary increase should only be delayed until target is reached)
10. Be crystal clear

Originally posted 2009-10-27 21:24:30. Republished by Blog Post Promoter

Excuses! Excuses! When we fail to do something we are expected to do, we nearly always have an excuse for it. But, if we analyze it closely, an excuse is a self-destructive alibi for having failed to do something, especially when it involves attaining a goal. Instead of trying to persevere in finding ways to continue achieving a goal, some of us resort to excuses.

Even a handicap cannot be used as an excuse. Many handicapped but determined people have become achievers and champions. Instead of using a handicap as an excuse, let us turn it into an asset. Let us explore this further.

A handicap need not be a reason for failure. On the contrary, a handicap can be a reason for success. People with a handicap always have an offsetting strength that allows them to overcome problems better than others.

A person with a handicap has one obsession – to lead a normal life. Depending on the handicap, a person would prefer to be as independent as possible. So he struggles and finds ways to overcome his impediment. When he is able to achieve his goal, this raises his self-esteem. In turn, he inspires others.

Everybody has handicaps in varying forms and degree. That is why; it requires effort and determination to overcome them. Handicaps can either be physical, financial, or emotional. And they can either be real or imagined.

Whenever we look at a handicap, we nearly always look on the negative side only. It’s about time we take a look at the positive side of it. The positive side may be the hard side, but it’s the one worth looking into. It’s the side that is going to lead us to excel in life.

If you reckon your handicap is physical, like having a weak body, you can counteract this through proper diet and training exercises. As long as the physical parts of your body are intact and mobile, there’s no reason why you cannot make it strong and useful. Why? Even those without a leg (for example) can be made to walk or run normally. With the advancement of science, artificial legs can help a handicap function with fantastic mobility.

It your handicap is financial, then the more reason you have to rise above your present status. And if your financial status limits your educational attainment to improve your life, the school is not the only place to learn. Certainly, there are help centers to get you started even from zero level. Once you are initially warmed up with the basics of an education, the rest is up to you. Make use of libraries. Once you are educationally equipped, use your brain and come up with creative thoughts to improve your life.

If you are emotionally disturbed with negative thoughts, it is like you are sitting on a chair with wobbling legs. Try sitting on a chair with sturdy legs; meaning, look at the bright, positive side of life. Place aside negativity and start thinking positively. The only one who can stop you is yourself.

If your handicap is a combination of any of the physical, financial, or emotional type, congratulations. You should strive more to overcome them, because a double layer of perseverance results to more than double the achievement. Where the odds are greater, the prize gets much larger. After all the efforts you have exerted, the prize of success shall be a well-deserved one.

So what’s your excuse for not being successful?

Originally posted 2009-09-26 18:56:40. Republished by Blog Post Promoter

In business, the Equity Theory of employee motivation describes the relationship between how honestly an employee perceives he is treated and how hard he is motivated to work.  Peter Drucker, an author who specialized in economics, first proposed the link between Equity Theory and employee motivation.

The basic thought behind the Equity Theory is that workers, in an attempt to balance what they place in to their jobs and what they get from them, will unconsciously assign values to each of his various contributions.

In addition to their time, workers contribute their experience, their qualifications, and their capability in addition to their personal strengths such as acumen and ambition.  Money, of course, is the primary motivating outcome for an employee, but it is not the only, and in some cases not even the most vital, factor.  Power and status are also prime motivators, as are flexibility, perquisites and variety.

According to the Equity Theory, the most highly motivated employee is the one who perceives his rewards are equal to his contributions.  If he feels that he is working and being rewarded at about the same rate as his peers, then he will judge that he is being treated honestly.

This doesn’t mean that every manager should treat every employee identically, because every worker does not measure his contributions in the same way.  For example, flexible working hours might motivate a working mother even more than a pay raise.

Conversely, though an across-the-board wage increase may delight most employees, the highest producers may become less motivated if they perceive that they are not being rewarded for their ambition.  Research on Equity Theory and employee motivation has shown that, in general, over-rewarded employees will produce more and of a higher quality than will under-rewarded, less motivated employees.

Originally posted 2009-07-02 11:43:24. Republished by Blog Post Promoter

I want to give you four wonderful pillars for motivation, four main themes to underpin a healthy sense of drive and inspiration.

- The first main pillar of motivation is to gain recognition from peers.

When soldiers in wartime give up their lives during combat, why do they do it? Is it because of patriotism, a belief in the cause they are fighting for, or a dread of court martial if they do otherwise? Perhaps all these things play a part, but extensive research has shown that what really motivates a soldier to fight well incombat is the desire for the respect of the person who is fighting right beside him. This is much more vital than medals or other forms of public recognition. This is similar to what motivates salesmen on the floor of a car dealership, students in a classroom or a team of lawyers trying to win a case.

In the English Premier football league, all the players will tell you the best award that they want to receive is the acclaim of the others players and to receive the players player of the year award.

Reckon of ways that you can develop recognition from your peers to enhance your motivation. The apply them to your life.

- The second pillar of motivation is recognition from respected experts or authorities.

In my own life, I like the fact that the wonderful multi-selling author in the US has helped me, guided me and become my friend professionally and personally. I desperately wanted to earn his respect.

Has there been someone like that in your life? It is vital to realise that a respected expert does not have to be someone who is known far and wide throughout the world. You are the one who establishes the qualifications, though very often people whom you find impressive will be equally impressive to others.

Once you’ve met such a person, or even if you have just seen them from a distance or perhaps read an article about them, stop hesitating and politely approach them and introduce yourself. Unless you happen to catch them at a particularly hard moment, most successful people are keen to help others and to pass on what they’ve learned.

The fantastic thing about establishing a relationship with a mentor is that you eventually come close to that person that you can sometimes hear them advising you when they are not really around.

Reckon about how you can get recognition from a respected expert or authority. You can really stretch this concept to be excellent parents, local teachers, councillors as well as business people; interpret this in the best way for you.

- The third pillar of motivation is family.

Although the approval of peers and experts may be vital to your career, in your life, nothing compares to the influence of your family.

Let me clarify what I mean by this with an example of my own; when I had come off stage speaking at an event in Dublin last year, a man approached me and questioned me for some advice on the best way to stop smoking, he knew that I was the author of The Secrets of Self-Hypnosis and wanted help. My immediate response was to question him what his reasons were for wanting to stop smoking and he said the following to me:

“My wife is pregnant with our first child and I want to have more after that. I want to be able to delight in playing and having fun with my children and I want to be a healthy influence on their lives too.”

I spent some time talking to him about some specific techniques and strategies. I have not heard from that man, but I know that he was driven by his family and am sure of his success. Reckon about your wealth goals; so many of us want to be able to rpovide for our family and for them to have what they want.

So reckon about the ways in which you your fmaily can motivate you and get that lodged into your mind.

- The fourth pillar of motivation for today is something closely related to number three and that is sharing the wealth and wisdom for the excellent of your fellows.

To illustrate this pillar, I am going to mention a tale I like about Andrew Carnegie, the Scottish immigrant who founded the United States Steel Company in the early nineteen hundreds. When Carnegie died, a yellow sheet of paper was found in his desk on which he had written a note to himself when he was in his twenties. This note illustrated the main purpose of his life. It read:

“I am going to spend the first half of my life accumulating money, and I am going to spend the last half of my life giving it all away.”

During his lifetime, Carnegie’s fortune was estimated a four hundred and fifty million dollars – the equivalent to four and a half billion dollars today. In addition to building Carnegie Hall in New York City, he founded libraries in hundreds of small towns all across America and participated in dozens of other philanthropic activities as well.

When we look at these found pillars of motivation, what do you really see? The thing that I immediately notice is that they all involve other people, whether they are peers, mentors, family members, or simply fellows of the human race. Ironic isn’t it? To be successfully motivated you need this very internal, very unique thing called your motivation. To buy that innermost quality and set it to work, you need to recognise other people as reasons to believe.

Originally posted 2009-06-06 11:46:38. Republished by Blog Post Promoter