How can I choose the best motivational strategies?
Selection, which motivational strategies are best for you or others around you, such as employees, involves an analysis of factors that force individuals to start and complete the task. Some strategies include external or material rewards, while others rely on the intangible factors that motivate. Choosing a suitable motivational strategy for individuals or group also depends on determining strengths and weaknesses. Some people do not have motivation because they are impartial, scattered or not involved, while others have difficulty in motivation due to fear, anxiety or internal or external intimidation.
The first step in choosing the best motivational strategies is to identify the task and determine why motivation is missing or need to be increased. One way to discover strengths and weaknesses is to create a graph or table of advantages motivated to complete the task or project and disadvantages or "road blocks". This can help determine whether thoroughly is disinterest or boring or if it is stRach of failure or anxiety related to what needs to be done.
Once the motivation blocks are identified, the selection of motivational strategies should focus on ways to overcome these problems. A person who is not interested in or bored can find strategies that help adapt the activity or change the way in which the stimulating is performed, which can increase motivation. Allowing fresh entry and ideas evokes excitement and determination for the project, which can help motivate those that lack the drive for boredom.
fear of failure or negative self -confidence can have a deep impact on motivation. Visualization of success and maintaining a list of positive results increased motivation and completing the task can be useful motivational strategies if fear is a problem. To remind people that they are doing well, and the expression of gratitude can also help strengthen the positivelics in the working environment. Part of parto have the feeling that they are only recognized when they make mistakes, so the use of every opportunity to praise a good job brings a more harmonious work environment and more motivated employees.
While motivation is often not related to external rewards, such as a bonus at work, some people lack motivation because of the perceived lack of reward for their efforts. In some cases, material reward significantly increases motivation, although it may not always be monetary. For example, some people will find setting small rewards for themselves, such as two hours to relax and watching, can help motivate to complete the daunting task. In work, material rewards may take the form of increasing, promotion or even paid leave to employees who work well and finish the task in time.
The importance of setting realistic objectives cannot be overestimated. Even a person who is sufficiently motivated can begin to lack enthusiasm and drive the goals are unattainable or are not clearly defined. SomePeople prefer to work on a large destination for a long time, but many people behave better when a large project is divided into smaller targets with shorter terms. The division of large tasks into smaller people can allow people to feel satisfaction and completion, because each project phase is completed, which can also help provide motivation to continue.