writing my first draft I had a number of people critique my work and to be quite honest some of their comments nearly ‘killed me’. But I kept going. Then came the editing stage...and this required ongoing tedious writing... rewriting...and even more writing. That’s when discipline, determination and commitment once again had to reign. Thankfully, I did finish writing and my book was published. (Women Rising) Let me encourage you...that whatever you choose to do...whether it’s starting a business, planting a church, studying a course, renovating a home, getting fit, losing weight, getting counselling for a heart issue or practising an instrument or a creative skill...be COMMITTED, apply DISCIPLINE and keep PERSEVERING. PRINCIPLES OF MOTIVATION Psychologists have devised many different theories on motivation. Within these theories there are some common key principles. Let’s look at two of them. 1. Difference Between Extrinsic and Intrinsic Motivation This principle recognises the difference between motivation that comes from
an external source (that is ‘outside’ a person) versus motivation that is birthed from within a person. We’ll understand this by looking at a sporting example. An athlete training who is extrinsically motivated, will get their impetus for competing from their desire for recognition...the need for others’ approval... to become famous... to gain financial rewards ...or to win the ultimate place and prize. For this individual their motivation and sense of fulfilment comes from demonstrating a higher ability in comparison to others. In most cases, it requires the person to defeat others and to WIN. Whereas an athlete who is intrinsically motivated will find satisfaction in the personal benefits and enjoyment gained through training and competing. This could include being fit and healthy... the strengthening of personal qualities such as discipline and determination... or establishing and beating their own ‘personal bests’. When a person is internally motivated, winning is great, but it’s not everything. Motivation more comes from doing one’s best rather than being the best. It’s not about out-competing others, but rather the satisfaction found in personal growth and achieving goals. At work, people can also be internally or externally motivated. Extrinsic factors that motivate people can be: - Work deadlines - Boss’s expectations and approval - Financial bonuses - Personal recognition - Rewards and incentives Whereas intrinsic motivators in the workplace can include: - A sense of personal pride at a job well done - Belonging and achieving in a team context - Self improvement - Mastering a goal by applying skills and knowledge - Setting and achieving KPI’s If you are in a position where you manage people, or have close relationships with others (eg your husband or children) – it’s very worthwhile to understand what motivates them...and of course yourself. When you recognize key motivators in your own and others lives, you can both provide these motivators for them and more aptly encourage them.
2. Motivators of ‘Competence’ and ‘Autonomy’ The factors of competence and autonomy are two intrinsic factors which motivate people – both in their personal and professional lives. Competence involves a satisfied feeling of being able to do something really well. Most people find inspiration in being effective, proficient or even expert at something. The other motivator - autonomy - is a fundamental psychological need that people have to be able to control their own decisions and behaviour. In essence, autonomy is when individuals are able to exert their independence. Research has found that individuals will seek and pursue activities that bring a sense of competence and autonomy. In the work place, these motivators are particularly important and reflect why employees are demotivated when they are micromanaged by their bosses. A feeling of lack of control and incompetence will generally result in low morale and poor performance. The most effective tool then for managing staff is empowering delegation. This is when employees are given tasks or responsibilities that match or appropriately challenge their strengths and talents – thus enabling a person to achieve competency. Secondly, they are given sufficient authority to perform the task without undue supervision – thus satisfying their need for autonomy. FINAL THOUGHT Andrew Carnegie, entrepreneur and philanthropist, said this; ‘People who are unable to motivate themselves must be content with mediocrity, no matter how impressive their other talents.’ Motivation then really does matter. Casting our eyes to the past and then onwards into the future...it will be motivation that will drive great accomplishments, compel personal excellence and MOVE forward our lives and the world we live in. CW
Amanda Antcliff is a personal coach, mentor, pastor, workshop trainer and conference speaker. She is also the author of the book Women Rising. www.amandaantcliff.com
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Published on Oct 2, 2012
Published on Oct 2, 2012
Welcome to this issue of Christian Woman! The Virgin Diaries, Praying for Change, Relationships, Faith, Real Stories PLUS more... Read now o...