1. THE ART OF MOTIVATION ‘A great man is one who can make a small man feel great, and perform great.’ By Mumtaz Zaidi

3. Esteem needs

4. Social needs

5. Security needs

8. He is insecure.

9. He doesn’t accept responsibility.

10. He lacks people skills.

11. He is unwilling to guide.

12. He doesn’t inspire us to perform.

13. He doesn’t appreciate good work.

14. He doesn’t discuss new strategies or ideas with us.

16. Meet them face to face. Listen.

17. Talk straight.

18. Give clear instructions.

19. Accept only after weighing the pros & cons.

20. Don’t put on airs.

21. Never stand on ceremony.

22. Take the rap yourself.

23. A promise is a promise.

24. Turn down in the first place (rather than withdraw it later).

25. Spot talent, creativity & promote.

26. Encourage initiative.

27. Tolerate mistakes.

28. Learn from them.

29. No mistakes, no initiative.

31. Why argue? Understand.

32. To err is human.

33. Listen to complaints.

34. Don’t shout. Explain.

35. Never hold out threats.

36. Blow your top, but constructively.

37. Soften the blow.

38. Allow them to let off steam.

40. People are different in their needs & hence in their Ms.

41. Individuals change their aspirations & needs frequently, changing their Ms.

42. A single goal can be reached in a no. of ways or Ms.

43. A single goal can satisfy a host of needs & Ms.

45. Motivate yourself to motivate others.

46. Participate in order to motivate.

47. Motivation, even when estd., does not last forever.

48. Motivation requires lots of individual recognition.

49. Progress & success motivate.

50. Challenge motivates only if you succeed.

51. Team membership motivates.

53. Set targets for them to get a sense of achievement.

54. Give them variety & interest.

55. Show trust. Be open.

56. Keep them in the picture.

57. Empower. Allow them control over what they do.

58. Tell them: a work ill-done must be done twice.

59. Give regular feedback to prevent misdirection.

60. Give praise. Show appreciation.

61. Encourage teamwork, sense of belonging, synergy.

63. Motivational instructionsare always ‘SMART’

64. Specific

65. Measurable

66. Agreed

67. Realistic

68. Time-bound

69. What gets asked for gets done.

70. What gets measured gets done better.

71. What gets rewarded gets done best of all.

73. Let employee know what is expected of him and when it is to be completed.

74. Specify the stages.

76. Given after the desired behavior or performance.

77. Given as soon as possible.

78. Specific to the accomplishment.

79. Personal in impact.

80. Valued by the recipient.

81. Delivered consistently.

83. Keep changing rewards to get improved behavior.

84. Do not reward them all alike. Base it on their performance.

85. Continue to tell them – what they should do to deserve it.

86. Be consistent in your rewards. Have a firm link: for this performance, this reward.

87. No need to continue reward after the behavior is established.

88. Be fair. The size of the reward must match the effort.

89. Reward necessary for continued good performance.

91. Involve them in as many work decisions as possible.

92. Show real care & help in personal problems.

93. Hawthorne effect: if you treat people as special their performance would improve.

95. Make them believe in themselves.

96. They can only succeed in targets they believe they can achieve.

97. Achieving goals is a motivating force in itself.

98. When realistic, they enhance performance due to less anxiety and more motivation.

99. Goals are within individual’s control & hence are flexible.

101. direct attention & activity towards the task.

102. direct efforts towards achievement.

103. build persistence.

104. devise new learning strategies.

105. The harder the goal, and/ or the more important the goal, the more is the effort put in.

107. Maximum personal accountability

108. Work in complete entities

109. Employee to have control over -which task & when

110. Feedback on performance & quality directly to employee

111. Opportunity to do new jobs

112. Individuals to choose their jobs with the rest of their team

113. Opportunity to discuss & comment on changes in work

114. Job rotation instead of one single short cycle job.

116. Motivate. Create enthusiasm & passion.

117. Create a dream & make the team go towards it.

118. The ability to get the message across is what ignites people to act as one person.