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When it comes to motivation management, someone should typically keep in mind the difference between constructive and destructive forms of motivation. Constructive methods encourage an employee to perform an activity or become motivated in order to gain something, while destructive methods try to motivate others in order for them to avoid losing something or being punished. Someone looking to motivate others should also keep in mind that different people can be motivated in various ways, so it is typically best to try to determine what is right for each situation. In motivation management, it is also important to consider long-term goals and avoid short-term methods that might impede future success.
Motivation management is a process by which someone organizes various forms of motivation for others, which can rely on a number of techniques to ensure success. One of the most important considerations someone should have is in regard to the use of constructive and destructive motivators. Constructive forms of motivation provide encouragement for others who do a good job, and help people feel a sense of satisfaction regarding a job well done.
In contrast to this, destructive motivation is a method by which people perform tasks in order to avoid a negative consequence. These methods often use fear, such as a fear of losing one’s job, as a way to motivate others. When someone considers the best forms of motivation management, destructive methods should be avoided in favor of more constructive ones. Motivation typically cannot be forced, and instead should be encouraged and nurtured in others.
Someone working on motivation management should also keep in mind the various and specific needs of those he or she is trying to assist. Motivation usually comes from within a person, and can be encouraged but is still an intrinsic quality. This means that different people can be motivated in various ways. The most successful forms of motivation management typically require that each individual is considered and provided with motivators that are the most appropriate for him or her.
Motivation management should also take a long-term view of a situation, rather than focusing simply on producing immediate results that can ultimately be ineffective. Fear, for example, is an excellent motivator for short-term goals, but becomes less effective in the long run and can reduce motivation over time. A sense of satisfaction in someone’s work and the achievement of noteworthy accomplishments are often far better long-term motivators. By identifying the individual motivators that work best for people, long-term motivation management can become easier and generate results that are rewarding for both employers and employees.