Motivating Achievement

Keeping a highly-stimulated and involved workforce when they are not directly involved in the core business becomes increasingly difficult. The more obvious the tie between the activities and the outcomes, the more easily one is motivated by the macro goals.
Recognize and prevent undesirable behaviors and practices from becoming organization-wide Climate and Culture issues.
Performance-related rewards, including more praise than criticism related to a specific job well done will, over time, have a more dramatic impact on productivity than throwing more money at the symptom.
Psychological needs are similar to physiological needs in the sense that if we don’t get them met positively, we will get them met negatively because it's better than nothing.
It's important to manage our feedback processes to maximize opportunity while minimizing risk. If you apply these concepts to your feedback, you will be well on your way toward enhanced performance, improved satisfaction, and better relationships.
By recognizing its sensitive dynamic, we can make optimal use of the instructive elements of feedback while minimizing unintended repercussions.
It takes time, conscious thought, self-awareness, and effort to shift behaviors you’ve learned throughout your career and seen modeled by other leaders.
Employee commitment and loyalty leads to customer loyalty, which is the cornerstone of success for service-related companies.
Dr. Demings says that 85% of business problems are with the systems, not the people!
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