In today’s modern life, with its fast pace, people can easily experience pressure from life and work because they do not know how to balance their lives and motivate themselves. So how can we learn to maintain balance and free ourselves from pressure?
I. What Is the Impact of Self-Motivation?
If we understand what motivates us, we will know how to adjust our direction. At the same time, we will know how to create motivation for ourselves in order to achieve our ultimate goals.
Self-motivation is also a way to regenerate our energy, recover after exhaustion, and even encourage others to overcome difficulties at work or in life.
Self-motivation is an effective way to make your actions more persistent. It is also how you nurture positive emotions and thinking.
II. How Can Each Individual Build Self-Motivation Skills?
Self-Motivation Skills are the ability to restore your own confidence without external intervention. These skills are shaped by your living environment, workplace, personal views, social influences and prejudices, and even the role model you want to become.
However, we need to clearly distinguish between motivation and inspiration.
For example, when you see your colleague consistently receive an excellence award at every meeting, their achievement spreads to you. It becomes a source of inspiration that leads you to think, “I will receive the excellence award next month.” To turn that inspiration into reality, we need motivation to take action—that is, to set even more specific and practical goals, such as bonuses, promotions, recognition, or attention. From there, you can create a plan and motivate yourself to become an outstanding employee.
III. Types of Motivation
When it comes to motivation, there are 2 tendencies we need to consider: intrinsic motivation and extrinsic motivation.
Intrinsic Motivation
These are desires that arise from within, such as pride, the desire to contribute, self-satisfaction, or responsibility, and they do not require external recognition or evaluation. They are simply things we are quietly satisfied to achieve according to standards we set for ourselves. Naturally, if our aspirations are not high, our motivation will not be strong. Nevertheless, intrinsic motivation has a more lasting influence because it is connected to our inner selves and creates a tendency toward self-directed action.
Many motives influence intrinsic motivation, including excellence, mission, learning, freedom, and joy at work. If we know how to awaken these motives, self-motivation will become much more sustainable.
Intrinsic motives have considerable influence because they shape people’s attitudes toward life and form our behaviors and actions.
Extrinsic Motivation
This arises from external circumstances such as the work environment, achievements, material benefits, harmony, or feelings of fear, including fear of failure, the need for social recognition, or responsibility toward family. In general, these external motives compel you to make an effort.
Extrinsic motivation often creates considerable strength because external forces influence you to develop needs and desires of your own. These factors help you do whatever it takes to achieve your goals.
IV. Methods of Self-Motivation We Can Apply
One difference between the two forms of motivation above is that intrinsic motivation is generally more sustainable and longer-lasting than extrinsic motivation. This is because it arises from the individual’s own awareness without external influence. In most cases, this type of motivation develops strongly among business owners or people with a mission.
Extrinsic motivation, on the other hand, pushes us to act more quickly because its influencing factors are clear.
A very common and important method that most of us know for motivating ourselves is self-suggestion. This means using positive statements and repeatedly affirming them.
Some common and easy-to-apply ways to encourage motivation.
Recognize their roles and capabilities
– Show appreciation
– Assign them interesting tasks
– Know how to listen
– Encourage them to set achievement goals
– Create opportunities for their development
– Provide additional training
– Give them challenges
– Help them, but do not do the work they should do for them
IV. How Can You Unleash the Power of the Motivation You Create?
Finding motivation is the first and a very important step toward success. However, if you only create or identify motivation without having the means to act on it, it will be very difficult to reach your destination. Those means include identifying your strengths and weaknesses.
Only when you use your abilities accurately can your desires be fulfilled quickly.
You may even realize that you need to adjust the fit between your motivation and your abilities. This creates balance and limits desires that exceed your capabilities, helping us continue striving and developing without feeling excessive pressure or being overwhelmed.
In summary, identifying and creating motivation for ourselves is extremely important and necessary for sustainable development and happiness. Alongside this, we need to use our skills and strengths to turn that motivation into reality.
V. Tools to Support You
1. Motivation Questionnaire (MQ) – A Motivation Questionnaire from Germany.
Assessment results MQ Test based on Maslow’s hierarchy of needs, one of the fundamental frameworks for understanding human needs. The MQ Test helps explore each individual’s motivation through a motivation questionnaire. It measures both the needs and the degree to which employees’ most basic and common needs are satisfied.
The MQ Test measures whether employees’ psychological tendencies and motivations are driven by external factors (extrinsic) or internal factors (intrinsic). The measurement results provide a basis for understanding what employees need. This, in turn, helps create motivation for them to work effectively and generate greater value for the business.
2. Uchida-Kraepelin (UK Test) from Japan.
Uchida-Kraepelin (UK Test) is a test that helps businesses analyze their workforce quickly and accurately. The results reflect work ability, measure work performance, indicate behavioral tendencies and habits, and highlight noteworthy psychological fluctuations.
The UK Test provides businesses with information for measuring capability, suitability for a profession, and compatibility with the characteristics of a job. It is used in recruitment, position allocation, and the assignment of job types and workloads to employees.
The workforce situation can change significantly during a pandemic. It is necessary to clearly understand human-resource capabilities in order to make appropriate changes quickly, ensuring flexibility and continuity of operations.
Learn more about the Uchida-Kraepelin Test: https://vienquest.com/uchida-kraepelin/
3. Trait-Map – A Personality Tendency Test for Human Resources from Germany
Trait-Map Test based on the Big Five model, helps identify participants' personalities, personality types, life perspectives, and working styles.
The Trait-map test results provide details such as personality expressions in essential skills, stress tolerance, meticulousness, attention to detail, and conscientiousness…
The Trait-Map test is particularly effective for team assessment. Managers can identify which personality traits are most prominent and which are less expressed in each employee. They can recognize each individual’s strongest role within the team and identify the roles and positions they are capable of taking on. This enables suitable workforce arrangements to maximize work effectiveness, while providing timely support and training where limitations remain and improvement is needed.
Learn more about the Trait-Map Test: https://vienquest.com/trait-map/
VI. When Should Human-Resource Capabilities Be Measured?
There is no single precise point in time at which human-resource capabilities should be measured. At each stage, a business needs to base its assessment on a specific measurement criterion. At another point in time, it may need to use a different criterion.
Continuous development requires regular measurement of human resources to understand their potential and establish an appropriate direction. It can take a great deal of time to recover energy after falling behind the broader business market.
Moving toward the use of tools that support businesses in comprehensively measuring and developing employee capabilities is essential. This begins with recruitment and continues through workforce development and growth. The products provided by VienQuest Institute help businesses understand and manage their workforce quickly, conveniently, and effectively based on scientific analysis.
Contact Quest Now for Consultation on Competency Measurement Solutions!
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