The Motivation Scale is a very important measure of evaluation, both in our professional, social and family life.
And it is analysed as follows:
Before I start I would like to tell you that each post consists of 4 parts which should work interconnectedly.
These are:
- KATHIKON
- PURPOSE
- PERSONAL BENEFIT
- MONEY
So let’s take for example a General Manager who is looking for a person to fill a certain post and a candidate comes forward.
To the Director’s question , “Why would you want to work here?” the Candidate replies, “Why money is good”. Clearly a post has a money part, but if someone leaves their job or comes to work just for it, then they will leave at the first opportunity that comes along, a better package.
In this case, however, the Director General is looking for a person who covers all 4 departments. In this case a “hostile line” will develop between them which will sooner or later become apparent.
Suppose someone else replies that he likes the company because it provides him with a car, a mobile phone, his prestige goes up and inside he feels good to tell his family and friends that he works for a prestigious company.
Clearly a person who works is bound to have both money and personal benefits. But if he works only for these two motives, he will never become a real member of the team and holder of the post he has been called upon to fill. These in themselves are classified as negative incentives.
This is similar to the example of someone who has a friend who hangs out with him because he has money and benefits from his contacts, his car and perhaps his prestige, but will abandon him in times of trouble or in any emergency.
The same applies to marriage, etc.
Continuing on, we have a person who is interested in the purpose of the post and is fascinated by working for that purpose. This does not mean working without pay or without personal benefits. But he acquires these even more if he knows and believes in the purpose of his post. The same is true in marriage for example.
Someone marries because they like their family and someone else marries to get a bump in their salary or to add to their prestige, etc.
And in the first case if difficulties arise he struggles to handle them, in the second he gets a divorce.
But there is a supreme motive and it is called duty!!! And in this case you see the person who works with it, who stays late to fill a gap, correct a mistake, catch up with production or help a colleague ungrudgingly. That doesn’t mean he won’t get paid or have personal benefits, because if he does, then he should be called a martyr. And he is the only person who is entitled to a pay rise and good management identifies such people and rewards them accordingly and not just monetarily. And it is these individuals who should be praised because when something true is rewarded, it is strengthened, it becomes better and a shining example for others.
So should those mothers and fathers who stay up late for their children in their illnesses or try to give them the best possible tools to get out into society. And in this case a “bravo” and a “thank you” is simply enough for them.
There is, of course, the opposite case where someone in power promises false benefits in both personal and work or political environments, with false goals that are never met, and this results in revolutions.
And only a place whose people all work on this scale, up to the highest range, from the top executive to the last, can flourish and prosper.
