4. What is real Motivation That Team Humanity can provide in all aspects of everyone’s life and work? 02/05

Human Psychology

As the social psychology literature on learned helplessness makes clear, our ability to navigate our world with confidence depends on reasonably predictable relationships between actions and their
consequences. When people (or, for that matter, dogs, rats, and even fish) encounter an environment filled with random, bewildering punishments and uncertain, inconsistent rewards, three things occur. First, motivation declines. If you can’t possibly affect outcomes, why try? Second, learning suffers from the lack of consistent feedback. Could you learn to drive a car if from moment to moment the pedals switched
from brake to accelerator and back again? The task would be impossible. And third, stress skyrockets. In fact, one’s perceived
level of job control, according to research by British epidemiologist Michael Marmot, is an important predictor of longevity and
health.
Jeffrey Pfeffer is the Thomas D. Dee II Professor of Organizational Behavior at the Stanford Graduate School of Business. His most recent book is Pfeffer Power: Why Some People Have It—and Others Don’t (HarperCollins, 2010).

Changes to motivational approaches

1. Trustworthy universal guidance
Using universal guidance principles in education and human development that will always have our back and that will be looking out for our best interests – will win the trust of Team Humanity Members who in turn will be more motivated to achieve. Ergo … As an example on a personal bases in our existing system ” I once had a manager that always looked out for me. He was upfront in communicating his performance expectations and his feedback was direct. He never treated me like a subordinate and looked for ways to include me in senior management meetings. This opened my eyes to what would lie ahead in my career and thus motivated me to reach the next level and in the process exceed the expectations of my boss. “
Trust is a powerful motivational tool and those universal guidance principles that will be completely transparent with Team Members will lead to surprising results and new types of opportunities to develop talent to each persons maximum.
2) Being Relevant
Everyone wants to be noticed and recognized for our work – Team Members will be motivated to achieve to remain relevant, at very least, and to reach our full human potential, at best. As such, Team Members will be in search of new ways to learn, improve our skills and invest in themselves or others. This is an opportunity for universal guidance principles to be applied that are developed to build the depth and breadth of our members skill sets, performance levels, titivation, loyalty and aptitudes.
3) Proving Brand New Ideas work also
This particular motivation to achieve is sometimes heighten between generations. Younger professionals that seek to prove themselves among older generations in the workplace. Team Members never can be stereotyped or marginalized. Using universal guidance principles, our Team Members are encouraged to exceed expectations by taking responsible risks. Embrace diverse thinking and measure one’s ability to innovate.
4 Advancement
Perhaps the most important factor on this list is the ability to advance. Team Members will be extremely motivated to achieve if this means that advancement awaits them. This requires Team Members to be mindful of opportunities that lie around, beneath and beyond what they seek. Using universal guidance principles we will sustain high levels of motivation from our Team Members by opening doors of opportunity and accelerating chances for advancement. This will be achieved by our world wide jobs/opportunities/creative pursuits// new business creation etc etc database , your skills and training are automatically match to 24/7 .

5) No Regrets
Team members will have little opportunity to regret career choices since they are wide open and fluid to meet the need of each individual.

6) Stable Future
People will be given safety and security in all of their core requirements to live on this planet. Using a system where human capital is the number one focus after core requirements are met provides a very stable future for self growth and development

7) Self-Indulgence
One Definition of self-indulgence
: excessive or unrestrained gratification of one’s own appetites, desires, or whims
2nd definition
Self-indulgence is the act of allowing yourself to have or do the things that you enjoy very much.
Team Humanity would consider self indulgence if done properly to be a benefit to all other humans.. If it makes a single human happier and more productive or creative .. lets have a lot of that going on.. However if it interferes in a negative way with other members of the team .. no thanks

8) Impact
Create the opportunity for our achievement to leave a long lasting legacy that rewards the humans they serve now and for future generations to learn from or use.
9) Happiness
In the end, happiness is one of the greatest motivations to achieve. Happiness fuels ones self-esteem and gives people hope for a better tomorrow. In the past before team humanity, anyone could be a victim of taking our work too seriously.
ORIGINAL ARTICLE was heavily revised to reflect Team Humanity approach Forbes Magazine
Glenn Llopis Contributor
2012
https://www.forbes.com/sites/glennllopis/2012/06/04/top-9-things-that-ultimately-motivate-employees-to-achieve/#498662bc257e

2 ) Mazlow Triangle revised

This version is a tool of our current masters and needs to be redrawn as a square , with all parts = not a triangle only top 1% reach .. PAPER BELOW TO BE REVISED ALSO