“Skill is what you are capable of.
Motivation determines what you do.
Attitude determines how well you do ”. Lou Hooltz1.
I know that many times there are articles that make some people uncomfortable, because according to them the Law of Jante was transgressed, which Paulo Coelho in his Book: "Like the river that flows" tries to summarize it: "You are not worth anything, nobody is interested what you think, mediocrity and anonymity are the best choice. Act according to these principles and you will not have big problems in your life. " By this law the world has been manipulated in every possible way…. ”. Author's note.
The example of the first boss is very important in setting direction, decision and shaping: young workers' minds, work attitudes, individual goals, and institutional goals. The impact of the first boss lasts for a long time.
Workers who have or were lucky enough to have as first bosses very upright people, with many values and principles, very contracted to work, great references or examples in compliance with schedules, regulations and obligations of work, with the passage of time. For years they will have that same work attitude, that is, they will be not only proactive workers, but apart from the skills that the company requires for all its workers, they will have the positive attitudes that their first boss had or has, that is: very responsible, fair, Example of compliance with regulations, schedules, promoter of teamwork and who know what it means, all workers who had this type of bosses have been positively influenced by these attitudes, this being the way they assume their work obligations,their memory and example will always be present with them as a guiding beacon.
When the first boss respects you, supports you and teaches you by sharing with you tasks of all kinds: those that motivate you and those that teach you to be disciplined, those that are a stimulus and those that support the fulfillment of important objectives for the team, those who train you in the values and culture of the organization, this first boss has an important place in your future work and personal development.
The first boss must not only be a person who knows the operation of the company, because with a little study or practice it can be learned; even more so considering that the operation of each company constantly changes according to the advancement of technology or the needs according to the market or environment. Ideally, the boss not only knows the operational part but is a person with values and principles and therefore contracted to work, to compliance with both operational and personnel management regulations and therefore can be an example especially for new ones workers, their behavior must be fully consistent with the pillars of the organizational culture of the company or institution.
What would we think of a company that has a statement that is very common in many companies: "In this institution we value honesty, respect, transparency, punctuality and teamwork", but its administrator, manager or boss does not respect schedules or rules that he is precisely in charge of enforcing them, but demands that the other workers comply; While the workers try to finish the excessive workload they have, the manager or boss is reading the newspaper, making comments on Facebook or some other social network or worse, he is going home or to a cafe to make time to come back and close. the business or institutional premises. This type of attitude not only contradicts the statement of the supposed organizational culture and its pillars, but it will have a negative impact on new workers,apart from ending the synergy that must exist for teamwork.
That is the damage that this negative attitude produces to the company at the moment or in the present, because the damage will last in the future, the new workers with few values and not very solid principles, will take it as an example for when they, for bad Luck of the company, they also become bosses, administrators or managers, they will act in the same way. Such is the damage of such attitudes. Many of the new workers will have as motivation to have a hierarchical position only the motivation of being able: "I want to be a boss so that I can go for snacks as long as I want", "I want to be a boss so I can go to the streets at any time I want", "I want to be a boss to just order and make others work while I listen to music, read or chat."
According to David Mc Clelland there are three types of motivations in the human being: achievement, power and affiliation.
- Achievement: It is the drive to excel, to succeed. It leads individuals to set high goals for themselves to achieve. These people have a great need for activities, but little for affiliation with other people. People moved by this motive have a desire for excellence, they bet on a job well done, accept responsibilities and need constant feedback on their performance. Power: The need to influence and control other people and groups, and obtain recognition from them. People who have this type of motivation like to be considered important, and wish to progressively acquire prestige and status. They usually fight for their ideas to predominate.Affiliation: Desire to have friendly and close interpersonal relationships, to be part of a group, etc.they like to be habitually popular, to be in contact with others, they are not comfortable with individual work and they like to work in groups and help other people.
Many people are motivated to rise to a hierarchical position that of Power and even worse when they believe that power means: being able to do whatever they want, leaving aside the rules of the institution, absent from it at any time for business individuals, not respecting schedules, etc. As Mc Clelland defines it, they like to feel important, impose their ideas leaving aside the principle: "collective intelligence is and will always be superior to individual intelligence", only wishing to acquire status. No Taking the most important or appropriate motivation, with greater personal and business benefits, I mean the Affiliate motivation.
If for any reason we come to have a boss with that kind of attitude, definitely demotivating for workers, let's try to overcome the demotivation and apply what Steven R. Covey suggests in his book. "The 7 Habits of Highly Effective People" Let us show that we are proactive: "… be light, not a judge, be a model, not a critic. Be a part of the solution, not part of the problem ”. In this book, Covey tells us about a similar case and how one of the executives reacted demonstrating his proactivity: “But one of the executives was proactive. Values drove him, not feelings. He took the initiative: anticipated, empathized, interpreted the situation. He did not show the defects of the president, but, instead of criticizing him, he made up for them. At the points where the president's style was weak,I try to act as a buffer to safeguard its staff and make those weaknesses irrelevant and worked with the strengths of its president ”. This will minimize or cushion the negative impact on the company or institution and on the workers, especially the youngest, of this wrong attitude of that boss, trying to prevent them from later taking it as an example.
- From the book "The Inner Leader" David Fischman.
