Why is it that some people love their work to the extent that they no longer work, while others live for the weekend? After these two extreme conditions experienced during my career, I thought I would explore the reasons. Are there some people who find the positive in each task, he would enjoy what it is, and give everything to have been completed. Or …. We all need a task done our own buttons motivation? I recognize that there are people who are much more motivated than others and what we sometimes called “work ethic ” . You will probably attitude “if a job is worth it value well, “to say goodbye. Is it a genetic trait or because of education? I don ‘t know. However, my experience is that most people, however, much to the representation of the ” work ethic, “are more selective in where they apply. Therefore, employers will have the motivation and productivity of individuals high and low tide, and some people thrive in a particular role, if others are completely off.So out how we can help people enjoy their work and be productive for the benefit of the organization?Talk about the economy, how can we get people “busy ” In the event that no strategy is to go “commit ” the entire staff, I will use a simple version of the SDI – model of emotional intelligence, the test driver of job satisfaction, enjoyment and ultimately productivity. For the reader, the SDI, in a word, they identified using a questionnaire, your core values. These values are probably ” Show me the boy and I’ll show you the man” at age 7 to determine , and if so, what do you do in your life is aligned to these values, it will be the same esteem . People ‘s values are represented as colors, comes with three basic colors red, blue and green. Those values tend to blue, for maintaining good relationships and helping people to be motivated. Those who are prone to green values, for independence, in detail, always Get It Right, fairness and justice to be motivated. Finally, those with red values will tend to fulfill the task of achieving results and prosper competition.Using this model, you can not immediately productive and enjoy their work and see why other people are busy. A person with blue values in a job with little orno contact with humans is likely to be uncomfortable, lonely, and potentially stressed. The same applies to a person with green values in a role that requires a consensus on all decisions and forced to work very quickly, without it, believe what they would go to an adequate quality control. Working for the red wines, their idea of hell is where the pace of ironic title “Red Tape ” can be slowed. So wake up chomping at the bit to get to work, you must focus your work or your business, your values, and steadily increase your self-esteem. This concept ‘s simple and surprising, but not many people have the luxury of a number of options from which hosted a career to choose their values. In fact, the person may not be aware of what their core values are.Thankfully an employment or business, no doubt a number of dimensions, it should, which means that you can change the way you look at the role that it causes a lot more of your values. It is certainly not the case that a job is just a bar and restaurant colour.I to work as an example. BlueNo one can love this kind of work because they help and enjoy dealing with people all day. But a person can green do not like the speed you have to work in a busy bar, and the fact that you do not have time to think alone. But the details can enjoy the greenery and the accuracy of billing and inventory control elements. Reds could benefit from the speed and still working on, if sales figures for each quarter beat. What is interesting is that customers will be before the job is likely to appeal to blue-red and for very different reasons. The blues is by helping others to be motivated, while the red by reaching sales goals (clearly visible in the hospitality and retail) and the competition to be motivated. In the hospitality industry, both needs could satisfied.The danger is that discourage you the blues very quickly if they are forced by circumstances to service below what they are happy to deliver . In other words, their values are threatened. The Reds are unlikely to be motivated in this business, if there is no evidence of these objectives, measuring performance or competition. Just for the good of the people and makes them happywill not suffice, unless there is a recognition is not as critical achievement.It employment / obtain values exactly match from the start. We humans are very adaptable, and people can fill “borrow ” behavior, the difference between their values and be good at his job. We will be happy to take the behavior of other colors, as long as we use this behavior in accordance with our values and can increase our self-esteem. A Green will compete with the best red wines of the city to ensure fairness and justice ….. as long as they analyzed the facts. Red is incredibly useful if they can be very useful to be measured, and this must be achieved. Blue to operate quickly, securely and in competition, if necessary, if someone ‘s well-being is at stake. The motivation is not necessarily created by the task, but often wonder why you do it.In the bar scenario, the person happy to work blue red behavior quickly, so that no one waits too long to go. They are motivated to increase productivity and serve quickly to reduce the waiting time for customers, but not only on itsHit sales targets. Therefore, to blue, are intrinsically motivated to meet revenue targets, you need to target an improvement in the context of customer service, or you may have to “stick ” extrinsic “core ” or Add achieving the necessary red result.The colleagues can take to ensure customer behavior, the blue will not wait too long, but with their minds firmly on the objectives, and do not think too much about a very positive byproduct satisfied customers. A person red focus directly on satisfied customers, you would probably need to give them a goal of customer satisfaction, for example via questionnaires.As and borrowing behavior, perhaps even more disturbing is the fact people “mask ” consumer behavior. This is where they feel compelled by circumstances in a way that you behave self-esteem, reduced only to survive in their jobs. This could be the peer pressure and / or culture. It will almost certainly cause a lot of stress. An example of this could be in the bar / restaurant has forced a blue waiter / waitress to reduce their perceived service quality in order to achieve faster throughput of customers to increase their income. It couldas a seller of green (in any sector) under pressure to close sales more quickly, without fully explain the product of the customer.So what we all agree how managers of farming contributes to the self-esteem and people enjoy productive.1 done. Talk to your employees, you take an interest in them and discover their values and what motivates them ………. perhaps even a questionnaire on the SDI team! 2nd Whenever possible, people in roles that match their values, or at least not completely against their values.3. When the types of roles are limited, think about your values and your staff put into their shoes. What they can enable or disable this feature. How would you describe the role ‘s about it in a way that appeals to employees values.4. In discussion with staff about the objectives, try to speak their language. Talk to Blues in terms of how they provide better service and people make their lives easier, etc. Insist on red, what do you want to achieve and focus on metrics. Speak for the Greens of quality and compliance, to take the time on the details of what is necessary to discuss, using examplesand give them a certain autonomy, where possible.5. When giving feedback, try the button self-esteem. Everyone likes to thank for this, and praised, but the different colors of it is extra motivation to take, if praise is in line with their values. Like a Red, I was once the results of feedback from about 360 degrees and if my boss was delighted to tell me my staff thought I was a “good “. Without disrespect to the positive feedback he had almost zero the value of motivation. In fact, I was almost disappointed. I wanted to be recognized for the results! And sixth, one of the most difficult challenges to keep people motivated when they make everyday repetitive tasks. Once again the link between work and the people, values, speaking of them. To make the task more enjoyable and productive, perhaps the work environment makes it very sociable and funny (blue), set goals, and perhaps a bit light team competition (red) and can be the teams to a certain degree of autonomy from the process, how they have reached the targets (green). These techniques are easier to select and implement, if you know the profile of the values of your team.