Since the beginning of time, humans have formed tribes to pool resources and defend each other.  Psychologists, sociologists, and anthropologists agree that humans are genetically predisposed to interpersonal connection and community.  We cannot survive for extended periods alone.

While other motivational theorists have suggested that the types of items listed can motivate people's behaviors, Prof. Steven Reiss, Ph.D., and others have scientifically proven that only sixteen basic human desires are responsible for motivating all behaviors.

Our values are always working while we are at work. People cannot deny their core natures for long.  The more intensely an individual senses a value violation, the more passionate their reaction. will be and they will be less likely to control themselves.

Research by Prof. Steven Reiss, Ph.D., has found that the old saying, "Opposites attract," is a false myth when one considers two people who are polar opposites motivationally.  Extreme opposite values create empathetic blind spots, making it difficult for someone to naturally understand and empathize with someone who desires something they find highly objectionable or offensive.  Motivational intelligence offers a new pathway to increasing human tolerance and understanding of differences to work more collaboratively and inclusively together.

People are always surprising us with what they do.  We do not typically understand the values-guidance system that they use to determine their behaviors and reactions.  A Reiss Motivation Profile® is a scientifically derived psychological assessment to measure a person's values-guidance system and provide key insights into their motivation.  Learn more at https://adgrowthadvisers.com/reiss-motivation-profile/

Frustration is nature's way of focusing one's attention on a situation that is not satisfying with the hopes of influencing the person to change the situation or thoughts about the situation to more satisfying ones.  Humans are not designed to tolerate long-term frustration.

While there are many theories and philosophies on human motivation, the vast majority of them were never scientifically tested or academically validated.  Prof. Steven Reiss, Ph.D. conducted a scientific study to determine why people do what they do.  Based on his extensive research, he statistically determined that all humans are motivated by sixteen basic desires.  You can learn more at https://reissmotivationprofile.com.

Yes, humans are amazingly flexible and adaptable creatures.  Motivational research has shown that one's nature is a strong determiner of one's satisfaction and frustration.  When one is in an unsatisfying role, they must use their limited willpower and self-control to force themselves to do something they do not naturally find satisfying.  Their nature will win in the long run, and they will likely find building frustration intolerable.

Research by Prof. Steven Reiss, Ph.D., and other researchers has conclusively determined that all human motivation is intrinsic (internal) to each individual.  External motivation does not exist.  Managers can mandate, coerce, manipulate, incentivize, plead, and, in some unethical cases, force people to do something they are not naturally motivated to do.  This is not motivation.  People always do anything for the reason that matters enough to them to motivate them intrinsically to do it.

The Golden Rule must be broken by motivationally intelligent managers.  They must use what Dr. Tony Alessandra, Ph.D. calls The Platinum Rule.  This rule states that we should treat other people the way they need to be treated.  As a boss, it is toxic organizationally to mandate your personal values become corporate values.

Researchers have found that our values are the lens we use to make sense of the subjective version of reality we are each experiencing.  Values matter most to us and are what we are most consciously focused on.

Over thirty years of academic research have concluded that all motivation is intrinsic to individuals.  It is impossible to motivate anyone else extrinsically.  A manager's best approach is to understand the individual's values and needs and then support them in thinking of ways to reframe their thinking to envision possibly satisfying their intrinsic needs by doing a particular activity that is initially not activating their motivation.