DON'T CRITICIZE AND COMPLAIN

                                                   POSITIVE CRITICISM

                WHEN I TALK OF CRITICISM, I REFER TO NEGATIVE CRITICISM. WHEN A PERSON IS CRITICIZED, HE BECOMES DEFENSIVE. A CRITIC IS OFTEN LIKE A BACK-SEAT DRIVER WHO DRIVES THE DRIVER MAD. DOES THAT MEAN WE SHOULD NEVER CRITICIZE, NOR CAN WE GIVE POSITIVE CRITICISM?

                       HOW DO YOU CONSTRUCTIVE CRITICISM? CRITICIZE WITH A SPIRIT OF HELPFULNESS RATHER THAN AS A PUT-DOWN. OFFER SOLUTIONS IN YOUR CRITICISM. CRITICIZE THE BEHAVIOR NOT THE PERSON, BECAUSE WHEN WE CRITICIZE THE PERSON, WE HURT THEIR SELF-ESTEEM. THE RIGHT TO CRITICIZE COMES WITH THE DESIRE TO HELP. AS LONG AS THE ACT OF CRITICIZING DOES NOT GIVE PLEASURE TO THE GIVER, IT IS OKAY. WHEN GIVING CRITICISM BECOMES A PLEASURE, IT IS TIME TO STOP.'

                  SOME SUGGESTIONS FOR GIVING CRITICISM THAT MOTIVATES OTHERS:

                ❤  BE A COACH - CRITICIZE WITH A HELPFUL ATTITUDE. A COACH CRITICIZES TO HELP IMPROVE PERFORMANCE OF THE ATHLETE. 

                ❤ UNDERSTANDING AND CONCERN WILL ACT AS A MOTIVATOR.

                 ❤ THE ATTITUDE SHOULD BE CORRECTIVE RATHER THAN PUNITIVE.

                 ❤ BE SPECIFIC, RATHER THAN SAYING THINGS LIKE, YOU ALWAYS, OR YOU NEVER. VAGUE CRITICISM CAUSES RESENTMENT.

                ❤ GET YOUR FACTS RIGHT. DON'T JUMP TO CONCLUSIONS. WE ALL HAVE THE RIGHT TO OUR OPINIONS BUT WE DON'T HAVE THE RIGHT TO INCORRECT FACTS. DON'T RUSH TO CRITICIZE.

                ❤ MAINTAIN YOUR COOL BUT BE FIRM.

                ❤ CRITICIZE TO PERSUADE, NOT INTIMIDATE.

                ❤ DON'T BE SARCASTIC AS IT BUILDS RESENTMENT.

                ❤ IF CRITICISM IS GIVEN APPROPRIATELY, IT WILL REDUCE THE NEED FOR REPETITION.

                ❤ CRITICIZE IN PRIVATE NOT IN PUBLIC. WHY? BECAUSE IT MAINTAINS GOODWILL WHEREAS PUBLIC CRITICISM CAN BE HUMILIATING.

               ❤ GIVE THE OTHER PERSON AN OPPORTUNITY TO EXPLAIN HIS SIDE.

               ❤ SHOW THEM HOW THEY WOULD BENEFIT FROM CORRECTING THEIR MISTAKE.

               ❤POINT OUT THE LOSS FROM NOT CORRECTING IT.

              ❤ RATHER THAN TELLING ASK FOR SUGGESTIONS FOR IMPROVEMENT.

               ❤ QUESTION THE ACTION, NOT THE INTENT, IF INTENT IS IN QUESTION, THEN IT IS BETTER TO TERMINATE THE RELATIONSHIP.

              ❤ CRITICIZE THE PERFORMANCE, NOT THE PERFORMER.

                  ❤ DON'T EXPRESS PERSONAL RESENTMENT.

                  ❤ KEEP CRITICISM IN PERSPECTIVE. DON'T OVERDO IT. CRITICISM IS LIKE GIVING MEDICATION. THE MEDICATION SHOULD BE THE RIGHT MIXTURE WITH A PERFECT DOSAGE. TOO MUCH WILL HAVE ADVERSE EFFECTS AND TOO LITTLE WILL BE INEFFECTIVE. GIVEN IN A POSITIVE WAY IN THE RIGHT DOSAGE, IT CAN WORK WONDERS.

                  ❤ WHEN SOMEONE REALIZE AND ADMITS HIS MISTAKE AND APOLOGIZES. LET HIM SAVE FACE.

                  ❤ CLOSE ON A POSITIVE NOTE WITH APPRECIATION.

                                                        COMPLAINTS

                SOME PEOPLE ARE CHRONIC COMPLAINERS. IF IT IS HOT, IT IS TOO HOT. IF IT IS COOL, IT IS TOO COLD. EVERY DAY IS A BAD DAY. THEY COMPLAIN EVEN IF EVERYTHING GOES RIGHT. WHY COMPLAIN? BECAUSE 50% OF THE PEOPLE DON'T CARE IF YOU HAVE GOT A PROBLEM AND THE OTHER 50%  ARE HAPPY THAT YOU HAVE GOT A PROBLEM. WHAT IS THE POINT OF COMPLAINING? NOTHING COMES OUT OF IT. IT BECOMES A PERSONALITY TRAIT. DOES THAT MEAN WE SHOULD NEVER COMPLAIN OR INVITE COMPLAINTS? NOT AT ALL. JUST LIKE CRITICISM, IF IT IS DONE IS A POSITIVE WAY, COMPLAINTS CAN BE VERY USEFUL. A CONSTRUCTIVE COMPLAINT:

                       ❤ SHOWS THAT THE COMPLAINERS CARES.

                        ❤ GIVES THE RECEIVER OF COMPLAINTS A SECOND CHANCE TO CORRECT HIMSELF.

                                              

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IF U WANT TO INCREASE YOUR SALARY

                                                 GO TO THE EXTRA MILE

                        EARLY ONE FROSTLY MORNING, THE PRIVATE RAILROAD CAR OF CHARLES M.SCHWAB WAS SHIFTED TO THE SIDE-TRACK AT HIS STEEL PLANT, IN PENNYLVANIA.

                       AS HE LEFT THE CAR HE WAS MET BY A YOUNG MAN WHO EXPLAINED THAT HE WAS A STENOGRAPHER IN THE OFFICE OF THE STEEL COMPANY, AND HE HAD THE CAR WITH THE HOPE THAT HE MIGHT BE OF SOME SERVICE TO MR.SCHWAB.

                    WHO REQUESTED YOU YO MEET THE HERE? SCHWAB ASKED.

                   IT WAS MY OWN IDEA, SIR, THE YOUNG MAN REPLIED, AND  I KNEW TELEGRAM THAT STARTED YOU WERE COMING, I BROUGHT MY NOTEBOOK WITH ME, SIR, AND I'LL BE GLAD TO TAKE ANY LETTERS OR TELEGRAMS YOU MAY WISH TO SEND.

                  MR. SCHWAB THANKED THE YOUNG MAN FOR HIS THOUGHTFULLNESS, BUT SAID HE NEEDED TO SERVICE AT THE MOMENT, ALTHOUGH HE MIGHT SEND FOR THE LAD LETTER IN THE DAY. AND HE DID! WHEN THE PRIVATE CAR RETURNED TO THE NEW YORK THAT NIGHT IT CARRIED THAT YOUNG MAN BACK TO THE CITY, WHERE HE HAD BEEN ASSIGNED AT MR.SCHWAB'S REQUEST FOR DUTY IN THE STEEL MAGNATE'S PRIVATE OFFICE.

                  THE YOUNG MAN'S NAME WAS WILLIAMS, WE DO NOT RECALL HIS FIRST NAME, BUT THAT IS UNIMPORTANT, WHAT WE DO RECALL IS THE FACT THAT MR.WILLIAMS PROMOTED HIMSELF FROM ONE JOB TO ANOTHER IN THE STEEL ORGANIZATION UNTIL HE EARNED AND SAVED ENOUGH MONEY TO ENABLE HIM TO GO INTO BUSINESS FOR HIMSELF, AND HE LATER FOUNDED A DRUG COMPANY OF WHICH HE BECAME THE PRESIDENT AND MAJORITY STOCKHOLDER.

                     NOTHING VERY DRAMATIC OR INTERESTING ABOUT THIS BRIEF STORY, IS THERE? WELL, THE ANSWER DEPENDS ALTOGETHER UPON WHAT ONE CALLS DRAMA. TO EVERY MAN WHO IS TRYING TO FIND HIS PLACE IN THE WORLD, THIS STORY, IF ANALYSED CAREFULLY, CARRIES THE DEEPEST SORT OF DRAMA, FOR IT DESCRIBE THE PRACTICAL APPLICATION OF ONE OF THE MORE IMPORTANT OF THE SEVENTEEN PRINCIPLES OF INDIVIDUAL ACHIEVEMENT, THE HABIT OF GOING THE EXTRA MILE!

                       WE SAID THAT THIS YOUNG MAN WILLIAMS PROMOTED HIMSELF FORM ONE JOB TO ANOTHER IN THE STEEL COMPANY. LET US FIND OUT HOW HE MANAGED THIS SELF-PROMOTION IN ORDER THAT WE MAY LEARN HOW OTHERS CAN PROFIT BY HIS TECHNIQUE. LET US LEARN, IF WE CAN, WHAT YOUNG WILLIAMS HAD IN THE WAY OF ABILITY WHICH OTHER STENOGRAPHERS IN THE GENERAL PLANT OPERATION OFFICE OF THE STEEL COMPANY DID NOT HAVE, THAT CAUSED HIM TO BE SINGLED OUT BY MR.SCHWAB AND ASSIGNED TO HIS PERSONAL SERVICE.

                       WE HAVE MR.SCHWAB'S OWN WORD THAT YOUNG WILLIAMS DID NOT POSSES A SINGLE QUALITY THAT ENTITLED HIM TO RATE ABOVE THE AVERAGE AS A STENOGRAPHER, BUT HE DID HAVE ONE QUALITY , A QUALITY THAT HE DEVELOPED ON HIS OWN INITIATIVE AND PRACTICED AS AN INVIOLABLE HABIT, WHICH BUT FEW PEOPLE POSSES,  AND THAT WAS THE HABIT OF RENDERING MORE SERVICE THAN HE WAS PAID FOR.

                      IT WAS THIS HABIT THAT ENABLED HIM TO PROMOTE HIMSELF! IT WAS THIS HABIT THAT ATTRACTED THE ATTENTION THAT HEAD OF A CORPORATION WHERE HE BECAME ALSO HIS OWN BOSS.

                   AND IT WAS THIS HABIT, AS WE SHALL SEE FROM ANDREW CARNEGIE'S ANALYSIS OF THE SUBJECT IN THIS CHAPTER, WHICH MANY YEARS PREVIOUS TO THE INCIDENT HERE RELATED, BROUGHT MR.SCHWAB HIMSELF TO THE ATTENTION OF MR.CARNEGIE AND GAINED FOR HIM HIS OPPORTUNITY TO PROMOTE HIMSELF INTO A POSITION IN WHICH HE BECAME HIS OWN BOSS.

                 IT WAS ALSO THIS SAME HABIT THAT ENABLED THE IRREPRESSIBLE CARNEGIE TO RISE FROM THE POSITION OF DAY LABORER TO THAT OF THE OWNER OF AMERICA'S LARGEST INDUSTRY, WHERE HE ACCUMULATED A VAST FORTUNE IN MONEY AND STILL GREATER FORTUNE IN USEFUL KNOWLEDGE WHICH IS NOW AVAILABLE TO THE PEOPLE OF AMERICA WHO HAVE THE VISION AND THE AMBITION TO APPROPRIATE AND USE IT.

              MR. CARNEGIE VIEWS ON THE SUBJECT OF GOING THE EXTRA MILE PROVIDE THE STUDENTS OF THIS PHILOSOPHY WITH A PRACTICAL WORKING TECHNIQUE WITH WHICH THEY MAY USE THIS PRINCIPLE EFFECTIVELY FOR THEIR OWN SELF-PROMOTION. HIS ANALYSIS OF THE SUBJECT IS HERE PRESENTED IN HIS OWN WORDS.

             HILL : MR. CARNEGIE I HAVE HEARD SOME MEN EXPRESS THE BELIEF THAT SUCCESS OFTEN IS THE RESULT OF LUCK. MANY PEOPLE SEEM TO THE FAVORABLE "BREAKS" OF LIFE, AND THAT OTHERS FAIL BECAUSE THEY GET THE UNFAVORABLE "BREAKS".

              CROESUS, THE WEALTHY PERSIAN PHILOSOPHER, MADE SOME SUCH REFERENCE TO CHANCE WHEN HE SAID.

                    

                         "THERE IS A WHEEL ON WHICH THE AFFAIRS OF MEN REVOLVE,

                           AND ITS MEHANISM IS SUCH THAT IS PREVENTS ANY MAN FROM

                           BEING ALWAYS FORTUNATE."

                      HAVE YOU, IN THE RICHNESS OF YOUR BUSINESS EXPERIENCE, SEEN ANY EVIDENCE OF SUCH A WHEEL? DO YOU ATTRIBUTE ANY PORTION OF YOUR SUCCESS OF LUCK, OR FAVORABLE "BREAKS"?

                    CARNEGIE: YOUR QUESTIONS GIVE ME A SUITABLE STARTING POINT FOR AN APPROPRIATE DESCRIPTION OF THE FIFTH OF THED SEVENTEEN PRINCIPLES OF ACHIEVEMENT. LET US CALL IT THE HABIT OF GOING THE EXTRA MILE, BE WHICH I MEAN THE HABIT OF REDERING MORE SERVICE AND BETTER SERVICE THAN ONE IS PAID FOR.

                FIRST, I WILL ANSWER YOUR QUESTIONS BY SAYING YES, INDEED, THERE IS A WHEEL OF LIFE THAT CONTROLS HUMAN DESTINIES, AND I AM HAPPY TO BE ABLE TO TELL YOU THAT THIS WHEEL CAN BE DEFINITELY INFLUENCED TO OPERATE IN ONE'S FAVOR. IF THIS WERE NOT TRUE THERE WOULD BE NO OBJECT IN ORGANIZING THE RULES OF PERSONAL ACHIEVEMENT.

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INTERNAL AND EXTERNAL MOTIVATION

                                          EXTERNAL MOTIVATION

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                 EXTERNAL MOTIVATION COMES FROM OUTSIDE. EXAMPLES OF EXTERNAL MOTIVATORS ARE MONEY, SOCIETAL APPROVAL, FAME, OR FEAR (FOR EXAMPLE, FEAR OF GETTING SPANKED BY PARENTS OR FEAR OF GETTING FIRED AT WORK)

                                                               FEAR MOTIVATION

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                 A COMPANY WANTED TO SET UP A PASSION PLAN. IN ORDER FOR THE PLAN TO BE IMPLEMENTED, IT NEEDED 100 % PARTICIPATION. EVERYONE SIGNED UP EXCEPT JOHN. THE PLAN MADE SENSE AND WAS IN THE BEST INTEREST OF EVERYONE. JOHN'S REFUSAL TO SIGN WAS THE ONLY OBSTACLE. JOHN'S SUPERVISOR AND OTHER CO WORKERS HAD TIRED, WITHOUT SUCCESS, TO PERSUADE HIM TO SIGN.

               THE OWNER OF THE COMPANY CALLED JOHN INTO HIS OFFICE AND SAID, JOHN, HERE IS A PEN AND THESE ARE THE PAPERS FOR YOU TO SIGN TO ENROLL INTO THE PENSION PLAN. IF YOU DON'T ENROLL, YOU ARE HE HADN'T SIGNED EARLIER. JOHN REPLIED, NO ONE EXPLAINED THE PLAN QUITE AS CLEARLY AS YOU DID.

                IT IS NOT UNCOMMON TO SEE THE PREY OUTSMARTING THE PREDATOR, BECAUSE ONE IS RUNNING FOR ITS FOOD AND THE OTHER FOR ITS LIFE. THE ADVANTAGES OF FEAR MOTIVATION ARE 

                                    ❤ IT GETS THE JOB DONE QUICKLY.

                                    ❤ IT PREVENTS LOSSES BY MEETING DEADLINES.

                                    ❤ IN THE SHORT RUN, THE PERSON'S PERFORMANCE MAY IMPROVE.

                    WE LEARN FROM HISTORY THAT THE PYRAMIDS WERE BUILD BY SLAVES. THEY HAD TO BE CONSTANTLY WATCHED AND REPRIMANDED FOR NON PERFORMANCE. THE DISADVANTES OF FEAR MOTIVATION ARE :

                                 ❤ IT IS EXTERNAL, WHICH MEANS THE MOTIVATION IS THERE WHILE THE MOTIVATOR IS THERE. WHEN THE MOTIVATOR GOES, THE MOTIVATION ALSO GOES.

                                 ❤ IT CAUSES STRESS.

                                ❤ PERFORMANCE IS LIMITED TO COMPLIANCE.

                                ❤ IN THE LONG RUN, PERFORMANCE GOES DOWN.

                                ❤ IT DESTROYS CREATIVITY.

                                ❤ PEOPLE GET USED TO THE STICK AND THEN A BIGGER STICK IS NEEDED.

                          PEOPLE WHO DO JUST ENOUGH TO GET BY SO THEY DON'T GET FIRED WILL NEVER VE VALUABLE TO ANY ORGANIZATION. 

                        A CUSTOMER ASKED AND EMPLOYEE, WHEN DID YOU START WORKING HERE? HED REPLIED EVER SINCE THEY THREATENED TO FIRE ME.

                                                        INCENTIVE MOTIVATION

                       EXTERNAL MOTIVATION CAN ALSO TAKE THE FORM OF INCENTIVES, BONUSES, COMMISSION, RECOGNITION AND SO FORTH.

                      THE MAJOR ADVANTAGE OF INCENTIVE MOTIVATION IS THAT IT WORKS VERY WELL AS LONG AS THE INCENTIVE IS STRONG ENOUGH. THINK OF A DONKEY WITH A CARROT DANGLING IN FRONT AND PULLING A CART BEHIND. INCENTIVE MOTIVATION WILL WORK IF THE DONKEY IS HUNGRY ENOUGH, THE CARROT IS SWEET ENOUGH, AND THE LOAD LIGHT ENOUGH.

                       FROM TIME TO TIME,  YOU HAVE TO LET THE DONKEY TAKE A BITE OF THE CARROT, OTHERWISE IT IS GOING TO GET DISCOURAGED. AFTER THE DONKEY TAKES BITE, ITS STOMACH IS FULL, AND YOU NEED TO WAIT FOR THE DONKEY TO GET HUNGRY AGAIN BEFORE IT WILL PULL THE CART. THIS SAE CYCLE IS TYPICALLY SEEN IN OUR BUSINESS ENVIRONMENT. THE MOMENT SALES PEOPLE MEET THEIR QUOTAS, THEY STOP WORKING, THIS IS BECAUSE THEIR MOTIVATION IS LIMITED TO MEETING THEIR QUOTAS. THAT IS EXTERNAL MOTIVATION, NOT INTERNAL.

                                                           INTERNAL MOTIVATION

                      THERE WAS A YOUNG BOY WHO CAME REGULARLY TO SOCCER PRACTICE BUT NEVER MADE IT TO THE STARTING TEAM. WHILE HE WAS PRACTICING, HIS FATHER WOULD SIT AT THE FAR END OF THE FIELD, WAITING FOR HIM. THE MATCHES BEGAN AND FOR FOUR DAYS, THE BOY DIDN'T SHOW UP  FOR PRACTICE OR THE QUARTER OR SEMI-FINALS. HE APPEARED FOR THE FINAL GAME, WENT TO THE COACH AND SAID, COACH, YOU HAVE ALWAYS KEPT ME IN THE RESERVES AND NEVER LET ME PLAY IN THE GAMES. BUT TODAY, PLEASE, LET ME PLAY. THE COACH SAID, SON I M SORRY, I CAN'T LET YOU. THERE ARE BETTER PLAYERS THAN YOU AND BESIDES, IT IS THE FINALS THE REPUTATION OF THE SCHOOL IS AT STAKE AND I CANNOT TAKE A CHANCE ON YOU, THE BOY PLEADED COACH I PROMISE I WILL NOT LET YOU DOWN. I BEG OF YOU, PLEASE LET ME PLAY, THE COACH HAD NEVER SEEN THE BOY PLEAD LIKE THIS BEFORE, HE SAID, IKAY SON. GO PLAY. BUT REMEMBER I AM GOING AGAINST MY BETTER JUDGMENT AND THE REPUTATION OF THE SCHOOL IS AT STAKE. DON'T LET ME DOWN.

                  THE GAME STARTED AND THE BOY PLACED LIKE A HORSE ON FIRE. EVERY TIME HE GOT THE BALL, HE SHOT A GOAL. HIS TEAM HAD A SPECTACULAR WIN.

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