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Don Luis, minayas with us.
Good morning, Don Luis, how you

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are very well, very well enjoying
these fresh mornings. Yeah, yeah,

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yeah, last night all the rain
at night. Too cold for too cold.

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Yeah, well, well. I
like it, I like what it

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' s called when the temperature is
cool. But not that cold that gives

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you smurf. I got scared yesterday
because I was at the time I was

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falling vaguely, I was on the
street and the puddles started to give me

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a little nerve, because it doesn' t get me, it doesn'

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t get nervous from what I start
from the experience we' ve had.

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Suddenly it becomes a lagoon. Like
this. Well, today we' re

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going to touch on motivation and work. How to get the worker to do

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his job right? What to do
to achieve high performance and productivity. And

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the question my clients always ask me
what moves the worker to do a good

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job? How to Motivate When I
read about it, do Luis, you

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know that you get into college sometimes
with your mind full of so many things

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and read about administration that' s
what motivates the employee. I kept thinking

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about it for the day and them. But it' s true, because

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there are people who motivate it.
One thing' s on me. My

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partner is motivated by a murmuring of
the company. Of course, I had

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a partner who would discourage him from
coming and not waving at him. Oh,

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man, I hear Roberto gets here
He always stays in that office.

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This is where he greeted you.
The one feels like one is the second.

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Here' s the second one.
This playe doesn' t matter,

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but it' s the second one. I mean, what really unmotivated him

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was that he was the second victor. I had a job that I had

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Alberto, that I had a partner. It was forbidden to eat in the

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U and once I found him with
a plate and I told him, but

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a boy let me take the plate
to the kitchen to avoid a problem.

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He says no, but you see
the boss. Eating here because he can.

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I' m not me, because
he' s the boss. Don

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' t put it on him anymore. Motivation. The good motivation, you

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have to know the human nature,
definitely because we, well, psychologists,

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the professional of psychology, of health, take care of what is, let

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' s say, the human nature
itself. For example, you touched on

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the subject of letters and that here
that is the human being. Wherever there

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is a human being, there will
be good words and bad words, for

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wherever there is a human being there
will be illiterates and intellectuals. And good

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thing he' s gonna write an
illiterate. Well, that' s what

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he' s got in his brain, what he' s got in his

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head. So, correlation to motivation. The first thing to understand and it

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is clear that the human being likes
the work and enjoys the work and enjoys

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that part that is called work that
does not necessarily have to be remunerated,

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truth, I mean, it does
not necessarily have to be remunerated. And

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in the workplace, let' s
say there are two options to do the

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job or you do it alone or
you do it as a team. In

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both cases, the worker will enjoy
the work. Now we come to the

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critical point. What motivates the human
being comes from within him, or is

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what he receives from outside. I
understand it' s coming from inside.

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Well, what you read can also
be a combination, an internal eat and,

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indeed, then what is known as
intrinsic motivation and extrinsic motivation. Now,

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what makes the employee, the worker, to give up the maximum and

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everything, is the one that comes
from within. That' s why they

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sometimes ask me and tell me why
we can do to motivate. Well see

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if we want to go to the
origin of this topic. Stop being motivating

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and hiring motivated people exactly, that
is because in the countryside it was always

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said you can take the horse to
the river, but it cannot force it

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to take. I worked for a
short time with a company where the environment

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was very coercive. It was all
a monster, it was a bowl,

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it was a gesture, it was
a theme to throw out, that is,

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there it was, there it was
working, it was because of the

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fear that they would vote for you
exactly then there and everyone lived like and

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the most toxic work environment that I
have worked in my life was that,

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in fact, the one that the
day they cancelled me, I, that

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day I went to celebrate and comply
with what they paid me that fortnight,

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because my mental health and spiritual tranquility
returned to my body. Of course it

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always exists. That' s because
of the belief that people do what they

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do for what they get, that
is, for people. If you don

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' t push him, you don' t work people, if you supervise

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him, he doesn' t work, you have to pay him. So

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there' s that external orientation that' s false, or let' s

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say it' s not the only
one. So what definitely motivates the human

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being is what comes from within.
So, when I say not motivations but

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with trafficking motivated people nothing. I
mean, how you' re going to

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integrate a choir with people who don' t want to sing, but since

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you offer food and offer money,
people go. But how do I make

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some people who want to dance it, I' m gonna put it to

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dance, but let' s say
yes, that I can, but it

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' s gonna enjoy it. I
mean, it' s like you say

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that of the musician, the classical
musician, the real musician, that is,

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how you gave that you think those
musicians are playing the instrument that they

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don' t like and that'
s just why they told him to play

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that one they were going to pay
him, that he' s going to

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let me in. There' s
a little venenito, Don Luis, which

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I' ll call a butcher musician. When I see a symphony with Wirams,

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sir, she' ll run away
is the instrument. Or when I

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see a symphony that adapted Beethoven'
s symphony to him. Of course,

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then more than the che does,
she' ll run away. You know

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that very well. Well, the
day you think of it, maybe write

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some score. Maybe I don'
t even know what a score is.

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All right, all right, don' t think you' re alone at

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this point. So look what motivates, what motivates the human being what he

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does, how he does it and
what they accomplish? Hear what you do,

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how you do it and what you
accomplish? So the recognition, the

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prize the pay was a but it
doesn' t guarantee what most people want.

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I mean, you can' t
say people get paid right here.

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People here are comfortable. People here
get everything they' re promised. Yeah,

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but that' s not all.
It' s him now he mentioned

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something to you and I don'
t know where I read it if it

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was a magazine you read so many
things that someone was talking about the time,

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that this was also the time of
emotional salary. Yeah, yeah,

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that' s pretty much right now. It' s fashionable to talk about

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that is to give a creative name
to what' s called the subjective psychological

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work climate. Or what' s
the feeling you have in a workplace.

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For example, here it says what
it does, how it does it then

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in how it enters it ok the, how it is what happens since I

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put the first foot inside the company
until it saro what the environment is like.

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There' s how you don'
t handle it, how you communicate,

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how you feel if you have a
disease, you' re afraid to

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say it, if you need a
permit, if you disagree with a goal

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they set you, that you understand
that there' s no way to achieve

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that and you feel the freedom to
talk to your boss and the boss actually

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listens to you, hears you and
accepts what you say or not. So

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let' s say emotional pay is
always pay. That' s what you

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get. So economic salary is something
physical tangerine, the other is intangible,

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which can be a deal. All
that, then, is stronger than the

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economic, than the economic. Obviously, because Alberto says that that was because

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of that, then the human being
always has to understand what is integral,

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what is integral the real and effective
complication of a company and of the human

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being is that it is integral,
what it means how good. You may

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have an athletic body and you are
physically perfect, but if your mind is

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lost and you are depressed and have
emotional problems, your life is going to

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be a disaster. So it'
s not just taking care of the blessed

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body and how they now take care
of gyms, which isn' t bad.

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But there should be a gym for
emotional intelligence, because you can have

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the star body, but if your
mind is wrong. But you too can

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have a brilliant mind and your emotional
state. Okay, but your body is

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crazy. So, this has a
physical problem. So, conclusion, one

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has to be well complete. So, the emotional wage, for example,

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in the case of the younger generations
of millennials and z appreciate much and sometimes

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much more value that which is called
the emotional wage, that is, the

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treatment for, for example, the
millennial employee, the time. For him

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it is an invaluable value, because
for the millennial his life is not at

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work. What it was like for
us, that is, he' s

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going to do a function, he' s going to do it well,

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but his life is out there so
he wants to be respected for his free

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time, that if he gets a
vacation, he gets it, he gets

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permission, he gets it. He
would also like that if I can stay

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home and work from home, then
give me that freedom, that is the

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millennial employee, like that very irrational
says, but what I' m going

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to do here, I can do
perfectly in my house. So what'

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s the point, why don'
t you let me do that right,

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so, if we' re clear, then there' s an intrinsic motivation.

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I' ll go back and repeat
how. I know this employee likes

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good work. That' s the
role of human resources, that' s

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the role of the recruiter, that' s the role of the attracter.

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They remind you that I always mention
this job here, but he said that

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for him to hire someone he had
to love music and he had to have

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passion for what he was doing,
I mean, that was his requirement.

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And the third, which was devastating, has to have a six of three

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figures, that is, that means
here the one who comes genius and has

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a passion for music and has a
passion for the work he has, or

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was wrong, no, and actually
came to hire a memory of a person

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who had no experience, but who
had a passion for it. Then each

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company must have that criterion of attracting
people who love their work. When I

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do the selection interviews, especially with
sales, and I tell him if it

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wasn' t sales, that it
was not that I was born for this.

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My thing is that, that'
s, that' s the quick

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answer. If it wasn' t
accounting that I love that part, I

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love testing. So people go away, that' s like an artist being

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asked to sing their favorite song,
of course it' s gonna feel good.

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So the recognition of the prize and
it does work, but it is

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no guarantee that the result will be
favorable. So, if we want employees

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to do their job voluntarily, to
perform and to be productive, then we

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have to deal with two things,
the work and the worker, the work

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and the worker. So, at
the last workshop I was in La Isabel,

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in Puerto Plata last week, we' re going to go away year.

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Yes, we worked on that issue
and that you believe that most of

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the leaders who were there when I
asked you the question all agreed that they

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were exclusively concerned with the work.
However, it is the worker who does

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the work and we take care of
the work. So, if we want

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to achieve that motivation, that motivation
simply indicates the speed, the speed,

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the enthusiasm and the result that you
achieve. When he does something, because

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there is a premise, he who
does what he likes and what he knows

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and what he studied, he surrenders, he surrenders because the lady who is

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doing the sancocho that enjoys that his
maximum pleasure. And when she finishes and

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serves that, then she' s
not going to extend that moment anymore and

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she' s going to complicate it
because she wants to see crowned. That.

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The painter, the artist, the
one who works production, wants to

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see his work finished in the end, but, as he has passion for

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that, he will not accept quality
errors because he has pride and says no

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that is wrong. That' s
not bad and he' s going to

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want to close the circle and finish. That' s why the motivated person

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yields and that' s why he' s productive, because he loves the

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total product. Then we need to
take care of the job. What it

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means to take care of simple work. The work in the 21st century has

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to be easy, simple and comfortable. We mustn' t fight. I

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mean, if I' m short
of material, I can' t get

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out of my seat and go get
that stuff. If my next, next

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step or phase of work, I
have to stand up and move and here

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they ask me for a report.
I need, for example, to buy.

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I have to make quotes, but
the system doesn' t tell me

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the last price. It doesn'
t tell me who I bought it from.

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I have to get in here,
I have to go there, I

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have to go to the file.
So you can' t if you ask

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for a quote, and that shouldn' t be a drama. For God

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' s sake, it' s
still a drama, or quote. Let

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me see how telelabor. I'
m going to prepare, but for God

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' s sake, we' re
in the 21st century where you' re

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always being asked to quote the same
for many products that there' s a

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repeat. Then get the salesman out. That' s torture. I have

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to get there to get the gas
ticket. It' s a subject.

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If you give me the viatico that
there is no cash, that is a

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drama for everything, then today the
first thing is for someone to take care

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of doing the job. Be easy. It' s easy, like the

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surgeon' s subject. I don' t know if you guys have been

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in surgery, like I' ve
been given three C- sections, because

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I already know the event. Talk
the surgery to me to say or say

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if I get there is all today
is exactly, that is, when he,

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when the surgeon comes in and everything
is. Everyone who pulls, everyone

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is ready. So you imagine,
so missing thread, see if down there,

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Airo, call on the stock to
bring, or it' s not

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possible, then take care of the
job. That' s it, don

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Luis, I' m going to
tell you. My most recent experience.

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I' m listing places to celebrate
my son' s birthday. I'

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ve contacted two people. She answered
me one that answered me she said yes,

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talk to Fulana. Fulana never answered
me again. And here I am

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with my arms crossed because no one, no one has been able to give

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it is a quote that I am
asking for. I' m not seeing

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you base me on heaven Dame,
the plans you have for children' s

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birthdays, nobody has been able to
make. Yeah, it' s that

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freak. Okay. I did the
same thing with my birthday in a hotel

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and that was a terrible, horrible, or terrible fight. Yeah, let

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me see, let me check.
Then definitely what should be easy, simple.

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Then let' s stay back in
this century for the longest time.

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What will make the work simple,
easy, comfortable and simple is going to

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be the technology and every day more
the issue of artificial intelligence, which saves

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time, definitely saves fatigue because it
makes processes that are faster, more agile.

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So, that job. Also,
for example, look at what is

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called the working system, which is, how we do things here from the

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beginning of the amput from the input
to the output. So if we want

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performance, if we want people to
remember what motivation it is that you do

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and how you do it. Now
we' re talking about how. Then

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how will someone be motivated. If
it' s all a problem here,

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we have to fight here. If
it' s a problem here, you

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can imagine getting in your car.
Well, you were saying, Peter,

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I' d find you a guy, get the car out of you,

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get the fuel out of you,
that is, look as much pleasure as

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you like the trip. You are
going to end up frustrated, because the

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nature of the work says that the
work to produce the pleasure that is supposed

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to produce it, it has to
be fluid, that is, it has

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to flow, it has to pass
from one phase to the other, without

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inconvenience, without problem. Money is
a motivator. Money is a motivator,

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but it has limits. But if
you said it doesn' t assure you,

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it doesn' t assure you what
you want, that is, if

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you want the worker to work voluntarily, you can pay him. I always

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set the example a little ugly that
I say good money motivates very well,

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Peter. You' re your seventy
thousand pesos a month Look, we'

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re going to give you twenty-
five thousand dollars. You' re going

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to take him to that mon in
what' s there and we' re

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going to give you tar. Not
like this. No, then. It

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' s not just the money.
Isn' t it just the money?

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Yeah. It is true that in
times like these, that the economy acquires

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a high importance and life is high, then the money as it moves and

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has more weight, because a lot
of excuses from people who work in companies

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when it comes to quitting that they
earn quite well, mention that. I

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earned pretty well in that company.
It was going pretty well, but they

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didn' t treat me bad.
Yeah, the deal for my job was

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bad, even though they paid me
well. Yeah, I definitely do.

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I mean, there must be a
combination. But I come back and repeat,

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in recent years let' s say
from the pandemic here. There are

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two subjects that have been taken up. A first place, not paradoxically,

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and it is the emotional, emotional
part to feel good. Here I have

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never seen so much mental health problem, that is, there is an extraordinary

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amount of depression, of insomnia anxiety, there is a lot of frustration.

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Then that always obeys what we could
say two things, dissatisfaction and frustration.

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I mean, dissatisfaction is I don' t like what I' m doing

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the way I do, I mean, like marriage. I like being married,

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but not the kind of relationship I
have. Then I like the job,

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but not the way I' m
doing it and how it directs me.

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That' s what causes dissatisfaction.
So, as long as there are

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emotions you will deny that they last
more than a month, two three months,

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it will create problems and frustration is
I have done everything I can,

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everything within my power to achieve something, and I have not succeeded. Then

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already the person feels tired, feels
tired of making many attempts, then how

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to achieve closing that part. All
that we have talked about satisfaction, frustration

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has to do with the environment in
which the worker does the work. I

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have insisted here on previous programs that
that belief that leaders, the boss,

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the top bosses, believe they have
the feeling that their leaders treat people,

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employees like he treats them, and
it' s false. We have to

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move down. Here' s Mr
Aguayo' s example. Yeah, exactly

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what he started doing for breakfast with
the people who worked on the production line

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exactly have to be bacer on account
of all the things that were failing that

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he took for granted that he already
did. He was what he did.

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It happened the way he imagined it. Well, it' s a day.

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I don' t know about the
whole story here, but how it

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was that like the one he came
to make that room decision and I went

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to do a climate study and evaluate
the company. So, obviously the survey

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is done to everyone. Then it
is discovered, obviously, that these problems

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do not reach him, because imagine
the distance there is a ladder between a

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worker and the owner. I mean, you can pass as three three leaders.

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Then they don' t know what' s going on there. So

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sometimes the results of the climate survey
reach human resources. So, human resources

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handle to this day the ninety percent
coaching that I give whenever they call me,

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I ask the same question. The
person knows it doesn' t,

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and that person' s boss knows
it doesn' t, but he said

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he was going to talk to her
and he knows what the result is.

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Just yesterday I had that conversation and
the leader was telling the truth that I

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never imagined that it could ever be
like that, obviously, because he'

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s only related to the manager.
So that' s what' s called

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the condition of work, as the
worker is doing the work. For me

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in a company that doesn' t
have productivity, performance, good customer service,

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there' s a problem in the
environment, there' s a problem

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and one there is failing. What
is called work, how to do work,

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conditions, system, etcetera, etcetera. Let' s move on then,

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to end the worker. The worker
is the one I said, just

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as you say that for that position
is required a bachelor of accounting, licensed

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in administration. Today marketing should also
say a criterion below, that it must

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be motivated and that it is a
motivated person. To that person who studied

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what he likes, he worked on
what he likes and that' s his

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00:24:18,319 --> 00:24:21,440
passion. So, right there,
the theme that' s called. It

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is necessary to put the right person
in the right position, that is,

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when a person who means the right
position, that that position which demands the

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requirements, has to do with the
profile of the person, has years of

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experience, dominates what is asked,
has skill of everything perfect. That'

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s the right position for him.
And why is he the right person,

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because he loves that and has passion
for it and likes it, then?

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Yes, it is true that today
there are many people who are correct what

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00:24:57,680 --> 00:25:02,079
they want if they have passion and
like it, but they are in the

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00:25:02,160 --> 00:25:04,359
wrong position because they come out in
their area. Then we always say how

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00:25:06,200 --> 00:25:10,559
you to a person who didn'
t study marketing, how you' re

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going to require him for a lot
of experience, to sell, to do

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00:25:12,960 --> 00:25:17,799
marketing strategy. He can' t
do it because it' s not in

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00:25:17,799 --> 00:25:19,799
his brain. It' s in
his baggage. Of course, there are

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00:25:19,839 --> 00:25:27,079
a lot of people who study administration
and get marketing opportunities and stand out,

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but they do their master' s
then in that area. So, in

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00:25:30,799 --> 00:25:37,279
conclusion, if we want motivated employees
who surrender to do the job voluntarily,

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that we don' t have to
push so hard, you have to evaluate

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the current conditions in which you are
doing the job. And second, you

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have to evaluate if that person is
really in the right position and if he

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is the right person for that position, that is, if he is motivated.

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Motivation is not a vaccine. Motivation
is not a recipe, it is

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not the set of various elements,
as we have seen here, that are

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summarized at work and in the worker. Well, don Luis, thank you

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very much, Luis Minaya. With
Minaya under we start so that what they

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00:26:23,599 --> 00:26:26,920
are scoring, Don Luis, has
already started with what remains of the nine

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00:26:26,960 --> 00:26:30,880
months of this year, which has
already dedicated three months to the first,

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00:26:30,200 --> 00:26:33,039
three months. Yes, so now, forward what there is is Caña,

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00:26:33,240 --> 00:26:40,519
where you already have to close by
then Spain, until December, put that

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00:26:40,519 --> 00:26:45,279
mill to grind xctra piche well that
thanks to Don Luis Minaya, remember Luis

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00:26:45,279 --> 00:26:48,400
Miraya, com Minaya, Rayita,
below, c o