TMSC International® Management & Leadership: Extrinsic and Intrinsic Motivations: How Do Managers and Leaders Balance Them?


Extrinsic Motivations

Extrinsic motivations come from the outside world. Some call it peer pressure, social pressure, social norms, social values, etc. Many of these terms are looked at as negative. But many of them are necessary for social, moral, and economic stability. The term “pressure” implies that the person wants you to conform to something negative. But in reality, most of the “pressure” is to conform to the “norm” or to become the most “functional”. The highest level of functioning is “success”.

We measure extrinsic motivational success against the outside world, “achievement”, “recognition”, “status”, “promotions”, and “financial rewards”. 

Intrinsic Motivations

Intrinsic motivations come from our inner world. Some call it personal purpose, personal growth, life goals, charity, and social interests. These motivations are not measured against the outside world.

The key is to balance the need for external validation (Extrinsic) with self fulfillment (Intrinsic).


Tres Mali Scott, M.Ed., M.S., Ph.D., (ABD)

TMSC International® Management & Leadership: Tres Mali Scott is a Reference for: Right Health & the NATO-led International Security Assistance Force


The site Right Health We’re Here to Help &  the NATO-led International Security Assistance Force has articles by Tres Mali Scott, M.Ed., M.S., Ph.D. (ABD) as a Reference “With Mounting Violence, a Surge in Taliban Support and…. “Read this article provided through a Pulitzer Center endorsement & Where Knowledge Rules.

TMSC International® Management & Leadership: The De-Re Concept


De-program the Negative

Re-program Positive

  • Repetition
  • Reinforcement
  • Positive Triggers
  • Positive Reinforcement
  • Modeling Behaviors
  • Social Learning Environments

Tres Mali

TMSC International® Management & Leadership: Before You Myself!!!!!

Before I Manage you, I must manage myself!

Before I Lead you, I must lead myself!

Before I Encourage you, I must encourage myself!

Before I Organize you, I  must organize myself!

Before I Direct you, I must direct myself!

Before I Control you, I must control myself!

After My personal growth, then you!!!!!

Tres Mali

TMSC International® Management & Leadership: Warfare & World History: Why Nuclear Materials Now?????


Picture 032 This article is endorsed by The Writings of African-Americans (TWOAA) by , M.Ed., M.S., Ph.D. (ABD), Second Place Pulitzer Center Citizen Journalist Award Winning Writer.

World history has always shown war and conflict. Armies equally equipped and strategy with skill, treaty and negotiations ended the wars and conflicts. Around 2000 to 1200 Before Christ (B.C.) the main stimuli for technological advances was warfare. Now the more technologically advanced had power not seen before. Negotiations, resources, & trade became more important to treaty and the end of wars or conflicts.

This is now the year 2010 A.D. (Ano Domini, Latin for “year of Our Lord”), the way of dating that is used in the United States of America. In China today it is the year 4708, of the Tiger. According to the Ethiopian Calendar it is the year 2002. Whatever year it is, today in the United States of America a world history observation shows that many small or rural countries are being forced to learn and use dangerous technology to survive.

Some countries have been reported by the media as using terrorist and para-terrorist activities that match the age in which , Before Christ (B.C.).  As an I have currently had many that indicate the use of excessive force by individuals who may not have the means to control the type of technology they are using.

Newsweek, , and the New York Times have all reported human rights violations that areCB066633 occurring all over the world. , , , & have . Who do we turn to, when the international watchdogs are no longer acting? Terrorism and have already effected the United States of America. The 9/11 bombing and terrorist have shot US soldiers at recruiting offices. This is no longer just a problem for other countries. It is also a problem in the United States of America.

Most large countries have spent billions of dollars to protect from long range weapons. Today many of these small countries have the resources and funding to purchase small bombs, short range weapons, and nuclear capability. It would be to allow someone of sit with Nuclear burns without treatment. From a religious point of view it might feel like a fake hell, continuous burning. The United States of America has taken the lead in most cases and once had to requested the United Nations have other countries involved in decision making that effects and affects .

In conclusion the international issues of terrorism and para-terrorism must be addressed by more than the United States of America. The United Nations must involve the entire world to solve these problems.

TMSC International® Management & Leadership: The Paranormal Psychology Processing Theory For Management and Employee Training: By Tres Mali Scott, M.Ed., M.S., Ph.D. (ABD)

Picture 555Trainees or employees  have on the job situations that the most likely responses are “Beneficial Behaviors”. Within these situations, behaviors are judged for functioning and appropriateness in the context of employment, training needs, hiring, promotions, and termination of employment.

Beneficial Behaviors:

  • Define what behaviors the Trainee or employee is actually doing.
  • Define what management and other staff see as”Beneficial Behaviors”.
  • Not all beneficial behaviors look “Beneficial” to others. What is the benefit to the Trainee or employee, management, & the organization.

The Technique of Paranormal Psychology Processing Theory for Management and Employee Training:

  1. Asking a question, then allowing the Trainee or employee to talk through to a solution that includes policy and procedures.
  2. The question is asked in a way that allows the Trainee or employee to verbally list the consequences good, bad, or neutral. (Consequences are literally the result of a behavior, could be good, bad, or neutral-Positive or negative. Generally the word consequence is connoted as negative results).
  3. Allowing the  Trainee or employee to verbally list how someone else’s behavior influences their decision making and “Beneficial Behaviors”.
  4. Allowing the Trainee or employee to think through what their behavior is doing-the impact of their behavior.
  5. Interjecting-conversation with the Trainees or employees that allows a list of as many consequences as possible.
  6. Allowing the Trainee or employee to develop moral and ethical evaluation and judgment skills, to increase the acceptability of  the Trainees “Beneficial Behaviors”.
  7. Allowing the Trainee or employee to investigate if their behaviors are beneficial and how.

The Function of the Paranormal Psychology Processing Theory for Management and Employee Training:

For the Trainee or employee to have “Beneficial Behaviors” that are acceptable to society, school setting, or if management training-the organization. 

The Purpose of the Paranormal Psychology Processing Theory for Management and Employee Training:

For the Trainee or employee to figure out the “Beneficial Behaviors” that cause the highest levels of functioning themselves, so that they reinforce themselves. Punishment only suppresses the behavior in front of the punisher.

As a Management or Employee Training Technique Paranormal Psychology Processing Theory’s Goal is:

To get the Trainees or employees to figure out to follow the rules to reinforce themselves. To assess what are the “Beneficial Behaviors” in getting along and success in the department, field, organization? Are these “Beneficial Behaviors” acceptable? Are the “Beneficial Behaviors” requested acceptable? Are your behaviors beneficial, how?

The Paranormal Psychology Processing Theory for Assessment of Management, Employees, and the Organization:

The lists of “Beneficial Behaviors” tells what the management, authorities, persons in charge, or parents are encouraging. Is what the authorities, persons in charge, or parents encouraging considered acceptable “Beneficial Behaviors”.

The “What About”:

    Some Trainees or employees can not see if behaviors are beneficial or not.

The “What Happened”:

     Explaining the situation and defining the boundaries or parameters of the “Beneficial Behaviors”. Keeping things in context.

Managers and Trainers are also seen as employee consultants or counselors.

TMSC International® Management & Leadership: The Recipe of Life


Picture 658 Life is like a recipe, we have to have the ingredients to succeed, excel, prosper, affect others, achieve, lead, manage, teach, parent!!!!!

Do you have the ingredients you need to Achieve?????


Tres Mali (11:25am, 6/8/2010)