B.E.S.T. slave Training

Goals and Motivation

Training a slave to release her freedoms to her Master and become his property is the major goal. This transfer of freedom is consensually given to her Master. The idea of setting goals indicates to the slave that the Master is interested in a long-term relationship and provides her with guide posts in training. The key to re-education and re-socialization is establishing proper training goals.

Other goals: Besides the overall goal of slavery, there are many smaller goals set along the way. These goals should be small in nature to allow positive reinforcement upon completion and should not be seen as beyond reach to the slave. Setting smaller intermediate goals that can be reached improves self-esteem.

Acceptance of Goals: The slave trainee must accept the goals of her Master and adopt them as her own. Training is based upon her acceptance of her Master’s goals and striving to reach them. Proper time should be taken to explain all goals in detail to improve success from the beginning.

In the common business definition of goals that was stated by the Expectancy Theory, a goal is defined as follows:

"A goal is a written statement that clearly describes certain actions or tasks with a measurable end result

To elaborate on this definition, a goal must be written. If it is not written, it is merely an idea with no power, conviction or motivation behind it and will lack energy and purpose. A written goal will allow you to remind yourself and your slave exactly what has to be done. Re-reading this written goal on a regular basis will provide the necessary motivation to achieve the goal.

A goal will clearly describe certain actions or tasks. A goal that is clearly defined eliminates misunderstandings between you and your slave. Clearly described goals will include action verbs such as create, design, learn, improve, organize, purchase, etc. A test to determine the clarity of your stated goal is to show the statement to your slave and ask her to explain the purpose and objective of the goal.

Goals must have a measurable result with a time frame for completion. A measurable goal is quantifiable. It is described in such a way that the actual result cannot be disputed. If you cannot measure something, chances are that you cannot effectively manage it.

The above concept is a strong reinforcement for written rules and contracts for a slave to follow.

Now that you have a written goal for your slave, the following will help you direct your slave to achieve the goal:

Have her imagine regularly and vividly your goal as accomplished.

If appropriate, have her share your goal with as many people as possible so they can support her and encourage her actions in achieving the goal.

Break the goal into small steps or tasks and set deadlines to complete the smaller steps.

Review her progress regularly.

Have her plan each task or step on a calendar by making an appointment to work on a particular part of the task. Have her block out the time necessary and do not allow interruptions, phone calls or other task that distract her.

If she is having trouble or getting bogged down, encourage her to ask for help. Also allow her to help others who may be in need of help as well.

Motivate her to make the decision that she will accomplish the goal.

Plan a reward for your slave for the accomplishment of the goal.

• Task must be clearly defined
• Reward must be clear and contingent on performance
• Performance must be rewarded
• Adequate resources must be supplied to achieve task

Motivation: Motivation is the driving force for the completion of goals. Acceptance of a goal is not enough, the slave has to want to meet the goal. Motivation is governed by thoughts and emotions. If a problem develops in the slave’s motivation, more than behavioral changes are necessary. The examination of the slave’s thoughts and feelings are necessary.

Elements of Motivation:

Motivation is often explained as follows:

1. it usually is an internal condition that can’t be observed,
2. it is the connection between internal condition and external behavior,
3. it initiates, activates and maintains behavior
4. it is generally goal directed.

Internal and external motivation:

1. Internal motivation is engaged in two types of rewards:
   1. to obtain cognitive stimulation and
   2. to gain insight, accomplishment or competency
2. External motivation comes from rewards received from external courses

Motivation is defined as the force that:

• Energizes Behavior - What initiates a behavior, behavioral pattern, or change in behavior? What determines the level of effort and how hard a person works? This aspect of motivation deals with the question of "What motivates people?"
• Directs Behavior - What determines which behaviors an individual chooses? This aspect of motivation deals with the question of choice and conflict among competing behavioral alternatives.
• Sustains Behavior - What determines an individuals level of persistence with respect to behavioral patterns? This aspect of motivation deals with how behavior is sustained and stopped.

Motivation is behaviorally specific, that is, it is more appropriate to think in terms of an individual's motivation to excel in a particular job requirement or even to carry out a specific behavior than it is to think about an individual's overall motivation.

Two theories of the stimulation that drive motivation:

Theory 1

Stimulations for rewards are for one or a combination of the following reasons:

1. inferiority complex
2. self-actualization
3. completion of a task, for the purpose of doing something else
4. achievement
5. love

Theory 2

Expectancy theory says that individuals are stimulated by a social need that allows them to feel good about themselves and others and to establish and maintain relationships. The need to feel good about one's self leads to a specific behavior the individual hopes will be evaluated positively by others.

The expectancy theory says that the motivational force for a behavior, action, or task is a function of three distinct perceptions: Expectancy, Instrumentality and Valance.

• Expectancy Probability: Based on the perceived effort-performance relationship. It is the expectancy that one's effort will lead to the desired performance and is based on past experience, self-confidence, and the perceived difficulty of the performance goal. Example: If I work harder than everyone else in the plant, will I produce more?
• Instrumentality Probability: This is based on the perceived performance-reward relationship. The instrumentality is the belief that if one does meet performance expectations, he or she will receive a greater reward. Example: If I produce more than anyone else in the plant, will I get a bigger raise or a faster promotion?
• Valance: The valance refers to the value the individual personally places on the rewards. This is a function of his or her needs, goals and values. Example: Do I want a bigger raise? Is it worth the extra effort? Do I want a promotion?

Stimulation = Activating thoughts and emotions that cause motivation

Motivation = Driving force for behavior to achieve goal

Activating stimulus --- (Thoughts and Emotions) --- Motivation --- Action to complete goal – Reward (if completed)

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