![\"\u0646\u062a\u064a\u062c\u0629](\"https:\/\/www.incimages.com\/uploaded_files\/image\/970x450\/getty_497183120_345620.jpg\")
<\/p>\n<\/p>\n
<\/p>\n
Some people treat\u00a0Praise<\/a><\/strong>\u00a0\u0648\u0627\u0644\u062b\u0646\u0627\u0621 \u0639\u0644\u0649 \u0623\u0646\u0647 \u0623\u0645\u0631 \u0642\u0627\u0628\u0644 \u0644\u0644\u0646\u0641\u0627\u0630\u060c \u0648\u064a\u0639\u062a\u0642\u062f\u0648\u0646 \u0623\u0646 \u062a\u0642\u062f\u064a\u0645 \u0623\u0643\u0628\u0631 \u0642\u062f\u0631 \u0645\u0645\u0643\u0646 \u0645\u0646\u00a0Praise<\/strong>\u00a0\u0648\u0627\u0644\u062b\u0646\u0627\u0621 \u064a\u0633\u0627\u0639\u062f \u0639\u0644\u0649 \u0627\u0644\u062a\u0642\u062f\u0645 \u0648\u0627\u0644\u0646\u062c\u0627\u062d\u060c \u0641\u0647\u0630\u0647 <\/span><\/p>\n the philosophy we learn early in life, but we run into reality when we enter the workplace and discover that praising someone\u2019s performance doesn\u2019t always lead to success.<\/span><\/p>\n Everyone needs to understand\u2014especially managers, senior leaders, and those who manage teams\u2014that praise is a renewable resource. When it is given <\/span><\/p>\n in the right way, praise and recognition help the brain work better, motivating people to develop themselves and improve their performance.<\/span><\/p>\n .<\/p>\n <\/p><\/blockquote>\n \n Managers and administrators in schools or companies often use praise Praise<\/a> the wrong way, with counterproductive results. Instead of \u062a\u062d\u0641\u064a\u0632 \u0627\u0644\u0645\u0648\u0638\u0641\u064a\u0646<\/a> On<\/span><\/p>\n helping people work better, carry out their projects, and achieve their ambitions, they discourage them and kill their passion and desire to work. This happens when<\/span><\/p>\n They compare rather than praise.<\/span><\/p>\n Comparing employees and using superlatives when speaking to them doesn\u2019t make them feel secure, as some people believe. Instead, it makes them feel threatened and insecure, <\/span><\/p>\n because their managers haven\u2019t praised their performance, intelligence, or job skills. Instead, they\u2019ve told them they\u2019re better than other people\u2014which means that anyone could become <\/span><\/p>\n better than them at any moment.<\/span><\/p>\n .<\/p>\n If you want to help others improve and motivate them to work, don\u2019t compare them. No matter how well-intentioned you are or how sincerely you want to<\/span><\/p>\n help them move forward, the consequences will be severe.<\/span><\/p>\n \u0641\u0643\u0631 \u0641\u064a \u0639\u062f\u062f \u0627\u0644\u0645\u0631\u0627\u062a \u0627\u0644\u062a\u064a \u0646\u0642\u0639 \u0641\u064a\u0647\u0627 \u0641\u064a \u0641\u062e \u0627\u0644\u0645\u0642\u0627\u0631\u0646\u0629\u060c \u0642\u062f \u062a\u0633\u062a\u062e\u062f\u0645 \u0628\u0639\u0636 \u0639\u0628\u0627\u0631\u0627\u062a \u0627\u0644\u062a\u0641\u0636\u064a\u0644 \u0645\u062b\u0644 “\u0623\u0646\u062a \u0627\u0644\u0623\u0641\u0636\u0644\u060c \u0627\u0644\u0623\u0630\u0643\u0649\u060c \u0627\u0644\u0623\u0644\u0637\u0641\u060c \u0627\u0644\u0623\u0645\u0647\u0631”\u060c \u0644\u0623\u0646\u0643 \u0639\u0646\u062f\u0645\u0627 \u062a\u064f\u062e\u0628\u0631 <\/span><\/p>\n a limited number of people that they are better than others at anything, you undermine everyone else\u2019s efforts to improve and discourage them from striving for success.<\/span><\/p>\n Managers should stop giving praise based on comparisons. The best way to do this is to eliminate some of the words that are often used, such as <\/span><\/p>\n “\u0627\u0644\u0623\u0641\u0636\u0644”\u060c “\u0627\u0644\u0623\u0633\u0631\u0639”\u060c “\u0627\u0644\u0623\u0630\u0643\u0649”\u060c “\u0627\u0644\u0623\u062c\u0645\u0644”. \u0645\u0646 \u0627\u0644\u0636\u0631\u0648\u0631\u064a \u0623\u0646 \u062a\u062a\u0648\u0642\u0641 \u0639\u0646 \u0627\u0644\u0625\u0634\u0627\u062f\u0629 \u0628\u0627\u0644\u0645\u0648\u0638\u0641\u064a\u0646 \u0639\u0644\u0649 \u062d\u0633\u0627\u0628 \u0627\u0644\u0622\u062e\u0631\u064a\u0646.<\/span><\/p>\n .<\/p>\n \u00a0\u0641\u064a \u0639\u0627\u0644\u0645 \u0627\u0644\u0639\u0645\u0644\u060c \u0641\u0625\u0646 \u0627\u0644\u0645\u0642\u0627\u0631\u0646\u0629 \u0627\u0644\u0645\u0633\u062a\u0645\u0631\u0629 \u0628\u064a\u0646 \u0627\u0644\u0645\u0648\u0638\u0641\u064a\u0646 \u0642\u062f \u062a\u0642\u0648\u062f \u0625\u0644\u0649 \u0646\u062a\u0627\u0626\u062c \u062e\u0637\u064a\u0631\u0629 \u062a\u0624\u062b\u0631 \u0641\u064a \u0628\u062f\u0627\u064a\u0629 \u0627\u0644\u0623\u0645\u0631 \u0639\u0644\u0649 \u0641\u0631\u064a\u0642 \u0627\u0644\u0639\u0645\u0644\u060c \u0648\u0645\u0646 \u062b\u0645 \u064a\u0632\u062f\u0627\u062f \u062a\u0623\u062b\u064a\u0631\u0647\u0627 \u0648\u062a\u0642\u0648\u0636 <\/span><\/p>\nUsing praise the wrong way<\/span><\/h2>\n
\u0639\u0648\u0627\u0642\u0628 \u0648\u062e\u064a\u0645\u0629<\/span><\/h2>\n
<\/h2>\n
\u0646\u062a\u0627\u0626\u062c \u062e\u0637\u064a\u0631\u0629<\/span><\/h2>\n