Goals and Moti­va­tion defined for slave training

The major Goal in slave train­ing in the BDSM Lifestyle:

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 in slave train­ing 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.  Goals are impor­tant in slave training.

Other goals:

Besides the over­all goal of slav­ery, there are many smaller slave train­ing 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.

slave 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.

Appli­ca­tion:

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 for a slave in training:

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.  slave train­ing is depen­dent on a slave’s strong moti­va­tion to serve, obey and please.

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:

 a) to obtain cog­ni­tive stim­u­la­tion and

 b) 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: a) infe­ri­or­ity com­plex b) self-actualization c) com­ple­tion of a task, for the pur­pose of doing some­thing else d) achieve­ment e) 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)