Self-concept has many definitions, but they all have the same meaning, which is your perception of yourself and your own abilities. Self-concept refers to a person's physical and psychological traits, strengths and liabilities, capabilities and limitations, strengths and weaknesses. Therefore, it is firstly a construct based on beliefs, but it is ultimately created by the reinforcement of those beliefs through the action we choose to take or not take. Our self-concept determines how we will live our lives. For example, if our self-concept is positive and healthy, we will lead a healthy and balanced life. On the other hand, if it is fragile and fragile, we will definitely experience unpleasant and overwhelming times in our life. It is therefore very important to have a positive image of ourselves. As a manager, it is essential to have a positive and healthy self-image. People who believe in themselves are more likely to perform better at any task by putting in more effort and persist longer than those who have low self-concept. The more a person believes in himself, the more active the efforts. So it all depends on the self-concept. Whether you are a manager or a manager, it only depends on what you think about yourself that helps you achieve your goals and lead a happy life. I consider myself a perseverant and perfectionist manager. I like to compare my work to the best in the field to set a goal. I use this strategy to motivate my employees by showing them the best product available on the market and the creative things we can do to improve it. This way they are very clear about their goal and expectations. I believe that a person will succeed or at least try to do well if he knows what to expect ... middle of paper ...... y to motivate workers. We used to have a staff and board meeting where we set clear, ambitious and achievable goals. This theory has worked well within our organization due to the small staff size. The museum has approximately 10 permanent full-time employees, which has allowed everyone to actively participate in the goal-setting and decision-making process. Besides the goal-oriented theory to motivate employees, the museum board also adopted a personal and different appreciation approach to motivate staff members. The museum board has gone out of its way to show its appreciation to the staff by helping the museum once a month. It was very motivating to see senior management working with staff members to achieve the museum's goals. Usually, upper management just dictates goals to managers and their teams, but never actually helps them achieve those goals...