Self-concept has many definitions but they all have the same meaning, which is the perception of oneself and one's abilities. The self-concept concerns a person's physical and psychological traits, his resources and liabilities, possibilities and limitations, strengths and weaknesses. Therefore, it is initially built on beliefs, but is ultimately created through the strengthening of those beliefs based on the action we choose to take or not take. Our self-concept determines how we will live our life. 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 shaky and fragile, we will definitely experience some unpleasant and overwhelming moments in our life. Therefore, it is very important to have a positive image of ourselves. As a manager, it is essential to have a positive and healthy self-concept. People who believe in themselves are more likely to do better at any task by putting in more effort and persevering longer than those with a poor self-concept. The stronger a person believes in him/her, the more active the efforts will be. So it's all about self-concept. Whether you are a manager or to be managed, it solely depends on what you think about yourself that helps you achieve your goals and lead a happy life. I consider myself a persistent and perfectionist manager. I like to compare my work with that of 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 a person will do or at least try to do well if they know what is expected... middle of the paper... to motivate workers. We had a staff and board meeting where we set clear, challenging 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 who have made it easier for everyone to actively participate in the goal-setting and decision-making process. In addition to the goal-oriented theory for motivating employees, the museum board has also adopted a different personal and appreciative approach to motivating staff members. The museum board went out of their way to show their appreciation to the staff by helping out at the museum once a month. It was very motivating to see senior management working together with staff members to achieve the museum's goals. Usually, senior management simply dictates goals to managers and their teams, but never actually helps them achieve these goals.