Happiness–Energy–Goal–Motivation (HEGM) Model

• Creating Inner Energy for Soul Development: An Adult Adaptation of the Happiness–Energy–Goal–Motivation (HEGM) Model

  Abstract

  Adults living in fast, high-pressure environments often lack external support to sustain their inner drive. This paper adapts the HEGM Model into a structured framework for adults to generate “inner energy” for soul development and to channel that energy into meaningful personal and collective goals. The model shows how healthy happiness, positive habitat, energy, potential, motivation and success interact in a continuous cycle that supports long-term well-being, performance and ethical living.

  1. Introduction

  Modern adults face unique challenges: constant connectivity, role overload, and declining informal support systems. Yet they are also expected to perform at high levels and remain “motivated.” The adapted HEGM Model proposes that adults can create and renew their own energy—rather than waiting for external encouragement—by turning everyday happiness into fuel for goals and performance.

  2. Literature Review & Research Gap

Theme	Current Focus	Gap
Stress/Resilience	Burnout prevention, mindfulness	Lacks a clear energy creation process for soul-level purpose
Goal Setting	SMART goals, feedback loops	Rarely links inner values (“soul commands”) with group goals
Positive Psychology	Well-being and flow	Tools scattered; no single cycle integrating happiness → energy → performance

Gap: A unified, low-friction framework for adults to generate and channel inner energy to achieve personal (“soul”) and collective (“group”) goals even when external support is absent.

3. Methodology

Using Conceptual–Experiential Analysis, the model blends existing motivational theories (Goal-Setting Theory, ERG Theory, Expectancy Theory, Two-Factor Theory) with field observations of adults working in fast-paced, low-support contexts. This produces an adult-specific HEGM cycle.

4. The Life Cycle of Healthy Happiness and Success

1. Healthy Happiness – A baseline state of well-being.

2. Habitat (Environment) – Conditions that nurture happiness and stability.

3. Energy – Derived from happiness and habitat, fueling motivation.

4. Goals + Potential – Aligning energy with personal strengths and aspirations.

5. Motivation – The driving force sustaining effort.

6. Success – Fulfilment that reinforces happiness and restarts the cycle.

5. Converting Happiness into Energy for Goal Setting

5.1 Happiness as the Source of Energy

• Happiness from self-fulfilment, achievements, and positive environments triggers psychological and physiological boosts.

• Reduces stress, increases optimism, strengthens cognitive function, creating high intrinsic motivation.

5.2 Identifying Your Potential

To convert happiness into usable energy, adults must recognise their inner strengths:

Dimension	Description
Ability	Natural talents and learned skills (what you can do).
Capability	Capacity to expand and enhance skills over time.
Passion	Deep-rooted interests sustaining enthusiasm.
Soul Commands	Inner guiding principles and motivations shaping purpose.

Aligning happiness-driven energy with these four ensures productivity and sustained motivation.

6. Transforming Potential into Goal Setting

Step	Action
Identify Ability	Recognise current skills.
Understand Capability	Evaluate potential to develop and adapt.
Align Passion	Ensure goals resonate with what inspires you.
Follow Soul Commands	Set goals based on inner values and long-term vision.

Integrating happiness in this process gives clarity and enthusiasm, producing meaningful, realistic goals aligned with personal growth rather than external pressure.

7. Transforming Energy into Performance

• Happiness Generates Energy – Emotional well-being creates mental and physical stamina.

• Energy Fuels Focus & Action – Motivation sustains effort, creativity, problem solving.

• Consistency Enhances Productivity – High energy levels help overcome obstacles.

• Performance Leads to Achievement – Success reinforces happiness, restarting the cycle.

8. The Continuous Motivation Cycle

1. Happiness fuels energy.

2. Energy drives goal setting (by identifying potential).

3. Well-defined goals guide structured actions.

4. Energy transforms into performance.

5. Performance leads to achievement, reinforcing happiness.

6. The cycle repeats, sustaining long-term motivation.

9. Balanced Well-Being Factors (Adult Version)

• Balanced Well-being – Maintain healthy mind and body through good nutrition, exercise, and rest.

• Positive Mindset – Cultivate optimism, gratitude, resilience daily.

• Emotional Stability – Manage stress, express emotions healthily, build strong relationships.

• Purpose and Meaning – Engage in activities aligned with values and passions.

• Self-Acceptance – Embrace strengths and weaknesses while improving.

• Supportive Environment – Seek or create positive, encouraging networks.

• Joy in Small Moments – Find happiness in everyday experiences, not only big achievements.

• Work-Life Balance – Prioritise personal well-being alongside professional goals.

• Social & Ethical Values – Uphold integrity, kindness, respect.

• Constitutional Values – Follow justice, equality, and individual rights to contribute to a harmonious society.

These elements strengthen each stage of the HEGM cycle, making the system sustainable.

10. Implementation Guide for Adults

1. Daily Energy Audit – Rate your mood/energy (1–10).

2. Choose a Micro-Ritual – 5–10 minutes (music, hobby snippet, breathing).

3. Anchor to Soul/Group Goal – Write one line linking today’s action to your purpose.

4. Act with Mindful Intent.

5. Weekly Review – Drop low-return practices, scale up high-return ones.

11. Discussion

• No-Support Contexts – Inner micro-rituals and value anchoring act as self-support.

• Fast Life Contexts – Low-friction habits are portable and time-efficient.

• Soul + Group Goals – Dual anchoring prevents isolation and fosters meaning.

• Long-Term Benefit – Repeated cycles increase baseline well-being and reduce burnout risk.

1 Analysis and interpretation

Creating Inner Energy for Soul Development: An Adult Adaptation of the HEGM Model

Adults in fast-paced lives often lack external support to sustain motivation. This paper adapts the HEGM Model into a six-step process that enables adults to generate inner energy, develop their potential, and achieve meaningful success while reinforcing happiness and long-term motivation.

Modern adults juggle multiple roles and need a simple, repeatable method to create energy for personal and collective goals. The adapted HEGM Model turns everyday happiness into fuel for action through six clear steps.

2. The Six-Step HEGM Cycle (Modern English Version)

Step	Description
1. Healthy Happiness	The foundation of motivation and success. Cultivate emotional well-being as a base state.
2. Turn Happiness into Energy	Use positivity to build lasting mental and physical energy.
3. Find Your Goals	Identify meaningful and achievable objectives aligned with values and aspirations.
4. Convert Energy into Potential	Develop skills and strengths from your energy; recognise ability, capability, passion and soul commands.
5. Use Motivation & Potential to Perform	Take consistent action using your inner drive and abilities.
6. Achieve Success	Reach your goals and reinforce happiness, restarting the cycle.

This structured loop allows adults to consciously generate energy and channel it toward soul and group goals.

3. Supporting Elements

• Balanced Well-being – Good nutrition, exercise, and rest to support Step 1.

• Positive Mindset & Emotional Stability – Gratitude, resilience, stress management to enhance Steps 1 & 2.

• Purpose and Meaning – Align Step 3 (goals) with deep values and passions.

• Self-Acceptance & Supportive Environment – Strengthen Steps 4 & 5 by embracing strengths and surrounding yourself with positive influences.

• Social, Ethical & Constitutional Values – Infuse Steps 5 & 6 with integrity and contribution to society.

• Joy in Small Moments & Work-Life Balance – Maintain energy and motivation throughout the cycle.

4. Implementation Guide

1. Daily Energy Audit (score your energy 1–10).

2. Select a Micro-Ritual (music, hobby, breathing).

3. Write a One-Line Goal Connection (today’s action linked to Step 3).

4. Act Mindfully (Steps 4–5).

5. Weekly Review (celebrate Step 6; adjust for the next cycle).

In the HEGM Model the word energy really means psychological vitality and mental strength, not physics-style energy. The model treats “energy” as:

• Recovering and rebuilding inner strength after stress or setbacks.

• Regaining lost satisfaction (restoring the feeling of meaning and joy in what you do).

• Re-focusing that renewed strength into purposeful action and performance.

So HEGM is:

A process of developing and replenishing mental strength, restoring inner satisfaction, and channelling it into sustained performance and goal achievement.

Definition of HEGM

HEGM (Happiness–Energy–Goal Motivation Model) is the process of cultivating inner peace and happiness to build mental strength, and then transforming that mental strength into focused performance and goal achievement, while at the same time finding one’s own balanced “space” between personal fulfilment and external demands.

In simple terms:

HEGM = Inner Peace + Happiness → Mental Strength → Performance of Goals + Personal Space

This shows that HEGM is not just about “energy conversion,” but about developing, replenishing, and directing mental and emotional energy so that adults can regain satisfaction, act with purpose, and achieve sustained success.

12. Table 1. Integration of HR Core Functions with HEGM, SCCM, DRRM, and CMFM

HR Role / Function	HEGM Model (Happiness–Energy–Goal–Motivation)	SCCM Model (Support Crew & Comfort Motivation)	DRRM Model (Donor–Receiver Relationship Motivation)	CMFM Model (Comprehensive Motivating Financial Model)
1. Recruitment & Selection	Identify candidates with high happiness–energy balance and intrinsic motivation.	Assess empathy and comfort traits for team harmony.	Match donor (mentor) and receiver (learner) compatibility.	Evaluate fairness and intrinsic–financial motivation alignment.
2. Onboarding & Induction	Introduce energy renewal and happiness practices early.	Create peer “comfort groups” for adaptation.	Pair new hires with mentors for relational motivation.	Clarify reward and support structures during induction.
3. Training & Development	Schedule learning during peak energy cycles for engagement.	Use supportive teamwork and feedback circles.	Integrate donor–receiver learning pairs.	Link learning milestones with fair, motivating rewards.
4. Performance Management	Evaluate both performance and sustained energy levels.	Reward collaborative support and comfort leadership.	Recognize mentors and mentees equally.	Align performance reviews with transparent reward systems.
5. Employee Engagement & Motivation	Conduct happiness or energy audits; use micro-rituals.	Maintain informal comfort networks for peer motivation.	Build gratitude and reciprocity culture.	Ensure transparent financial communication and rewards.
6. Reward & Recognition	Celebrate happiness-based achievements.	Reward emotional support contributions.	Recognize donor–receiver roles in shared success.	Use balanced financial and emotional recognition.
7. Career Planning & Growth	Guide employees to align goals with happiness cycles.	Form comfort-based mentor teams for career guidance.	Maintain mentor–mentee development paths.	Design financially motivating, fair career tracks.
8. Work-Life Balance & Well-being	Promote energy restoration and joy in small moments.	Create peer comfort channels for emotional health.	Encourage helping relationships for resilience.	Provide financial wellness programs to reduce stress.
9. Organizational Culture & Ethics	Embed happiness and energy renewal culture.	Build mutual respect and support networks.	Foster a giving–receiving ethical culture.	Ensure financial transparency and fairness.
10. Leadership & Transformation	Train leaders to monitor and balance team energy.	Build emotionally intelligent comfort leaders.	Develop servant leaders embodying donor–receiver ethics.	Promote fair compensation and intrinsic–extrinsic motivation balance.

Table 2. Integration of HR Core Functions with SOMM, CEMAM, NAGM, and PIPM

HR Role / Function	SOMM Model (Self-Organizational Motivating Model)	CEMAM Model (Cognitive Evaluation Motivation Model)	NAGM Model (Need Analysis for Growth & Motivation)	PIPM Model (Passive Income Project Model)
1. Recruitment & Selection	Select self-driven individuals with autonomous motivation.	Assess cognitive–motivational alignment during evaluation.	Match roles with personal and professional growth needs.	Identify financial awareness and long-term balance mindset.
2. Onboarding & Induction	Encourage self-organization and adaptation learning.	Introduce cognitive feedback to align expectations.	Analyze individual needs to customize integration.	Educate on personal financial planning for stability.
3. Training & Development	Empower self-learning and ownership in growth.	Offer reflective learning for cognitive–motivational enhancement.	Conduct need-based development planning.	Introduce skill monetization and financial independence concepts.
4. Performance Management	Use self-assessment for motivation sustainability.	Provide adaptive cognitive feedback sessions.	Align role expectations with evolving needs.	Recognize efforts supporting financial and lifestyle balance.
5. Employee Engagement & Motivation	Encourage internal purpose alignment with team goals.	Enable employees to self-evaluate motivation triggers.	Ensure engagement activities meet real growth needs.	Promote workshops on financial literacy and passive income.
6. Reward & Recognition	Encourage self-defined recognition aligned with values.	Recognize reflective performance and mental growth.	Match rewards with individual need satisfaction.	Provide incentives linked to long-term financial security.
7. Career Planning & Growth	Promote self-directed career management.	Map cognitive strengths for developmental growth.	Use need analysis to design career paths.	Integrate income diversification for future readiness.
8. Work-Life Balance & Well-being	Allow flexibility and self-managed schedules.	Support cognitive resilience and emotional regulation.	Identify lifestyle needs impacting motivation.	Reduce financial stress through stable passive income avenues.
9. Organizational Culture & Ethics	Embed self-leadership and mutual trust culture.	Foster reflective, feedback-oriented organizational thinking.	Align strategies with human growth and needs.	Build a culture of sustainability and financial awareness.
10. Leadership & Transformation	Develop self-motivated, autonomous leadership.	Train leaders in adaptive cognitive–motivational methods.	Ensure leaders understand team motivational needs.	Empower leaders to mentor teams in financial stability and foresight.

Interpretation Summary

·         HEGM forms the emotional–energy foundation of HR policy—identifying each employee’s catalyst points for motivation and happiness.

·         SCCM ensures empathy and comfort networks, building psychological safety.

·         DRRM strengthens interpersonal motivation through reciprocal donor–receiver relationships.

·         CMFM integrates financial fairness and emotional balance as dual motivators.

·         SOMM cultivates self-motivation and autonomy within organizational systems.

·         CEMAM aligns cognitive awareness and motivation, driving sustainable performance.

·         NAGM performs personalized need analysis, ensuring balanced growth motivation.

·         PIPM encourages financial independence and long-term stability, supporting overall well-being.

13. Importance of Integrating the HEGM Model into HR Policy

Integrating the Happiness–Energy–Goal–Motivation (HEGM) Model into Human Resource (HR) policy provides organizations with a systematic way to identify and nurture each employee’s catalyst for growth and happiness. In modern workplaces, employees often operate under high pressure, fragmented communication, and limited emotional support. The HEGM framework introduces a structured approach to monitor and enhance inner energy cycles—helping individuals and teams sustain motivation, creativity, and ethical engagement over time.

1. Recognizing Individual Catalyst Points

Every employee has unique “catalyst moments”—periods when happiness, energy, and motivation peak due to positive experiences, recognition, or alignment with meaningful goals. By applying HEGM assessments, HR can:

·         Identify when employees are most energized or demotivated.

·         Understand how emotional well-being and goal clarity influence productivity.

·         Personalize motivation strategies rather than relying on uniform incentives.

2. Energy-Based HR Interventions

Traditional HR focuses on performance evaluation; HEGM supplements this by adding energy evaluation. Tracking employees’ psychological vitality helps organizations:

·         Detect early signs of burnout or disengagement.

·         Schedule meaningful breaks, rotations, or micro-learning opportunities aligned with each person’s catalyst cycle.

·         Foster a positive work environment where happiness translates into sustainable performance.

3. Building a Happiness–Performance Link

Embedding HEGM principles connects personal well-being with organizational success. When happiness and energy are recognized as strategic assets, HR policies naturally evolve to support:

·         Continuous self-renewal and professional growth.

·         Increased psychological safety and creativity.

·         Stronger loyalty, morale, and social cohesion across teams.

4. Supplement for Growth and Ethical Culture

Using HEGM as a supplement in HR policy ensures that employee development is holistic and value-based. It encourages individuals to align personal “soul goals” with group objectives, fostering:

·         Balanced well-being (mental, emotional, and ethical).

·         Self-motivation guided by personal meaning rather than external pressure.

·         A culture of integrity, empathy, and inner satisfaction that strengthens long-term retention.

5. Continuous Catalyst Mapping

By periodically identifying each employee’s energy catalysts—through surveys, reflection sessions, or digital audits—HR can create:

·         Dynamic development plans that evolve with employees’ emotional and professional stages.

·         A continuous feedback system where happiness and motivation act as indicators of organizational health.

In essence, embedding the HEGM Model within HR policy transforms performance management into energy and happiness management. It ensures that every employee’s inner energy is recognized, renewed, and directed toward purposeful growth—making the organization not only more productive but also more humane and future-resilient.

14. Conclusion

By following these six steps—Healthy Happiness → Happiness into Energy → Find Your Goals → Convert Energy into Potential → Use Motivation & Potential to Perform → Achieve Success—adults can create inner energy for soul development even in fast-paced, low-support environments. This cycle turns happiness into sustainable performance and reinforces itself over time.

Adults can deliberately generate inner energy to fuel “soul development” and group goals even without external support. The adapted HEGM Model provides a low-cost, self-directed, cyclic system built on happiness, energy, goal alignment and motivation. It bridges the gap between positive emotion and sustained, meaningful performance, fostering balanced well-being, ethical living and long-term success.