Motivation
Motivation is all about providing the necessary elements so that we can get things done through others. It is key to any managers role but in organisations where there is a coaching function (whether as part of the managers role or independently), it is often seen as a coach function/task.
When we want to motivate, regardless of whether it is staff or ourselves, we have three key factors to consider:
1. Knowledge
2. Skills
3. Attitude
Correct levels in each of these give the desired "performance". Each of these is essential in the chain, so If we were to consider these mathematically, we would have to ensure that all these had positive values i.e. if the value of any of these were 0, then the performance level will be 0
An additional factor(s) which may or may not play a part is "circumstance/environment". Where this is conducive to productive work, the "Attitude" factor may be enhanced. Where the circumstances or environment are less conducive, "Attitude" will almost certainly suffer and there is also the possibility that "Knowledge" and "Skills" may also be detrimentally affected. An example may be: A member of staff using an unreliable/slow computer! The staff member may be able to input data at incredible speed but if the computer cannot respond quickly enough their skill is diminished and this is very likely to lead to a lowering of attitude - result? poorer performance!
When we want to motivate, regardless of whether it is staff or ourselves, we have three key factors to consider:
1. Knowledge
2. Skills
3. Attitude
Correct levels in each of these give the desired "performance". Each of these is essential in the chain, so If we were to consider these mathematically, we would have to ensure that all these had positive values i.e. if the value of any of these were 0, then the performance level will be 0
An additional factor(s) which may or may not play a part is "circumstance/environment". Where this is conducive to productive work, the "Attitude" factor may be enhanced. Where the circumstances or environment are less conducive, "Attitude" will almost certainly suffer and there is also the possibility that "Knowledge" and "Skills" may also be detrimentally affected. An example may be: A member of staff using an unreliable/slow computer! The staff member may be able to input data at incredible speed but if the computer cannot respond quickly enough their skill is diminished and this is very likely to lead to a lowering of attitude - result? poorer performance!
Two main theories on motivation were propounded by Abraham Maslow (The Hierarchy of Needs) and Frederick Herzberg (Motivators and Hygiene Factors).
Maslow's Hierarchy of Needs
Maslow looked at needs people have and classified them in a "hierarchy". The idea behind this was that needs have to be satisfied in a certain order. The lowest order needs are the ones relating to basic survival and only when a level of needs have been met, will the desire to satisfy a higher level kick in. An example of this might be the need for food and shelter having to be satisfied before the need for group belonging or social interaction.
In essence there are five levels to the Hierarchy:
Maslow's Hierarchy of Needs
Maslow looked at needs people have and classified them in a "hierarchy". The idea behind this was that needs have to be satisfied in a certain order. The lowest order needs are the ones relating to basic survival and only when a level of needs have been met, will the desire to satisfy a higher level kick in. An example of this might be the need for food and shelter having to be satisfied before the need for group belonging or social interaction.
In essence there are five levels to the Hierarchy:
Self Realisation
(Growth, Creativity, Personal development, Spirituality etc.)
Self Esteem
(Self respect, Status, Knowledge, Achievement etc.)
Social
(Group belonging, Giving/receiving friendship, Social activity etc.)
Safety
(Protection from danger, Security etc.)
Physiological
(Food, Air, Sleep etc.)
(Growth, Creativity, Personal development, Spirituality etc.)
Self Esteem
(Self respect, Status, Knowledge, Achievement etc.)
Social
(Group belonging, Giving/receiving friendship, Social activity etc.)
Safety
(Protection from danger, Security etc.)
Physiological
(Food, Air, Sleep etc.)
Hertzberg's Motivators and Hygiene Factors
Herzberg's approach was different to Maslow in that he tried to identify factors at work that caused satisfaction and dissatisfaction.
He identified that the things that caused dissatisfaction were the primary needs and he called these the "Hygiene Factors". Dealing with these often leads to short term satisfaction gains but leaving them unsatisfied will reduce the satisfaction gained from the secondary needs being met. These are called the "Motivators".
Herzberg's approach was different to Maslow in that he tried to identify factors at work that caused satisfaction and dissatisfaction.
He identified that the things that caused dissatisfaction were the primary needs and he called these the "Hygiene Factors". Dealing with these often leads to short term satisfaction gains but leaving them unsatisfied will reduce the satisfaction gained from the secondary needs being met. These are called the "Motivators".
|
Motivators
Promotion Achievement Recognition Job Interest Responsibility |
Hygiene Factors
Poor Salary Bad Relationships (Supervisor and/or Colleagues) Poor Work Conditions Needless Bureaucracy |
So what can I do about "Motivation"
5 quick tips!
1. Make sure you communicate, targets, company direction, changes etc.
2. Look for ideas from staff
3. Give feedback (that can be worked on to improve performance)
4. Stand up for your team
5. Be positive
5 quick tips!
1. Make sure you communicate, targets, company direction, changes etc.
2. Look for ideas from staff
3. Give feedback (that can be worked on to improve performance)
4. Stand up for your team
5. Be positive
