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ANTONIO BARRANCO RUIZ
Director, Spain
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Principles of Human Motivation
1. Have a reason. Adults want to see a purpose in what we do.
2. Develop a sense of responsibility. People should be proud of their accomplishments.
3. Employees need to know that we take them into account. Involve them in the task, enrich their work.
4. Give recognition, stimulation and approval. The greatest human need is the need for appreciation.
5. Link rewards to performance. In life and in work, there are values.
6. Provide rewards that are valued.
7. Promote healthy competition to avoid disloyalty. The team spirit must prevail as mutual support.
8. Be accessible. Barriers in communication creates misunderstanding.
9. Welcome people in public and correct them in private.
10. Practice active listening with your team, set up meetings, promote coexistence.
11. A high self-esteem of the head will spread to the others.
12. Consider the internal reasons.
13. Give opportunities by delegating in your team.
14. Let people make mistakes and teach them what is correct: itīs part of learning and training
15. Helping others to feel good, starts when you feel good.
16. People do things for their own reasons, not for ours.
17. Finally, create a good working environment and treat people as people.
After many years of working with many persons, I've discovered these by means of readings, experiences, lessons, dialogues, definitely, by means of livin myself. Life and abilities of observation are great teachers. High doses of curiosity are necessary.
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Jaap de Jonge
Editor, Netherlands
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Wow. Who can suggest #18? Hi Antonio, your list of motivation principles is amazing and comprehensive.
Still I challenge 12manage members to come up with additional principles of human motivation...
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Jaime Fernandez V.
Professor, Chile
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18. Motivation is a Dynamic Process A very good and useful list. I might add a personal preference - on which I would appreciate your feedback.
Motivation is a process; never a means only, never an end in itself. "Systemic thinking" applied to management shows that no motivator provides the same result each time. Motivators are dynamic and wear out slowly.
The simplest example is monetary incentives (or "rewards" as you say): after you pay the first amount, it will progressively be considered too low and you will have to increased it in order to maintain the same level of results. Self esteem and confidence motivators work when you start at low levels; after a team of people develop high self esteem and confidence, motivators will lose effectiveness.
The motivators have to change with the dynamics of each situation, team and each individual. There is no 'mass production' with motivators.
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Andrew Clark
Business Consultant, Australia
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19. Belonging to a Group I suggest 19. People need purpose and belonging and appreciation from the groups they belong to.
Principle 1 (reason) and 4 (appreciation) need to be in context with their work group and larger organisation so that people can find meaning and purpose in the work they do and how it impacts and enhances the group they are closest to.
A highly functional, cooperative, socially friendly and cohesive group will significantly outperform a group with dysfunctional relationships. In sport this concept is expressed as "a star team will outperform a team of stars"...
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Frederic A Parker
Consultant, United States
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On 16: Motivation is an Inside Job Similar to # 16. Motivation is an inside job. I think this is an umbrella (overarching) principle for motivation for which all of the above are facets.
As we begin to allow people opportunities to expand / grow and provide guidance / feedback when they are ready to receive it, they will motivate themselves for reasons we may never know.
After all, 'why' is never as important as 'what.' Like the old TV commercial, "All I needed was a chance."
The rest is up to them.
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Jose Wilson Massa, Brazil
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On 14: Allow people to Make Mistakes Many leaders forget this one. If you do not permit a mistake margin, people won't try to find new ways to solve problems or create new solutions.
Congratulations for the list!
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Mirella, Brazil
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20. Have the Will to Motivate Unfortunately, what I see in most cases is that we have bosses not leaders... Bosses will never have the good will to inspire and motivate their employees because they are afraid to lose their jobs to them.
But congratulations to the list, for those that decide to be a leader it will be very helpful!
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samir mahoud elgamal, Egypt
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On 17. Treat People as People This one means a lot to me and I believe it is key to improve many good things.
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Stefano Segato
Director, Italy
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20 Principles of Human Motivation Dear Antonio Barranco Ruiz, I agree with the editor, your list is amazing and comprehensive really. Thanks for supporting the development of Human Resources Management.
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sonia.sun, China
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Human Motivation in Practice Great summary. On the other hand, practice is much more than such summary.
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Margaret Kilonzo
Manager, Kenya
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On 9: Correcting People in Private I totally agree with principle 9. I have seen how bosses have lowered staff self esteem by correcting them in public.
This has resulted in low productivity, because the affected staff cannot contribute their ideas openly in case they are told off in the presence of other staff members.
It also makes junior staff lose respect of their supervisors if she/he is corrected in their presence.
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Antonio Cucurachi
Italy
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21. Tell People Where you are Going Allow me to suggest an additonal principle to the excellent list of Antonio Barranco Ruiz...
The number 21 could be:
Tell always to your team where you (and they, obviously) are going; one of the most daunting situations I have seen is people operating without a route, a logical path. Tell them what will be the end status of their effort, give them the route and the necessary support.
Don't leave your team without a clear indication of the destination and the (approximate) route; nobody likes to be at the mercy of the wawes.
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Abiola Yusuff
Business Consultant, Nigeria
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22. Recognize the Positive Impact of What we do on Others Antonio, that was a great write up! And I agree with Jaime that human beings are dynamic in nature, so also motivation should be dynamic.
Our needs change over time as well as our psychic.
Recognizing that what we do makes a positive impact on others can also be a powerful motivation.
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A.J. Bierman
Business Consultant, South Africa
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In Agreement. But Complex I'm in total agreement with the comments and contributions of the members.
It is only once you have worked with people that you realize that the list of what you should / should not as well as could / could not do, is much more complex due to human individuality.
What I do agree with is that the approach / leaderhip style from the manager will have a definite if not defining influence on how employees perceive not only their working environment, but the company as a whole. Failure to provide them with the bigger picture may leave employees in the dark not knowing what exactly is expected from them.
Some manager are also so busy climbing the corporate ladder that they forget to look down from time to time to ensure that the rest of their team is still following. This may lead to a situation where they finally reach the top of the ladder only to discover that they have been climbing the wrong ladder which may also be standing against the wrong wall...
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Lucio Reyes Barranca, Mexico
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17 Principles of Human Motivation Hi, Antonio. Incredible! How simple it looks to obtain motivation by applying this list. Obviously it requires a lot of effort, but it's time every one of us begins with the challenge....
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Romy Sson, Philippines
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23. Communicate your Focus People are motivated to do something if they know and understand what you expect them to achieve....
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Khalil Rajati, Iran
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On 5. Link Reward to Performance Many people think their reward does not match their performance.
The manager should convince them through a face to face meeting....
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Damith Baduraliyage
Student (MBA), Sri Lanka
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On 11. Self-esteem and Conduct of Leader I strongly support on no 11. The self esteem, self conduct and manner that the leader carries himself/herself will be infectious in a subtle manner throughout the team!
So the boss always needs to ma...
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Tinus van der Merwe, Saudi Arabia
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24. Encourage Co-operation Amongst Team Members I would like to add "encourage co-operation amongst team members"....
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Andrew Clark
Business Consultant, Australia
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25. Eliminate Demotivators Many organisations and groups could get an instant productivity lift by eliminating the demotivating policies and management attitudes and practices that plague their organisations.
These are usuall...
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Jaime Fernandez V.
Professor, Chile
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On 25. Eliminating De-motivators What a great word: de-motivator! I congratulate those who used it. In the management "state of the art" - where anti-democratic leadership styles are most frequent - focusing the attention on de-motiv...
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KATHRYN STEINER, MBA
Entrepreneur, United States
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26. Provide Reasons to Work Beyond Just Earning Money Provide a reason for employees to go to work other than just the bottom line... Think of other people than themselves. Do something for the poor. Allow all employees to participate in a project that h...
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ANTONIO BARRANCO RUIZ
Director, Spain
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27. Avoid Discouraging your Team If you donīt want to motivate the persons in your team, at least, donīt discourage them. This is indeed one way of motivating.
Keep your team away from bad influences, especially yours. What you do ...
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ANTONIO BARRANCO RUIZ
Director, Spain
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Hertzberg, Mc Gregor and Motivation Herzberg gave us 2 factors:
1. Maintenance and hygiene factors: wages, working conditions, competition chiefs, command style and relationships.
2. Motivating factors: recognition, accomplishment / ...
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Andrew Clark
Business Consultant, Australia
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Incentives versus Motivation There is a difference between incentives and motivation.
Motivation is the intrinsic nature of a person that spurs them to action.
Incentives are external rewards that may trigger personal action w...
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Jaime Fernandez V.
Professor, Chile
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Incentives versus Motivation Andrew, your comments are very useful. This distinction that you made deepens our understanding....
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edward sevume
Sweden
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Motivating Forum For some few weeks back, I came upon Antonioīs principles on what motivates us - what Antonio himself labled as lessons learned from management literature and life experiences.
I became so exhilarate...
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X Mbane
Manager
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On 17. Treat People as People I fully agree with Antonio B. Ruiz especially number 17.
People are not interested in any manager until they see how much does he cares. Any human being deserves to be treated with respect and dignit...
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KATHRYN STEINER, MBA
Entrepreneur, United States
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On 17. In 'Workforce' the Human is First, the Employee Second Agree, I have heard somewhere that it is more important to get along with people in the workplace than the actual work you are doing. Translated: relationships are more important than the non interper...
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Grijseels
Coach, Netherlands
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On 16. People do Things for Their Own Reasons People move towards something they want or like and move away from something they dislike. All context related.
People only move towards something when it is in their own subjective interest....
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Abdul Rahman
Management Consultant, Malaysia
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28: First Understand Each Individual Person I think the toughest job for a manager is trying to understand each team member before even thinking of motivating them.
We tend to generalize them as our "staff" or "employees" and fall into the tra...
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Syed Noman Mustafa
Manager, Pakistan
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10 Laws of Human Motivation Intrinsic motivation is motivation that comes from within. It comes from the personal enjoyment and educational achievement that we derive from doing that particular thing. For example for people who ...
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veronica gordon
Student (University), Jamaica
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On Principles of Human Motivation #4: Create a sense of Win-win Achievement The work place should allow employers and employees to feel a sense of achievement liken to a win-win situation....
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KATHRYN STEINER, MBA
Entrepreneur, United States
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29. Give Ongoing Education Opportunities I believe it is also important to provide employees with ongoing company/industry specific and university training education opportunities....
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Karin Mogard, Norway
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30. Ask Each One in Person How they Evaluate Their Own Strength and Knowhow, and How they Could Contribute in the Best Way People often have good knowledge on several items, but they can have a great passion for one particular item - and would love to show it. You can motivate people to do their utmost if they feel they a...
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Sandy Szilage
United States
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Principles of Human Motivation: #31 Lead by Example I suggest #18 Lead by example. People feel motivated when their leaders are working hard side by side with them to reach the goals of their projects. A motivated leader sets the example for the member...
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Norman Dragt
Netherlands
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Self Determination Theory (Deci and Ryan) and TPB (Ajzen) In psychology two main theories about intrinsic motivation have been researched the last forty years. One is the theory of planned behavior by Azjen. The theory breaks motivation into three factors:
...
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