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Ndawula Primah
Student (MBA), Uganda
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Misunderstandings About Motivation
Motivating employees is found to be hard by many people. The reason for that could well be that motivation is misunderstood. So I would like to put across and discuss all misconceptions around motivation:
- People are primarily motivated financially. Motivation can be done even without financial benefits. Take an example of a thank you from your boss, a pat on the back, a recognition letter, a hand shake, and many more. All these things don't require a penny to be spent.
- Motivation is a thing for managers. Motivation should not necessarily come from the boss only. I would like to point out that motivation can also come from peers among each other and even from subordinates to their bosses.
- Motivation is a private thing. Motivation is also a way to influence your colleagues to work happy in a happy environment. That only "thing" that keeps them smiling everyday at work.
Any other misconceptions around motivations? Please add them!
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Candy Geiger
United States
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Misunderstandings on Motivation Another misunderstanding is that
IV. Motivation is a pushing mechanism. Let's not forget that motivation can and should preferably come from within! Motivation cannot be doled out; it cannot be bought, and monetary "motivation" usually does not work.
Rather motivation is what drives the employee to get up in the morning; it is what drives them to go to work, and to do the best job that they can do, in any situation. It is generally that feeling of accomplishment, that feeling of a job well done, that feeling of power over circumstances.
So if you need to "motivate" an employee, a team-member, or even a family-member, talk with them. Find out what is on their mind, what they would like to do, what motivates them. Then match the work to them, or at least explain "why" you need them to do the work you have asked them to do. Reasoning can at least get the job/task accomplished and done to the best of their ability. They will do it out of loyalty, out of servitude, or out of camaraderie.
When you have discovered what motivates them, what drives them, and where they would like to go, the next time you have a project to do, you can apply that "thing" that keeps them motivated, empowered, enlightened, energetic, and on task. You may have found your next leader...
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Leigh Cowan
CEO, Australia
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Firm Foundations for Employee Motivation Of course, the "buzz", somewhat stimulated by Gallup, is
V. The premise that the key lies in employee engagement. The reality is that people need a concise, clearly defined, well-communicated, consistent and meaningful set of rules to be able to "play the game"'.
Most "streetwise" executives know that culture creates motivation. But "the devil is in the doing". How do you create that "killer" culture? The secret is to create, build and passionately support a great MEVPIV – Mission + Ethos + Vision + Purpose + Intent + Values. As soon as you do that, you
• create obvious Objectives,
• deduce appropriate Strategies,
• take responsive Action,
• develop track and plan logical Tactics,
• identify and complete required Tasks, and
• finally assess and evaluate outcomes so you can do it even better "next time".
The trick is to get that right!
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Gera
Teacher, Kenya
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There is More than One MEVPIV I think lasting motivation comes through the alignment of the MEVPIV of the organization with the MEVPIV of workers (as an individual as well as as a team), and this may only be seen from the holistic development of individuals and continuous overall progress.
But if workers are considered players to only "play the game" as per the defined set of rules, they feel that they are mere tools and they play the "game" without connecting it with their MEVPIV, so little or no intrinsic motivation, only faking happens.
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vincent
Nigeria
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Assess Employee's Needs Before Motivating Another misconception about motivating people is:
VI. The belief that generic things like pressure, money, and promotion can motivate employees.
The best motivation is to know and note the employees' needs. It could be training, it could be that the employees is working under a superior who cannot give recognition no matter how good the employees may perform.
Therefore to me based on experience, the best way to motivate employees is to first of all determine their needs.
👍Editor: YES! But figuring out those needs isn't as easy as it seems... Fortunately, Vroom's Expectancy Theory is a useful tool for this.
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Prasad Chundi
Consultant, India
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Broader View of Motivation I agree with misconception #1 (People are primarily motivated financially).
Motivating is the action of creating an urge / enthusiasm in individuals to achieve higher-level objectives. The result of this action is Motivation. At the lowest level the effect of motivation could be enhancement of on-the-job performance and the highest level it could be creating a product or service or an institution that positively influences the lives of millions.
Financial rewards are the lowest levels of motivators. Situations that challenge ones' ability to create, excel, share, sacrifice etc. are the highest levels of motivators. Protecting values, beliefs and family also fall in this category.
Explorers, patriots, people in armed forces, police officials, industrialist who chase dreams are certainly not motivated by money.
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sunil
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Money Remains Important in Motivation In misperception #I. People are primarily motivated financially, "motivation can be done even without financial benefits", is likewise just a perception that is not always true. Until and unless the financial expectations of an employee are met and fulfilled, no other methods of motivation would really have impact. See Herzberg.
For example, an employee whose salary is not paid or delayed for months (as happens in some Middle-East countries) or an employee whose promotion is delayed for years. In such cases, a "Thank you for the hard work" letter is of no use or value.
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Terry W Flanary
Manager, United States
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Motivation Factors Differ per Individual I agree with @vincent. My experience says motivation factors differ per individual. I've seen the extremes of people 100% motivated by money to those who do not care about the financial benefits and just need affirmation and credit for a job well done.
The key is identifying these needs or drives properly and then proceeding based on the individual. Spending time with each employee is the only way to gather the information to make the appropriate determination. Time is precious and not always easy to come by, so that's why having competent and caring middle management to handle this is important. Spend as much time as you can with employees and show you are available and care about their future and most will respond accordingly.
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Jaap de Jonge
Editor, Netherlands
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The 7th Misconception About Motivation @sunil: Surely there are situations in which money and salary ARE important for motivating. Thanks for your examples. So then we can add to our list of misunderstandings about motivation:
VII. Money ...
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Helen Strong
Business Consultant, South Africa
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#8. Motivation Follows Only from Positive Incentives The above discussion has not covered the impact of 'negative motivation' on employee behaviour. But a fact is that people will carry out a task when there is a substantial likelihood of losing somethi...
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Maurice Hogarth
Consultant, United Kingdom
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Confusing Motivation with Motivating Motivation is 100% internal. Everyone is permanently 100% motivated.
"motiv(e)" = "reason", "ation" relates to action. Motivation is about having a reason for taking an action.
Consider the key sear...
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Sashi Rao
Management Consultant, India
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Motivation - Tangible and Intangible Benefits "Motivation" and "being motivated" could be seen from the perspectives of tangible and intangible benefits. One cannot deny the importance of tangible ( primarily financial ) benefits - especially in ...
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Bill Hassey
Professor, United States
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Motivation is from Within I fully agree with those who have said that motivation is internal. In my experience, motivation is part of the development of our Emotional Intelligence. The more we understand what makes us tick, th...
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Norman Dragt
Netherlands
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Is Motivation Misunderstood or Complex to Implement? I would not immediatly say that motivation is misunderstood. More it is rather complex. That's why it is frequently addressed in an ineffective way.
There are many factors influencing motivation. Thi...
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Leigh Cowan
CEO, Australia
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Motivating Workers Means Harmony of Beliefs, and Thoughts Throughout the Organisations - Ensuring Teamwork and Selfless Collaboration! @Gera: I disagree, Gera. A genuine, valid, MEVPIV, must be "crafted" in response and with the participation of all stakeholders including workers, management, and other stakeholders... You simply CANN...
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Frederic A Parker
Consultant, United States
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Motivation is an Inside Job @Candy Geiger: Excellent comment - motivation is an inside job. You can't motivate anyone, other than very short term, except with force or coercion. You can only provide a supporting atmosphere that ...
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