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LEADERSHIP AND MOTIVATION

 

HUMAN BEHAVIOUR AND MOTIVATION

  • You cannot motivate another person. You can only create an environment… in which people become self-motivated.

  • People do things… for their own reasons… not yours.

  • A person’s strength… over extended… may become a weakness.

  • If a person understands him or herself, better than you understand yourself… that person will have greater control of the communication or situation.

  • If you understand your self well… and also understand another person… better than they do… you will be in control (but not in obvious control) of the situation.

MOTIVATION NEEDS

In a U.S.A. magazine – “Working Woman”, a survey was done with 7,800 working women to establish a pattern of the top job sales types in order of importance.

  • Interesting and challenging work.

  • Management that makes employees feel important as people.

  • Not being bored.

  • Management that provides feedback on performance.

  • A clear connection between rewards and performance.

  • Management that sets good goals.

  • Status.

  • Opportunities for advancement.

  • Consistent overall success in a job.

  • Getting along with the boss.

In this survey, salary and benefits came in 14 th in order of importance.

Allowance here must be made for the fact that a majority of women are traditionally second income earners. For those women who are first income earners, the results may change.

“You get the best effort from others, not by lighting a fire beneath them, but by building a fire within.”

Bob Nelson

Writer

MOTIVATION NEEDS FOR MEN

…were quite different.

  • The work be interesting.

  • The employee is shown appreciation for their efforts and for work well done.

  • Employee involvement in the whole scheme. Being a part of the brain storming or goal setting.

  • Job security.

  • Money.

  • Chance for growth.

These reports show that people respond to the SOUL FOOD approach.

  • Carrots, not sticks.

  • Rewards, not punishments.

Capital Incentives, a subsidiary of Royal Bank of Scotland recently took a motivational survey of a large number of Britain’s employees.

Lack of job security and stressful time pressures ranked top, as the most damaging influence on de-motivating the workforce.

Here are some of the results of the survey.

The 6 Most Powerful Potential Motivators (what employees say should most influence them).

Motivation in Action

(what actually motivates most employees today).

 

1. Good pay prospects.

 

1. Good relations with colleagues.

63%

2. Job security.

 

2. Being fairly treated.

49%

3. Good current pay.

 

3. Good pay/salary.

45%

4. Recognition for good work.

 

4. Job security.

42%

5. Being fairly treated/valued.

 

5. Good relationship with boss.

41%

6. Good relations with colleagues.

 

6. Recognition for good work.

40%

   

7. Good pay prospects.

40%

“People today are looking for much more than a pay cheque. They want to be treated like human beings. That may sound obvious, but a lot of employers still don’t get it.”  

Mitchell Thall

 

Glenn Harrison

Author/Coach/Trainer/Motivational Speaker
Certified Acredited Behavioural Analyst

© 2005 Glenn Harrison. Permission is granted to reproduce and distribute this article, providing it's in its entirety, with the web site link and if electronically, with a link to the URL http://www.motivationaltraining.com and we are notified by e-mail (E-Mail Us: Click Here) of where you have published them. Failure to comply with the above will mean prosecution to the fullest extent of the law.

 

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