FINALLY:THE MOTIVATION CONUNDRUM SOLVED

A common problem for managers is getting their employees to perform better, to motivate them, to push their limits. [Note: This is not a leadership issue as leaders pull the organization, leaving managers the task to funnel activities toward the direction the leader has chosen.] Below are listed the key factors which affect employee motivation and satisfaction in the workplace and their jobs.

The manager has direct influence on the satisfiers, whereas the motivators must be built into the organizational systems and culture to be effective. Your top performers will generally leave if their motivators are not met, satisfiers are of secondary importance to them. Your average or dead ended performer will leave for money as motivators are less important to them. How effective is your system in keeping its talented employees while shedding itself of the deadwood?

 

MOTIVATORS
(Intrinsic Factors)
SATISFIERS
(Extrinsic Factors)
VARIETY, CHALLENGE  FAIR, ADEQUATE PAY
FREEDOM TO MAKE DECISIONS  JOB SECURITY
FEEDBACK & LEARNING BENEFITS
SUPPORT & RESPECT  SAFETY
WHOLENESS & MEANING HEALTH
ROOM TO GROW DUE PROCESS
-BUILD INTO WORK ITSELF-
-DISSATISFY IF INADEQUATE-
HAPPINESS
SATISFACTION
In summary, motivators are employee driven. Therefore, to increase the likelihood of motivated employees, your organizational policies, procedures and structures must be implemented and administered to support the motivational factors. Employee responses will vary, yet, overall, performance will improve as a strong correlation exists between motivation and performance.

Satisfiers need to be implemented and administered to minimize dissatisfaction in the workplace. These factors fall within the scope, authority and responsibilities of management at all levels, yet, do not have a strong relationship to performance.

Interestingly, organizations tend to devote great attention (and budgets) to satisfiers while providing insufficient resources to motivators, where the real productivity gains are. What is your organization doing?
emailback
Bush and Associates Consulting© 1992-2006