MOTIVATION

MOTIVATION?

What does it mean?

Motivation is an ability that one possesses to induce, stimulate or direct another human to achieve one’s satisfactory goals. The technique must be such that it compels the other to showcase the best of their best capabilities, achieve desired milestones, raise the bar for the next and acquire areas untouched. This may require you to emerge with a sense of conquering, overcoming barriers and ripples that life may harshly and repeatedly throw at you.

?Theories to motivation- what works?

Maslow’s theory of hierarchical needs, McClelland’s theory of needs, Incentive theory, Herzberg’s two-factor theory, Vroom’s expectancy theory etc. are a few of the foundational ways to motivate humans.

While each of the above theories is well established and substantiated by decades of studies, research and application, can any one of them be called the sole gateway to human motivation?

Can we, with certainty, pinpoint one such method that gives 100% results at all times? So now the question on the globe is, WHAT WORKS??

Factor-driven techniques of motivation

Salary & Bonus

Money can most certainly be a powerful tool, motivating people at work. This is because, some prefer not to view it as a mere figure, but as a value that the employer places on him/her. Hence, a high figure salary is most often equalled to a high level of appreciation, which directly impacts one’s output. Bonuses are seen as additional incentives, which can be quite a mind motivator. Who doesn’t like an extra pay trickling in, anytime during the year, right?

?Power & Title

A title may or may not bring in power along with it. While a title without power may be enticing for some, most would prefer to possess, a kind of power that dictates the ability to influence decisions in the workplace, armouring one, with a sense of immense control. Such a position of power, in any organization, can be quite intoxicating. Once tasted, it becomes difficult to give up and live without.

?Network & Socializing

In today’s time, networking and socialising can be likened to the human vascular system. Just as the artery, arteriole, capillary, venule, and vein constituting the vascular system have their respective functions; however, they collectively are identified as a team working towards a common goal.

Although there is a slim line that can differentiate Networking from Socializing, however, in my opinion, it is difficult to say when either one is not acting as a motivating agent. When the topic is work-related, it is construed as networking, while when it’s not, it can be seen as socialising.

Now, here is the debatable question - if both cross the line of control and enter into each other’s zone, can it be construed as counter-productive?

I would say, there cannot be a definite answer to this question, it really depends on each situation. Not all of kinds of networking can be viewed as good and not all types of socializing can be considered bad. Many times, while you socialize with people in important positions, you could be building a network, which may turn out to be an imperative asset to one’s success. Or, on the other hand, you may be letting idle socializing eat into your productive work time, which can drag down your performance. Hence, the only way to wield this motivating factor accurately, is by weighing, if either one is goal oriented and a contributor. ?

Psychological security

Psychological factors of motivation, such as rewards, recognitions, or any component that may enhance the overall desire to accomplish one’s work obligations, thereby increasing productivity, can usher in an immense sense of happiness. This method has the ability to encourage creativity and innovation, leadership style and add meaning and purpose to even a mundane work routine.?

Self-actualisation

“What a man can be, he must be. This need, we may call self-actualization” (Maslow, 1943).

A term coined by Kurt Goldstein and popularised by Maslow through his “hierarchal of needs” pyramid, self-actualisation has been accepted through practice as a factor that maximises one’s abilities and resources, thereby leveraging one’s abilities to reach their potential. This factor is quite a holistic and individual process, which may differ from person to person. Unlike other factors, self-actualization focuses on the individual and hence has far-reaching application and results, as the ultimate aim is not to make a profit or to be successful, but for the individual to be ultimately happy, with the work they do. Success may be incidental in such cases.?

Affiliation, Power & Achievement

The three-need drive of McClelland aims at the enhancement of team productivity. Identifying what motivates the team member, practicing team building activities, promoting team success over individual success, encouraging healthy social interactions during work breaks, and rewards for team players once a target is achieved, are some ways, that affiliation, power and achievement work at motivating a team. The belief here is based on the fact, that the majority part of the reward for doing a great job, is derived from an improved social standing of the individual, on the team.?

Training

Training can help one understand how their work fits into the company’s structure, mission, goals and achievements, which in turn will churn out a more motivated and excited individual. Once a person understands, how, what they do matters to the success of the organization, the zeal to push the envelope, becomes inevitable. With specialised training, an individual can optimise one’s understanding, and improve career goals by setting newer ones, which otherwise must have seemed unachievable and hence arch out multiple ways to harness skills and abilities of human resources.?

Paid vacations

Vacations may seem a waste of time to many, but it is a pertinent component in conserving human sanity. Vacation is a time to unwind, de-stress and return with renewed energy. People who do take regular breaks from work have been seen to bring on board, better productivity and creative freshness. Hence, organizations use this psychological tool as an incentive to keep their workforce fueled up and ready to go.?

Work conditions

?A workspace that is webbed with threads of trust, cooperation, safety, risk-taking support, accountability, and equity, is a much sought-after environment. In a positive work environment, an individual works happily and yearns to strive for a shared purpose, value, and trust. This undoubtedly assembles quality projects, engages the human resource to promote profitable collaborations and, last but not least, increases retention rates.

Expectancy

Reward, in whatever form it may be, is well desired by an individual when they choose a work path. It may be abstract or not; however, when one realises that their hard work is going to be recognised, and rewarded in terms of success and growth, it becomes a motivating factor. Expectancy highlights the correlation of hard work with reward and recognition. For example, high performances warrant better bonuses or commissions. ?

For expectancy to turn into a motivating factor, a person needs to feel in control of the work they do, feel confident that the goals set are achievable, must possess the skill or knowledge to carry out the task and must be equipped with the resources to complete the work at hand.

?Instrumentality

Instrumentality serves as a means to an end. Hence, the belief that the time at work being invested and the results achieved are going to be accoladed is what acts as a strong motivating factor. This factor greatly depends on the individual’s attitude and perception. For example, the attitude that leads one to think – “if I work hard, I will achieve the set target, and if I achieve the target, I will be rewarded.” ?

Valence

Valence is the value one places on the reward for the outcome. Is the reward desirable enough for the person to go that extra mile? That answer varies from person to person, as unlike expectancy and instrumentality, valence depends on an individual’s value system. Identifying the motivational force is the key here.

While for some, the desire may be to get an increased pay/bonus or be promoted or paid time off, for others, it could be a need for recognition among peers or access to flexible working hours. Some might be looking for developmental opportunities or additional autonomy. Therefore, recognising the unique needs of people at work and making it accessible to them is yet another smart and fruitful way to motivate.

?What works?

“It is a waste of energy when we try to conform to a pattern. To conserve energy, we must be aware of how we dissipate energy.” Krishnamurti, London 1966

To be certain, of one or few factors that are 100% workable in all circumstances, it is important to know, what won’t work. I believe motivation is just as concrete as it is abstract. Its theories are like describing the indescribable. In my opinion, no single factor can be considered the sole gateway to motivation. One among all cannot be singled out, as they all act as contributors in different situations with different individuals. However, with observation and application, all of the above factors can form a reliable foundation for human resource development. Various techniques and approaches to the human mind can undoubtedly be used to increase motivation in well-defined areas of human enterprise.

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By Aparna Menon

For ? Metasearch Recruitment Services, 2023