...Leaders as Motivators One of the best ways a leader can achieve results from employees is via motivation. When a leader motivates, he/she wields an implied sense of power, albeit organizational or personal. To motivate effectively, leaders must be cognizant that motivation requires a physical action, there must be a need by employees to want to be motivated, and there must be an emotional commitment to be motivated (Filson, 2013). It goes without saying, the process of motivation requires more than a leader’s action eliciting a reaction to accomplish a task by an employee. To motivate, a leader must understand the inner workings of people management and performance. This begins with understanding the theories of motivation. Theories of Motivation Motivation theories explain individual performance and the amount of effort as well as the direction the performance exhibits. Motivation theories are subdivided into categories (contact, process, and behaviors). This handbook will concentrate on behavior. In other words, how one makes decisions to achieve what one wants. The process is best explained via the Expectancy Theory, Goal-setting Theory, and the Equity Theory of Motivation. The Expectancy Theory of Motivation is based on three components. First, there is expectancy; one’s efforts resulting in achieving the desired performance goals. This is dependent on personal beliefs, the difficulty in achieving the goals, and the degree of control over goal outcomes...
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...use one service over another with the hopes to get a better refund than another company might get them. In the ad they use two of the motivators to assist in ad sequence. The use of the motivators drive and incentive work together to make the ad pleasing and invoke the watcher to believe that the use of H & R block is more beneficial to them receiving more money back when filing their taxes. The motivator drive is used to ensure that the watcher want to use the service knowing that it is the best company to file their taxes. The motivator incentive is used to flash a lot of money in front of the watcher for them to believe that they are going to get a lot of that money if they use the service of H & R block. The use of drive motivator and incentive motivator are a good combination to ensure that the watchers attention is captured and lured to use the service. When developing an ad the developer’s look for the best method to capture the attention of the watcher and use it to their advantage to get what they want out of the participant. They work and angle to attack the curiosity of the watcher and evoke the possibility that the service is the best option for the participant. The use of the drive motivator is what makes the participant want to know more and to make them want to use the service. The use of the incentive motivator is what makes the participant think about...
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...yTHE IMPORTANCE OF PAY IN EMPLOYEE MOTIVATION: DISCREPANCIES BETWEEN WHAT PEOPLE SAY AND WHAT THEY DO Sara L. Rynes, Barry Gerhart, and Kathleen A. Minette A majority of human resources professionals appear to believe that employees are likely to overreport the importance of pay in employee surveys. However, research suggests the opposite is actually true. We review evidence showing the discrepancies between what people say and do with respect to pay. We then discuss why pay is likely to be such an important general motivator, as well as a variety of reasons why managers might underestimate its importance. We note that pay is not equally important in all situations or to all individuals, and identify circumstances under which pay is likely to be more (or less) important to employees. We close with recommendations for implementing research findings with respect to pay and suggestions for evaluating pay systems. © 2004 Wiley Periodicals, Inc. It is easy to overestimate the frequency with which adults actually go to the opera and underestimate the frequency with which they watch TV cartoons on Saturday mornings, based on their self-reports. (Nunnally & Bernstein, 1994, p. 383) Rynes, Colbert, and Brown (2002) presented the following statement to 959 members of the Society for Human Resource Management (SHRM): “Surveys that directly ask employees how important pay is to them are likely to overestimate pay’s true importance in actual decisions” (p. 158). If our interpretation...
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...Financial motivation relates to the way in which an organization uses compensation structure to motivate workers to high performance. Companies use a variety of pay structures depending on the type of work environment and the nature of the work being performed. Different pay types add different elements to the financial motivation provided by compensation. ------------------------------------------------- Basics Though experts and studies debate the relative weight of money in motivating employees, general consensus exists that pay definitely contributes to the level of motivation of employees. A simple way to understand the basic motivating power of money is to recognize that most people likely would not work the jobs they have if they were not paid for them. Even employees who enjoy their work would often pursue other interests if pay were not a factor. ------------------------------------------------- Types of Pay A number of common pay formats are used, including straight salary, pay per hour, pay per production, commission, performance bonuses, profit sharing and stock options, pension benefits and benefits-in-kind, which are employee discounts and other non-cash financial benefits. Some companies use a particular pay format, while others combine several types to offer financial motivation in multiple ways. For instance, sales jobs often offer a base salary pay but encourage sales performance by paying commission and sometimes bonuses. ------------------------------------------------- ...
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...Fear is a Powerful Motivator : Point Rasa takut merupakan suatu pemicu yang paling ampuh untuk menyelesaikan suatu pekerjaan. Dengan adanya rasa takut atau rasa cemas yang menghantui tersebut, seorang pekerja akan berusaha semaksimal mungkin untuk menyelesaikan pekerjaannya dengan baik dikarenakan adanya rasa takut akan dipecat ataupun didiskreditkan oleh atasan maupun kolega. Begitu juga dengan para pelajar pada umumnya, mereka akan berjuang mati-matian, belajar keras, karena takut tidak mampu mengerjakan soal ujian dengan baik dan mendapatkan nilai yang kurang bagus. Ini membuktikan bahwa rasa takut merupakan motivator yang paling ampuh bagi mereka. Contoh-contoh di atas menandakan bahwa rasa takut merupakan pemicu seseorang untuk bekerja keras dan hal itu merupakan hal yang ia sadari dan telah ia pikirkan sebelumnya tentang konsekuensi apa yang akan terjadi kemudian. Di lain sisi, rasa takut juga tidak hanya menjadi pemicu pada saat seseorang benar-benar bekerja dengan kesadaran penuh, namun juga pada saat seseorang tidak sadar ia memiliki kemampuan yang bahkan sebelumnya ia sendiri tak mengetahui ia memilikinya. Kita pasti sudah sama-sama mengetahui bahwa apabila seseorang dikejar oleh anjing, maka secara tidak sadar pagar yang tinggi sekalipun akan dilewati oleh orang tersebut untuk melarikan diri dari anjing. Padahal pada keadaan normal tanpa adanya anjing yang mengejar dirinya, orang tersebut tidak mampu untuk meloncati melewati pagar yang tinggi. Hal ini membuktikan...
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...What are your top 3 motivators? In their jobs or in their everyday life style, people use motivators to help them get through the work they have to do. Everyone has different ways to motivate themselves; some people like to work on challenging projects, and others like to be able to have friendly interactions with their coworkers or even have the power to be in charge of the project that they’re working on. If an employer is able to have motivated employees, it help them run their business successfully. For my first motivator, I like to be rewarded for a job well done. If I know that after I’m done doing a job or simply a school project, it will give me a reason to work harder for it. It will motivate me to do a good job on it and my employer happy. If I were to go in for a shift one day and know that I won’t be getting paid I would consider that like volunteer work that I didn’t volunteer for. I’m not saying that doing volunteer work is a bad thing but for me being able to have something to look forward to will make me work harder at my job or assignment. As a second motivator would be being able to work with friends or people that I like. If I were to be stuck working with people I didn’t enjoy being with I would have almost zero motivation to work. If I have to work with people I don’t like I probably won’t be able to get along with them and that would just cause conflict in our group. Some people are able to work like that because they take their part of the work and go...
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...Personality and Individual Differences 47 (2009) 675–684 Contents lists available at ScienceDirect Personality and Individual Differences journal homepage: www.elsevier.com/locate/paid Review Personality, values, and motivation Laura Parks a,*, Russell P. Guay b,1 a b James Madison University, Harrisonburg, VA 22807, United States University of Iowa, Iowa City, IA 52242, United States a r t i c l e i n f o a b s t r a c t In this manuscript we review the constructs of personality and values, clarifying how they are related and how they are distinct. We then relate that understanding to motivation, and propose that personality and values have different influences on different motivational processes. We present a model in which personality and values influence motivation via the motivational processes of goal content and goal striving. Ó 2009 Elsevier Ltd. All rights reserved. Article history: Received 12 November 2008 Received in revised form 19 May 2009 Accepted 1 June 2009 Available online 26 June 2009 Keywords: Personality Values Motivation Goals 1. Personality, values, and motivation Since 1937, when Allport recommended the exclusion of evaluative traits when investigating personality, the constructs of personality and values have rarely been studied together. However, both are expected to influence a variety of behavioral outcomes, and so it seems evident that we should consider both in examining the impact of individual differences on behavior...
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...reason to work your ass off. Motivation is important, powerful, and we all need it in our lives. For a long time, it was commonly thought that money was the most powerful motivator. People went to work and did a good job in order to be paid a fair wage. If they worked hard and long enough, that wage would increase, giving them additional motivation. It was a full circle concept where Money = Motivation, Motivation = Work and Work = Money. While this concept seems solid, the truth of the matter is that many people don’t necessarily consider money to be the top motivator at all. Obviously, money is a major factor in their choice to work, but beyond that, other incentives are often more important when it comes to stimulating their work ethics and increasing their job productivity. So, what motivates more than money? #1. Time Even in today’s age of time-saving technologies, many people are acutely aware of how their time is being spent. From Hollywood movies and songs to sappy cards and print media, people are constantly being reminded by society at large to make wise use of their time. Because life quickly passes us by, with or without money, many people agree that being rewarded with or given time away from their jobs to do what they love is a major motivation. #2. Happiness Happiness as a motivator may sound cliché, but you can’t argue with truth. People want to be genuinely happy in their lives and often, this means making a choice between doing something they love...
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...Life Motivators It is often said that allowing other people to control the way one lives their life will hinder them from reaching their maximum potential. On the other hand, when one lives their own life they way they want to, unimaginable things happen and are achieved. One of the best ways to achieve unimaginable things is for one to find something that motivates them and drives them to be the absolute best person that they can be and to never let themselves do any less. The entire world would be a more amicable and surpassing place for everyone. Throughout the different scenes and obstacles that the novel’s hero experiences in Ayn Rand’s, Anthem, it shows that in order to be the best person one can be they have to find themselves and live life...
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...The act of writing down goals is a very powerful motivator. Goal setting gives confidence to people so they can achieve much higher and more difficult goals. I believe setting goals is a very important aspect of succeeding in life. Goal setting is something I have always done and it has helped me tremendously. I am a senior in high school and there are a few goals I need to reach before I continue the next step in my life, going to college. In this essay, I will share three of them. My three goals are growing in my faith, getting my ACT score up, and becoming more independent. My first goal is to grow in my faith and spend more of my time with God. I am always so busy due to taking two AP classes at school, two college classes at Snead, and playing basketball. I know this is no excuse to not be as good of a Christian as I should be. The transition to college will be very different for many reasons. For example, finding new friends, moving away, and even harder classes. I know I need him, and without him, I can not do it....
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...opportunity for advancement. Regardless of the interviewee’s field of work, this category was present. We can safely say that it is strong motivator. Since only two people did not mention money as one of the primary factors in choosing one’s job, we began to think that there was a possibility that the opportunity for advancement might not only be the need for recognition and accomplishment, but also for the need of a higher salary. If opportunity for advancement is a desire for a high salary, doesn’t it imply that money is a motivator? Further questioning and studies in that area could be interesting. So, is the desire for advancement a motivator or a hygiene factor? Hertzberg would mark it into hygiene, however opportunity for advancement may also translate into a desire for a bigger salary. To put it into layman's term: “It’s okay if my salary is small now, because if I advance on the social ladder, it will get bigger!” So even though employees are ready to sacrifice their desire for money at the present time, it doesn’t mean they do not aspire for it. Herzberg’s studies are valid, but other opinions must be taken into consideration. The most recurrent factor in our answers is the opportunity for advancement. Regardless of the interviewee’s field of work, this category was present. We can safely say that it is strong motivator. Since only two people did not mention money as one of the primary factors in choosing one’s job, we began to think that there was...
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...From the group motivation inventory I discovered, I am a big motivator. My score on this assessment was a 45. I totally agree with this test because I am always right there in the middle of any event whether it is in my own home, work or playing volleyball with my volleyball league. I have always been a team player and very outgoing ever since I was a child. I get this from my older siblings who always strived for the top and always wanted things to be better as we got older. Assessment I learned from this assessment what my main targets are as a person and what part I play in a team. It is important to know where you stand so you can build and learn about yourself to make yourself more successful. To be successful you have to always look at other peoples’ point of view about you. This helps everyone learn what changes need to be made to be more successful in life. This could be for school or even just at home with your family members. Knowing where I stand on paper makes me want to stay a motivator. I have always been a big motivator and I will plan on staying a big motivator. Without me a lot of my team members would probably stay in their shells and not want to participate in the different assignments, games or plans that we have to put together. Someone has to make people talk and make people express themselves. How else would we know as a society how people feel about a specific topic if nobody is pushing people to speak up or act upon what they feel...
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...The role of extrinsic motivators in increasing the academic performance of High school and College students in St. Joseph’s College of Quezon City A Thesis Presented to the Faculty of the College of arts and Sciences St. Joseph’s College, Quezon City In Partial Fulfillment of the Requirements for the Degree Bachelor of Science in Psychology By: Hans Christian Palerit Introduction "Don't be afraid to give up the good to go for the great." (John D. Rockefeller) Learning is something common to be share with others for us to enhance it. People are free to choose their path on how they could cope up with this world. But it seems that learning have already changed through the past years. Sometimes people assumed to learn for them to grant their wishes or to fulfill something that is needed for them to accomplish without having any interest on that subject or work. Motivation is used by the people to help themselves or others in doing the given task to them. Also people’s performance are connected to motivation just like in different kinds of contest the audience are motivating the talents by clapping or making noise whenever they see their respective representatives performing. Motivation can be conceived of as a cycle in which thoughts influence behaviors, behaviors drive performance, performance affects thoughts, and the cycle begins again. Each stage of the cycle is composed of many dimensions including attitudes, beliefs, intentions, effort, and withdrawal...
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...to apply extrinsic motivators to affect their intrinsic motivators. Third, leaders have to lead by example to reinforce and evaluate team performance. The following describes a motivation plan for cautious and dominate type personalities based on the DiSC Assessment and the position of territory managers for DermaTran Health Solutions for members of Learning Team C. Territory Manager Position Description “DermaTran Health Solutions is a group of compounding pharmacies that specialize in the compounding topical pain creams based on a prescription from a physician” (DermTran Health Solutions Compounding Pharmacies, 2015). Territory Managers are sales people hired to increase market penetration of compounded topical creams. Successful, Territory Managers must develop relationships with physicians and physician assistants to explain the compounding benefits of topical creams to influence them to write prescriptions tailored to the patient’s treatment. Determining Values Territory Managers have high-risk jobs and endure several challenges, constant rejection, fear of job loss, and face bruises to their ego every day. They are sales people expected to perform at high levels of expectation. Logically, matching large compensation incentives to meet the challenges makes sense to motivate a sales team to increase business. However, managers have to determine what the real motivator is in relation to compensation or bonuses. In other words, the real motivator is identifying what...
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...assignment at hand, the quality and dedication found within other group members, and the understanding and acceptance of the group’s diversity. Successful completion of this assessment will improve the group’s productivity and cohesion, setting the group up for success. Knowing a Group’s Motivational Base Identifying and Discovery Upon completion of the Group Motivation Inventory, areas of weakness and strengths became evident allowing myself and group members to address possible causes of such a mediocre score of 98. According to Engleberg & Wynn (2007) a scores between 76 and 99 represent a moderate level of motivation (p. 320). This moderate level of motivation is primarily environmentally induced with a few personal negative motivators. The environmental factors that play a major role in my lack of motivation toward the group and course stems from outside interaction and influence from group mates, such as negative attitudes, lack of organization, and miscommunication. These may seem relatively minor to many, but these are major factors as they control my reaction and response to the group. My reaction and response will become one of the two: 1) Lack of...
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