PAPERmaking! FROM THE PUBLISHERS OF PAPER TECHNOLOGY Volume 2, Number 2, 2016
In the race to hire – and keep – top talent, benefits are getting a lot of attention. Compensation, of course, but also leave policies, insurance, and perks. The Washington Post recently ran an article about a small company leasing Teslas for employees and another paying up to $20,000 for employees’ weddings, showing that creativity of benefits may know no bounds. As important as compensation and benefits are, you know they are not the only things that matter when it comes to keeping employees productive and engaged. These benefits are a part of a larger motivation equation. But, what are the other important factors to consider? And what can employers do to boost motivation? A team of CCL researchers looked at these questions. Building on an established theory that people have four different types of motivation at work, they looked at how motives work together to influence job attitudes that are important for employees’ retention and performance. The research involved 321 US managers from numerous organisations, working at the middle, upper-middle, and executive levels. The study measured levels of external motivation and three types of internal motivation, which in combination, resulted in six “managerial motivational profiles.” The research findings are published in the Journal of Vocational Behavior . Managers who were the most satisfied with their jobs and committed to their organisations had 1 of 2 profiles: The internally driven profile . Their motivation comes primarily from within; they are motivated by a desire to maintain their self-images, pursue their values and goals, and engage in enjoyable or interesting work. The self-directed profile . Their primary sources of motivation are pursuing their personal values, goals, and interests. These managers do what is personally important to them or enjoyable. They are less concerned about pursuing rewards or maintaining their self-images. In both cases, high internal motivation is the key to unlocking satisfaction, commitment, and performance. 3 Ways to Boost Motivation This research also suggests that organisations can create environments that foster internal motivation in three primary ways: 1. Expecting bosses to provide support and encourage self-direction . Managers must believe that their bosses value their contributions and care about them as individuals. Managers who are supported by their boss have a sense of security and self-worth that allows them to draw on internal motivation. In contrast, when support is lacking, managers feel threatened and insecure and will draw on less internal motivation.
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Article 10 – Motivation
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