“Unlocking the Potential of Your Employees: The Not-So-Secret Secrets of Motivational Leadership”
Leadership is executing strategy through others. The most demanding aspect of the job leadership is to get people to do what they are expected to do and to do it well and with motivations to overcome any barriers. “Successful execution begins with understand why people do what they do.”
This article talks about some insights into how to obtain and sustain employee commitment and motivation. The authors talks about how psychologist view motivation. Freud argued people are basically lazy and must be coerced to work. However, common sense alone says that if it were, true, managers would open all of their time watching people who refuse to cooperate.
Maslow came up with the “hierarchy of needs”. He said that people must meet his theory in sequence, before they can reach the next level. The needs start with basic physiological requirements and move on to safety, belonging, and esteem.
The author claims that Maslow’s theory is incomplete because “employees who feel unappreciated and undervalued will often not feel satisfied at work and this may not work to their full potential.
According to David McClellan’s hypothesis said humans are motivated by achievement, power and affiliation.
The author writes how these psychological theories gives and explains some of the reason on people’s motivation; however all of it is not sufficient to define the reasons of people’s motivation and behavior at work.
Students of human motivation think there is no theory in which people’s behavior are account for. “One thing that is clear, however, is that a complex interplay of intrinsic factors like personality, self-perception, emotional development, and cognition and extrinsic factors like culture, the situation, and organizational practices, all play roles in workplace performance.”
Employees will be complete a many more task and be more motivated if they are treated with respect.
Business should eliminate any...