“When we activate optimal motivation for ourselves, we provide more than a role model – we create a ripple effect that encourages our people’s optimal motivation.”
The carrot-and-stick approach to motivation might work in the short term, but most likely going to makes things worse over time.
It works like the “pecking pigeon paradigm.” B,F. Skinner, a Harvard psychology professor and behaviorist, used elaborate experiments with pigeons to investigate motivation. By rewarding pigeons with food pellets, Skinner was able to get the birds to do just about anything he wanted. His techniques still influence how companies try to motivate people.
But, peoples are not pigeons. Motivation is not “something you do to people”. It’s simple can’t be done. And as Jim Rohn said, there’s only one type of motivation, and that is “self-motivation”, meaning, people must motivate themselves.
Researchers such as Drs. Richard Ryan and Edward Deci have done eye-opening work to figure out on how to drive motivation in people. Their studies and other research in the field show that effective motivations has nothing to do with carrots or sticks, but it has everything to do with “hope and promise” which are the real drivers of motivation.
“Misunderstanding what motivation means leads to a misapplication of techniques to make it happen.”
The traditional belief that motivating employees is a fundamental managerial tasks which stems from confusion and mistaken ideas. Clinging to that contention lets executive hold managers responsible for motivating people.
But aligning employee motivation with the corporate motivation might require a significant change in corporate culture and in executive and managerial awareness.
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