My reading notes on a book by Susan Fowler and Berrett-Koehler (2017).
Consultant Susan Fowler explains how managers can unlesh the maximum potential of individuals without the need to resort to old fashion carrot-and-stick approach which most likely to create more problems than it solves.
I, for one, would not respond well to carrot-and-stick approach.
When it comes to motivation, she explains, conventional approaches doesn’t work. She offers an optimum motivation approach which we can use to help our staff to reach higher levels of satisfaction an individual performance.
Among the main reading points from the book would include
- Most leaders have a “motivation dillemma”; companies expect them to motivate their employees which is impossible. People must motivate themselves.
- What truly matters is determining the factors which motivating people and building the quality of each person’s motivation.
- Leaders should positively influence the employee performance appraisal process so that employees will be able to motivate themselves better.
- Most people rely on the appraisal process in order to determine what’s good for them.
- Significant change in the company culture and managerial awareness are necessary in aligning employees motivation with the company’s motivation.
- Top motivation is a skill anyone, including employees and employers can develop.
- Using rewards system to motivate employees only works in the short term but not in the long term.
- Motivators will induce 2 type of response from people, that is (1) they have to do it; or (2) they want to do it.
- Instead of trying to motivate people, provide “autonomy, relatedness and competence.”
- The factors that motivate your employees may be the opposite of the factors that you want to motivate them.