Motivation - employee behaviour and their attitudes coming from environment

By Amancio Moraes
at Sunday, August 12nd, 2012


"Brief history of Motivation research

The researchers were studying the effect of different working environments on productivity. They used lighting as an experimental variable (the effect of bright lighting and dull lighting). Initially they noticed that employees were working harder but it was not because of the lighting. They concluded that productivity increased due to attention that the workers got from the research team and not because of changes to the experimental variable. Hawthorne studies found that employees are not motivated solely by money but motivation is linked to employee behaviour and their attitudes.The Hawthorne Studies began the human relations approach to management, so the needs and motivation of employees became the primary focus of managers."

"Self-determination theory

Self-determination theory (SDT), developed by Edward Deci and Richard Ryan, focuses on the importance of intrinsic motivation in driving human behavior. Like Maslow's hierarchical theory and others that built on it, SDT posits a natural tendency toward growth and development. Unlike these other theories, however, SDT does not include any sort of "autopilot" for achievement, but instead requires active encouragement from the environment. The primary factors that encourage motivation and development are autonomy, competence feedback, and relatedness."
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Looking above at statement about motivation, attitude and environment, among lots of others concepts and theories, I've got myself thinking about how many managers are concerned about this subject in their company along with business target and results they must achieve.

This subject, motivation, can seem itself as something that could be managed as second priority, once, as general rule, it seems do not have strong relationship with core business of a company.

But, realize I said "it seems do not have strong relationship with core business of a company", cause, actually it has.

Several studies has been showing along the time, that motived people can do huge difference toward reaching defined targets, further, surpassing them, when properly motivated for, doesn't matter which sort of different theories one can choose to use for.

Therefore, if you belong to the set of managers that take so much care to business targets, relegating your team's motivation later, I suggest it's time you reconsider your mindset, putting more time end effort to deal with motivation of your team, even within whole company.

In my opinion, you doing such consideration and changing yourself the way you see your team needs and expectation, you'll be noticing some increase in your business results, maybe never previously expected by you.

Think about....