Different Types of Motivation

Different Types of Motivation

 

Different Types of Motivation

 

There are different types of motivation that affect performance and well being. Popular psychologists Edward Deci and Richard Ryan developed Self-determination theory, which distinguishes between different types of motivation. 
 
Generally speaking, we can talk about two types of motivation:
 
  • Intrinsic motivation 
  • Extrinsic motivation

Intrinsic motivation is when you do something because it’s fun.

A good example of this is a child playing with a toy. Children play with toys, not because they are being rewarded for it, but simply for the pure enjoyment of playing itself. This is Intrinsic motivation. 

Extrinsic motivation  can sometimes be a more controlling type of motivation. For example, if you do something to obtain a reward or to avoid a punishment. 
 
However, extrinsic motivation can also be autonomously driven. A good example of that is giving blood. Giving blood is not something that’s really fun to do. So it’s not intrinsically motivating. But people usually do it because they find that it’s the very important thing to do. For this reason, we call this Extrinsic autonomous motivation.

There are two types of motivation that lead to the best performance and well-being outcomes.
 
Intrinsic motivation and Extrinsic autonomous motivation.

In other words, if you do something because you enjoy it or you find it meaningful, you’re more likely to perform better and to feel better. You’re likely to have more energy and to put more energy into your work. 
 
On the other hand, if you work only for the paycheck, you’re less likely to perform well and you’re more likely to burn out. To get long lasting motivation, you need to enjoy your work or at least find it meaningful and important.

So how can managers help their employees get more enjoyment and meaning out of their jobs?
 
Employees need to feel three things in order to be well motivated. They need to feel competent, autonomist and related to others.

People feel Competent when they feel that they are able to master their environment. You can make employees feel more competent by matching their skills and 
knowledge to what is required to do a good job.

People feel Autonomous when they feel that what they are doing reflects who they are. And not having a sense of pressure. You can make employees feel autonomous by asking them for their opinions and by encouraging them to participate in decision making.

Employees will also feel autonomous when they are given good reasons to engage in an activity.So you can explain the importance of their work. For example, by explaining how their work impacts other people so they find it more meaningful.

Finally, because we are social animals, we need to have meaningful and trustful connections with others to thrive. You can make employees feel Related to others by giving them opportunities for social interactions in the workplace. That can be achieved through teamwork, social events, and more interactions with clients
 
As a manager, it’s also important to listen and to be emphatic with your employees. Research has shown when organisations do these things, they’re more likely to have engaged employees, who have better well being and are more likely to stay in the organisation.

 

SO, NOW WHAT?

Well… just pick one…

 

 

Can you think of a person or organization, that could benefit from this? Share it with them…

Work and Business Psychology

Work and Business Psychology

 

Work and Business Psychology

 

Most of us will spend up to a third of our lives at work.  We’ll spend even longer thinking about work.  It’s fair to say work is a highly significant part of our lives. And yet, this part of our life is often not as pleasant or meaningful as we would like it to be.
 
  • Have you ever had to deal with a boss who was not a very effective leader?
  • Have you struggled to maintain your motivation in light of a job that’s boring and under-stimulating?
  • Have you found it difficult to get along with a colleague who seems to come from another planet?
  • And have you felt stressed out at work and not really known what to do about it?
 
We all face these issues at times during our working lives.
 
And if you’re in a leadership position, you will not only face these challenges in your own work, but you’ll be thinking about how to manage other people’s work more effectively.
 
  • How do you get the people you lead to be engaged?
  • How might you approach conflict within your team?
  • How might you create a safe and healthy workplace for your employees?
These are a sample of the interesting questions that concern work psychologists.
 
Work psychologists aim to use knowledge about psychology to improve people’s lives and to help our organisations to be more productive.
 
This is what the SalesFixer do…
 

 

SO, NOW WHAT?

Well… just pick one…

 

 

Can you think of a person or organization, that could benefit from this? Share it with them…

What is Performance Coaching

What is Performance Coaching

WHAT IS PERFORMANCE COACHING?

  • Performance Coaching is unlocking a person’s potential to maximize his or her own performance.
  • It is helping them to get clarity and motivation, and understand rather than teaching them.
  • A performance coach does not judge people based on results, instead looks at how one can get better results, because no matter what results are achieved, there is always room for improvement.
  • Performance Coaching Process creates self-confidence and self-government teams.
  • Coaching people bets on partnership and collaboration instead of command and control.
  • It is a conversation between equals.
  • It is a thought-provoking and creative process to maximize personal and professional potential.

 

Coaching someone means to believe in his or her capabilities, resourcefulness, and potential , which allows you to focus on strengths, solutions and future success instead of losses, risk, weaknesses and past mistakes.

 

A coaching style of leadership requires connecting with other people on a personal – human level…beyond the task.

It means being, before doing.

It means stop thinking that the leader must be the expert and always knows how to do things the best way…

Understanding that the leader’s job is to unlock the ability of his followers to do what it takes, to motivate them and to understand them, is at the core of the coaching leadership style

 

Three things essentially determine performing well at anything you do:

 

  1. Your Knowledge and Abilities
  2. Having available all the needed Resources and Tools to properly execute the task
  3. Your Personal Motivation to do it.

 

So let us look at those one by one:

  • One will be able to perform only if he / she has the necessary skills and knowledge to do a certain task. These can include cognitive abilities, physical skills and knowledge acquired through education and experience.

 

  • A person will only be able to execute a task, if he or she has everything in place, needed to physically achieve it. Think in terms of tools and resources. Let say you need to create a presentation. Besides the obvious stuff like a computer and a software program for presentations etc., you will need the time to do it…

 

  • One will need the will to do the task. Skills, knowledge and means alone will not lead to good result. The person could have all the needed and all the knowledge but if lacking the will to do it, at the best-case scenario, the result will be mediocre. If we take the example from above, if the person do not actually believe in the importance of the mentioned presentation, or thinks it is not his or her job to do it, he or she will lack the needed motivation to do it with the needed quality.

 

YES, as you imagine, getting motivated is one of the goals of PERFORMANCE COACHING … (you could find more about motivation here) …

 

 

 

SO, NOW WHAT?

Well… just pick one…

 

Can you think of a person or organization, that could benefit from this? Share it with them…