In the world of HR and motivation management, how to enhance the intrinsic motivation ?

The person works in the organization (manager or employee) to motivate others, but it is rare that tends to motivate himself.

Therefore, there are several basic steps must be followed before resorting to self-motivate (motivation personal) according to the following:

* Provide self-confidence.

* Conviction of the possibility of changing things.

* Identify personal goals clearly and precisely.

*Work to achieve the goals set out according to a plan and a program consisting of steps intact.

Intrinsic motivation: means we are motivated by rewards that are largely intangible. This means we place more value on outcomes that are sourced from within, rather than from external factors. Intrinsic motivations can be linked to our feelings. For example:

Intrinsic extrinsic motivation feeling satisfied

feeling capable

enjoying a sense of challenge

reinforcing self-esteem

satisfaction at accomplishments

general enjoyment in our work

feeling appreciated

satisfaction at realizing our potential

taking pleasure at being treated with care and consideration

Intrinsic motivation comes from within. How can managers promote and support intrinsic motivation in their people? By ensuring the value and achievements of employees is fully, fairly and explicitly recognized.

1. Increase job satisfaction.

2. Reduce stress.

3. Increase team player skills.

Workplace motivation can be broken down into two categories: intrinsic and extrinsic. Intrinsic motivation is the desire to accomplish goals and develop professionally. Extrinsic motivation involves work factors such as pay and promotions. In some cases, intrinsic and extrinsic motivation can be combined, such as when a promotion leads to a pay raise as well as welcome additional responsibility. Managers need to understand the basic intrinsic and extrinsic motivators needed to inspire employees.

Challenge2) Satisifaction3) Responsibility4) Work Tools.

The Intrinsic Motivation Inventory is a questionnaire that evaluates an individual's motivation through self-determination in a particular situation. In the workplace, motivation is likely to be connected mainly with outside forces -- in other words, payment and benefits. However, employees may perform better at their jobs if they have more intrinsic motivation.

Respected Gentlemen.

In my opinion intrinsic motivation means able to see the larger picture ahead and being motivated by it.

Even if I do not get promoted immediately or even if my co -workers get promoted before me I should not get demotivated and should work even harder but should rectify my mistakes. This is the only way to be successful.

In the world of HR and motivation management, how to enhance the intrinsic motivation ?

Ensuring that the staff is motivated  and stay  motivated  at all times is an important part of running a business. An Involved and happy staff delivers.

Motivation is important because it costs more to replace  staff than to keep them. Staff  likes to feel needed and respected and keeping them happy results in their continuing to stay with the organization much longer. As such it is essential to keep motivating the staff. It is an important point  on the list of priorities of an organization.

Research into human behaviour  has suggested  that people are motivated by a number of different needs , at work and in their personal life. Recognizing and satisfying these needs will help in getting the best from the people. Though monetary rewards matter a lot in keeping people motivated but that is not necessarily the only motivating factor 

Abraham Maslow’s theory of hierarchy of needs is more relevant in the workplace because individuals do not need just money, but also respect and interaction. According to Maslow’s theory, human beings have needs at five levels;

·         Physiological needs : warmth, shelter, food and sex or in other words the “animal” needs  

·         Safety needs: a sense of security, absence of fear

·         Social needs: interaction with others, having friends

·         Esteem needs: being well regarded by other people, appreciation

·         Self - actualization: realizing individual potential, winning and achieving

When designing jobs working conditions and organizational structures, bear in mind the full range of needs in the Maslow hierarchy

An essential foundation for motivation is a positive workplace environment purposefully created by the management. Employees have the right to expect fair treatment and understanding. They also expect professional competence. Establish a system that is constructive and not obstructive in which people can hope to perform at their best.

If you intend to motivate people , then remember the old adage ‘ do unto others as you would be done by’. Demonstrate trust in people;

Never making promises that you are not able to or not intending to keep;

Never asking others to do anything that you would not do yourself;

Ensuring that your people know that they can count on your respect and your loyalty

Keep the number of supervisors to a minimum.

According to Frederick Herzberg workplace motivators are

·         Achievement: reaching or exceeding task objectives is particularly important because  ” onwards and upwards “ to achieve is  basic human drive. It is one of the most powerful motivators and a source of satisfaction.

·         Recognition: The acknowledgement of achievements by senior staff members is motivational because it helps to enhance self -esteem. Recognition may be viewed as  a reward in itself.

·         Job Interest : A job that provides positive, satisfying pleasure to individuals and groups will be a greater motivational force than  a  job that does not sustain the interest. As far as possible, responsibilities should be matched to individuals interests

·         Responsibility: The opportunity to exercise authority and power may demand leadership skills, risk taking , decision making, self- direction all of which raise self -esteem  and as such are strong motivators.

·         Advancement: Promotion, progress, and rising rewards for achievement are important here. Possibly the main motivator is the feeling that advancement is possible. Be honest about promotion prospects and the time scale involved.

It is said in most cases demotivation occurs and people leave a job because of their immediate  supervisor or manager who is restrictive and biased. People will also not perform to their best for uncommitted managers. It is a fact that a poor system at work place accounts for85% of all underperformance.

Today’s increasingly competitive business world means a highly motivated workforce is vital for organizations seeking to achieve good results. As such Learning how to motivate others has become an essential skill for managers.

Levels of control vary from an insistence on checking and approving every action to an environment where people are free to perform as they wish and be judged only by results INCREASE MOTIVATION  BY MOVING TOWARDS LESS RATHER THAN MORE CONTROLS.

Following are some essential aspects that need to be adhered to if you are in a leadership position and intending to motivate your team :

Communicating

Communicating  with your staff should be high on your list of. Most of the staff wishes to have a boss who is visible and available for consultation for any problem solving. It’s important to hold frequent  chats and informal meetings to make sure they are happy and getting on well with their assigned tasks and aren’t confused about anything. Communicating with the staff on regular and frequent basis is needed. Greeting them appropriately is a simple motivational tool that makes a world of difference than to turn away your face when one comes across staff.  Communicate daily however insignificant the intervention seems to be. Make your self available.

Create a no blame culture:

Training & Development

Investing in staff is important. It will get an organization up to date in the business. Moreover the staff will be grateful for being able to develop under the watchful eyes of the leadership. It is of paramount importance that the courses being sponsored to send your staff are thoroughly researched  to exploit the full potential. It is also important to get feedback from staff  on how they feel benefited from the courses.

Lead by Example

It is crucial that the leader leads by example while dealing with staff. If one wishes to have staff working late, then it is imperative that  one is also staying back late to support staff. Likewise, if staff is not expected to start rolling in at11 am on a Monday, then make sure you are at your desk bright and early. It is not just about working hours though! you must respect your staff. They will also pick on the way you behave and act in different circumstances. As such it is important to ensure that the leadership must behave as it expects the staff to behave. Do not expect you staff to do what you don’t

Make people feel valued

Hopefully, the staff is performing well and helping drive your business forward. In such a case, it is of utmost importance to show them how much the leadership values their contribution on regular basis. Whether you just tell them or buy them a slice of cake  both work equally well. It is essential that incentivising staff by social events to let them know that they are valued and respected.

Preventing demotivation:  allow people to talk about what demotivates them and listen carefully.

Appraise  effectively:  the true objective of an appraisal system is not to blame, reward or praise but to develop. Following up after appraisals is most vital.

THE  ABOVE  SUGGESTIONS  MAY  NOT BE  EXHAUSTIVE  BUT ACTUALLY WORK  IF  IMPLEMENTED SINCERELY

Agree with all