Jobs In Egypt / Free Online Courses / What Is Motivation - Motivation Chapter 1


Motivation is the feeling that you initiate and start a task . Or even more spacious, that you encourage certain behavior. With that behavior you think you get something that you need.
Whether someone is motivated with a task can usually be seen on the outside. Recognizing whether someone has a motivation problem is usually not that difficult. But what does it mean in someone? What makes him so driven or just lethargic? As a manager, you can't escape deepening your employees' motivation.

You can see motivation

What do you recognize as a motivated worker?

- radiates energy and at the same time relaxation
- comes with ideas and creative solutions
- is looking for resources to carry out his task himself
- opens up in discussion
- works goal-oriented and concentrated
- is little sick
- produces more than average and does so on time
- inspires colleagues and pays attention to them

What do you recognize a worker with motivation problems?

- exudes lethargy or makes a tense impression
- goes into a lot of discussion in a negative way
- doubts openly about the meaning of his work and that of colleagues
- out of much criticism without coming up with alternatives
- complains about the impossibility of his task
- is much distracted
- gets little 'off' and often starts again
- sometimes makes mistakes intentionally
- is far absent

Note : an employee who is not motivated to do a task that you consider important as a manager, does not have to be a lazy worker! He probably wants to bet on the job, but then for tasks where he can use his qualities or who have a goal that motivates him. It is very important that you deal with these signals seriously, with interest and without judgment. Of course you can give feedback , but that should always be the beginning of a coaching conversation in which you search for the root of the motivation problems.

How motivation works

Motivation is an incentive to invest energy in an action that you think will bring the fulfillment of your own needs closer. You can recognize that drive from the outside, but how does that motivation come from within?

This process goes for everyone in equal steps. It does not matter if you look at the motivation to make a cup of cappuccino or the motivation to start with a reorganization project of half a year.

brief explanation of the motivation chain with the cappuccino example

I need peace and relaxation. From this need, the wish arises to make a cappuccino. From experience I know that this work distracts me and that I enjoy the coffee. So I have the expectation that making the coffee relaxes me. I rely on the effect of the coffee and that gives me the incentive to walk to the kitchen and switch on the machine, grab milk and coffee, and so on; I'm going to do it . When I sit back at my desk and stare out of the window with my steaming bowl, I judge the effect: Yes, I feel good. Next time I'm even more motivated to make cappuccinos and I'm getting better at it. All my colleagues want cappuccino from me! In this way I contribute to a motivating working atmosphere, because my colleagues also seem to need relaxation and expect the same effect from my coffee.

Understand motivational problems

The fact that people come into action always starts with a need. Where that need comes from, you can read in the article about Maslow 's need pyramid . What becomes clear from the motivation chain is what problems can arise with motivation. Suppose you are the manager of Janet. Janet has always been a fantastic secretary, but since a couple of months you notice that she is sloppy, comes too late, stare somberly out of the window and sometimes just says: "No, you better do it yourself!" What is the matter with Janet?

- There is no action without need , because then there is no wish. So, if you set Janet a goal that she can't in any way connect to her own needs, she will not take on the task energetically. If you ask her to move to the general secretarial room, she will postpone that as long as possible, because she has a different personality type and she does not need people around her.
- Every employee has needs that he wants to fulfill with his work, but they can lead to wishes that have no place in the organization, unfulfilling wishes . Janet wants to edit reports, but that's what the Text department already does. You can't give her any new tasks. Janet remains bored. She shows unpleasant behavior, such as the edges of it, in the expectation that as a manager you will do something about her job responsibilities.
- If Janet does not have positive expectations of the effect of her own actions, things will go wrong. She gets them negative tension. Janet may think: 'I have never done that', 'I can't do that alone' or 'That is the wrong method to reorganize the archive.'
- Something went wrong last time, so Janet got negative expectations. She previously reorganized the archive and that became a rubbish bin. You could not find anything for weeks. Janet has therefore judged the effect of her action quite negatively and now thinks that organizing is a pitfall of her, not a core quality .
- The stimulus is not big enough . Janet does need respect from her colleagues and she also wants to cooperate more with them, she also expects that this will bring respect, but her need for another job is much greater, so she does not work for the cooperation.

It seems simple, but everyone is different!

So what it comes down to is that:

- you need a wish or a goal
- that you find inspiring because it meets your needs and that
- you are confident that you can achieve that goal with your efforts.

This is the basis of motivation. This applies to your employees, but just as much to you as a manager.

(The) motivating circumstances

However, here are all kinds of circumstances that can strengthen or hinder the motivation of the worker. After all, you can be so motivated by your goal and your task, but if there is noise all the time at your workplace, or you have a difficult relationship with your boss, or you can't choose your own structure to work in, then you can still become demotivated. And what (the) motivating is different for everyone. Your personality type is also decisive.

(The) motivational goals

One person likes to have jazz all day long and the other one goes crazy! Number three draws 0.0 from his boss. That is how it is with goals. For one person, a particular goal is enormously inspiring, while the other has qualities that he can't use for that purpose. Number four is motivated by completely different problems that he wants to solve. Number five has no idea what he really wants at work and what his qualities are. He does not see any goals for him that can motivate him. As a manager, you must know and appreciate all these differences. And the person who does not know, can literally help.

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