The Role of Motivation in Leadership
This lesson introduces you to the concept of motivation, what it is and why understanding motivation is important in your role as a manager/supervisor.
Lesson 4
What is Motivation?
Motivation can be defined as an internal drive that pushes a person to accomplish something. You cannot measure or see a person’s motivation, however you can tell they are motivated by observing their actions/behavior.
There are two types of motivation, Intrinsic and Extrinsic.
Intrinsic Intrinsic motivation is doing something because it gives you a sense of accomplishment or just for your own personal pleasure. For example; Jenny spends a lot of time looking after her customers. She says when they are satisfied with her service, it makes her feel happy.
Extrinsic Extrinsic motivation is quantifiable and usually materialist in nature. For example; Mary spends a lot of time ensuring that her customers are satisfied. She says this is important to her because if her customer satisfaction rating is high, she will be entitled to an annual bonus.
Both types of rewards are important in driving people to achieve their goals. Jenny is driven by the satisfaction and happiness that comes from doing a good job, while Mary, is driven by the promise of an annual bonus.
Understanding individual team members and what they value is important, as rewards can then be tailored to meet their needs more closely.
Exploring Theories of Motivation
Exploring the following theories of motivation will provide you with the underpinning knowledge that will help you to understand how motivation works.
There are many theories however, some of the best advice on Intrinsic and Extrinsic motivation in the workplace came from the research of Abraham Maslow’s “Hierarchy of Needs” (Fig. 1) and Frederick Hertzberg’s “Hygiene and Motivational Factors” (Fig. 2).
Maslow’s Hierarchy of Needs
Maslow’s Hierarchy of Needs
Maslow’s theory states that the human need to seek fulfillment in all aspects of their lives are arranged in a hierarchical order. These needs are divided into two major groups, Basic (or deficiency) needs, and Meta (or growth) needs.
Basic needs (Physiological, Safety and Belonging) must be satisfied first, before an individual is motivated to pursue their meta or growth needs which are higher order needs that are more psychological in nature. (Esteem and Self Actualization).
Physiological Maslow identified the core biological and physiological needs to sustain human life as air, water, food, sleep etc. To ensure that these basic needs are met in the work environment, and to minimize dissatisfaction and poor performance at work, leaders should, for example, ensure that employees are paid fair wages, work reasonable working hours, provide lunch/rest breaks etc.
Safety A secure working environment is vital for employees to feel comfortable and safe. Employees who are worried that their physical health and well-being is being put at risk will not be able to operate to their optimum, and it is also likely to affect their attendance. For example, poor heating and ventilation, long working hours, unsafe machinery, unclear roles and responsibilities, job insecurity and sudden organizational changes are likely to increase stress, and create an atmosphere of mistrust.
Belonging Maslow identifies belonging as a social need such as love and affection. In the context of the work environment, this could be peer support, friendships etc. Leaders should meet this need by, for example, actively encouraging teamworking, sharing ideas and problem solving, engaging in social activities outside of the work environment etc.
Esteem The desire to be recognized for personal accomplishments. Maslow divides this portion of his theory into external and internal motivators. Examples of external motivators at work includes, pay increases, prizes etc. for outstanding performance. Examples of internal motivators are private and public acknowledgements, saying “thank you” for a job well done, offering flexible working hours etc.
Self-Actualization Once the basic needs (physiological, safety, belonging) needs are met, individuals, will be motivated by a desire for personal growth and the need to achieve one’s true potential. Leaders should, for example, consider offering challenging opportunities through projects, job enrichment/enlargement activities, training etc.
Applied to the workplace, Maslow’s theory suggests that leaders must pay attention to satisfying the basic needs of their employees first by offering fair wages etc., and that unless basic needs are satisfied, employees are likely to do the bare minimum.
Leaders should also facilitate the growth needs of employees by, for example, involving them in problem solving, offering training and development, opportunities for job enrichment/enlargement, as well as opportunities to socialize etc., so that they feel committed to the organization and motivated to go the extra mile.
Hertzberg Hygiene and Motivational Factors
Frederick Hertzberg theory centers around "Hygiene Factors" (sometimes called dissatisfiers) and "Motivational Factors."
Hygiene Factors are elements of the job that are related to working conditions, and Motivational Factors are elements concerned with enriching the job.
Examples of Hygiene Factors
- Pay
- Working conditions
- Job security
- Supervision
- Policies and procedures
- Health and Safety
Examples of Motivational Factors
- Quality of work
- Opportunities for advancement
- Recognition
- Responsibility
- Personal Development and Training
Hertzberg research suggests that dissatisfaction at work comes from “Hygiene Factors” such as low salary and poor working conditions. However, rectifying these factors would not necessarily improve employee motivation, as they need to be right in the first place before the issue of motivation can even begin to be tackled. For example; Mary is aware that she is being underpaid for the job that she is currently doing. Although Mary has been offered additional developmental responsibilities, she still feels demotivated because the issue regarding her pay has not been addressed.
“Motivational Factors” are higher level factors which are intrinsic in nature and tend to provide more long term motivation. Once the “Hygiene Factors” are addressed, people are more open to being motivated by intrinsic factors such as being recognized for a job well done. A simple “Thank You” for example can go a far way in making an employee feel valued. Other intrinsic factors include; additional responsibilities, opportunities for advancement, more enriching jobs offering opportunity for growth and a sense of achievement.
Why is it Important to Understand Motivation?
Motivation is important because, as a manager/leader you are expected to achieve or even exceed your departmental/organizational goals. As you are unable to do this on your own, you will need employees who are motivated enough to willingly expend extra effort that will assist you in achieving these goals.
Motivational theory explains human nature in terms of what makes people tick. Some supervisors and managers mistakenly think that employees are only motivated by things that are materialistic in nature. However, as we have already learnt, there are other intrinsic motivators which does not have to cost any money at all, such as saying “thank you,” acknowledging someone privately or publicly for a job well done, or giving someone the opportunity to work on a project that will enable them to develop new skills.
Motivational theory also helps you to appreciate that people are individuals with different circumstances, needs, and values and a “one size fits all” approach may not always be effective. It is therefore important for managers/supervisors to try to get to know people on an individual basis so that when they are rewarded it is done in a more accurate and meaningful way. For example, Mary is constantly late because she takes her children to school every morning which is very far from work. Mary is a high performer and recently received a small bonus as a reward. Although Mary appreciates the reward, she would place a much higher value on being allowed to temporarily start work at 9.30am instead of 9.00am while she tries to resolve this problem.
Understanding motivation also makes you aware of your own behavior and the impact that it may have on team members. Employees are not usually motivated by managers/supervisors who are not enthusiastic or motivated themselves. It also enables you to focus on improving those factors that contribute to dissatisfaction at work such as badly fitting policies and procedures, poor working conditions etc.
As seen below, there are many benefits to the organization, team and individual when staff feel motivated.
Benefits of Having a Motivated Team
How to Improve Employee Motivation
Motivate Yourself If you are not motivated yourself e.g. you lack enthusiasm and do not engage with your subordinates, you are unlikely to be able to motivate them.
Start thinking of yourself as a leader, reflect on your role and responsibilities and make a conscious effort to implement some of what you have learnt. Start with something small, like giving positive feedback until it becomes habit. For example; Well done Janet, you did a great job meeting the deadline, despite us being short of staff.
Know Your Employees Understand what motivates your employees by getting to know them. What makes them tick? Where can you provide flexibility and support? For example, Simon is extremely happy that I have accommodated his request to take unpaid leave to attend a 2-day training seminar that is not work related.
Select People Who Are Highly Motivated It is not easy to motivate the unwilling, choose people who have a positive “can do” attitude.
Provide Fair Rewards Not easy, but the perception of unfair rewards will demoralize and demotivate team members.
Acknowledge Good Work Make your employees feel rewarded and never underestimate the value of “Thank You.”
Manage Weak Performers Vigorously manage weak performers e.g. deal with small issues as they arise or they are likely to get bigger and more difficult to manage.
Create a Positive Working Environment Create a positive work environment e.g. open door policy, be approachable, communicate your expectations, seek out learning and development opportunities, address problems that threatens the stability of the team.
Have Fun Don’t be afraid to have fun! e.g. organize social/team building events including Pizza Fridays, donut parties, etc.
Activity
Using a pen and notepad, write down the benefits of having a motivated team.
Identify two actions that you will immediately take to improve the motivation of your team.
Key Learning Points
- Motivation can be defined as an internal drive that pushes a person to accomplish something.
- There are two types of motivation, “Extrinsic Motivation” and Intrinsic Motivation. It is important to recognize that both types of motivation are important in managing individual and organizational performance.
- Maslow’s theory of motivation states that people have basic needs and meta needs which are arranged in a hierarchical order. Basic needs must be satisfied first before an individual is motivated to pursue meta (growth) needs.
- Hertzberg theory of motivation centers around Hygiene Factors and Motivational Factors. Managers need to pay attention to “Hygiene Factors” which are elements of the job related to working conditions as well “Motivational Factors” e.g. treating people with dignity and respect, remembering to say “Thank You” etc.
- Motivational theory helps you to understand human nature and improves your decision-making skills and how you relate to people.
- Understanding the impact of motivation and using both intrinsic and extrinsic motivation benefits you, the organization, the team, and individuals.
- Simple ways to motivate team members include motivating yourself first and creating a positive work environment by being approachable, having an open-door policy, dealing with issues that threatens the stability/health of the team etc.
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