How to motivate your people?

There are many motivation definitions that have been development during the last twenty years by many professionals who have studied the concept, written articles about it and even books for that matter. Motivation is believed to be the drive towards a goal and purpose. For example, if you do not have milk in your fridge, you will decide to go and get yourself some milk. The purpose is to have your milk, and therefore, you need to get it somehow.

There are three types of intrinsic motivation that has been discussed on the blog of Mark Carter.

The first is biological or chemical motivation. This can be deduced as when you are hungry then you will be able to eat. The second type of motivation is external which consists of being motivated by recognition, appreciation, reward and punishment. The last type of motivation is intrinsic which is about purpose, realising on your own, mastery and autonomy.

Within an organisation, managers and higher authorities should focus on intrinsic and external motivation. However, more focus should be given for intrinsic motivation. It has been established that when an individual sets goals for oneself and decide to achieve it, there is no better motivation that than rather than having someone tell you how to do and why you should do it.

In order to focus on intrinsic motivation, there are six factors that must be highlighted:
Utility- this is when you use the resources correctly and in the best way, which includes maximising the usage of time, money and return on investment.
Knowledge – This is when you focus on personal development and new skills along with having a love to learn new things.
Individualistic – This refers to the implementation and devising of a winning strategy which is very personal.
Social – The social factor is about how you will be philanthropic, professional and will use your drive to support others around you as well.
Traditional – Setting yourself principles and values.
Aesthetic – This factor refers to being open to new adventures and experiences.

Once you learn and understand the above intrinsic motivation factors, you will be able to create and custom make a recognition and reward scheme that will appeal to the employees in the right way.

In most organisations, one of the biggest mistakes that are made is when a manager or higher authority assumes that the same motivator applies to everyone. However, this does not work as different motivators will apply to each person and there will be a different reason why to each of these motivators.

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