Increase motivation

Question # 1
To what extent do you find
what you do interesting?

The desire to do something
because you find it deeply
satisfying and personally
challenging inspires the highest
levels of creativity, whether it's in
the arts, sciences, or business.
http://hbswk.hbs.edu/item/5902.html
Teresa Amabile

When curiosity is guiding discoveries and
learning, people are more likely to experience
a sense of astonishment and sincere surprise,
which forms the impetus for the quick
absorption of new material and skills, thereby
contributing to building their competence.
http://www.selfdeterminationtheory.org/wp-content/uploads/2014/07/2013_VansteenkisteRyan_JOPI2.pdf

Gary Hamel
http://thehypertextual.com/2010/04/08/gary-hamels-pyramid-of-human-capabilities/

Human capabilities Description
Level 6: Passion Get large meaning out of work.
Level 5: Creativity Come up with new ideas.
Level 4: Initiative Do things before being asked.
Level 3: Intellect Bring best practices to work.
Level 2: Diligence Work hard.
Level 1: Obedience Do what you are told.
http://youtu.be/VlDxHfsW_-8

Enjoyment based intrinsic motivation, i.e.
how a person feels when working
on a task, is the strongest and most
pervasive driver.
Survey of 684 open-source developers by Karim Lakhani and Bob Wolf.
https://www.goodreads.com/review/show/1065405301
Daniel H. Pink: Drive, p. 23.

Frederick Herzberg's 2-factor theory, which focuses on the idea
that the factors that determine job dissatisfaction ("hygiene
factors") are completely separate from those that determine
true satisfaction ("motivators"). Insufficient financial
compensation, for example, falls into the former camp. But
having sufficient compensation will not lead to passion for a job;
it just takes away the dissatisfaction.
Motivation, according to the theory, is determined not by
material incentives, but rather by interesting work,
recognition, and personal growth.
http://hbswk.hbs.edu/item/6991.html

In a now classical experiment (see Deci, 1975), college
students were either paid or not paid to work for a
certain time on an interesting puzzle.
Those in the no-reward condition played with the
puzzle significantly more in a later unrewarded “free-time”
period than paid subjects, and also reported a
greater interest in the task.
http://www.princeton.edu/~rbenabou/papers/RES2003.pdf

Generation Y expects to work in
communities of mutual interest and
passion, not structured hierarchies.
Consequently, people management
strategies will have to change so that
they look more like Facebook and less
like the pyramid structures that we
are used to.
Vineet Nayar
http://www.vineetnayar.com/rethinking-talent-management-in-the-new-normal/

Have conversations with staff about
 their likes and dislikes of their current work.
 their strengths and how to dedicate more of
their time on things they love.
http://www.managementexchange.com/story/atlassians-big-experiment-performance-reviews

Studies show that people who are intrinsically
motivated, i.e. motivated by, for example,
satisfying own curiosity, learning new skills and/or
having fun, are 3 times more engaged than
people who are motivated primarily by extrinsic
rewards such as money.
http://intl-rop.sagepub.com/content/early/2011/10/19/0734371X11421495
http://blogs.hbr.org/cs/2013/04/does_money_really_affect_motiv.html

Further inspiration
http://www.slideshare.net/frankcalberg/questions-to-discover-your-values
http://www.slideshare.net/frankcalberg/how-do-you-manage-your-emotions
http://www.scribd.com/doc/36349465/Capital

Question # 2
To what extent is what
you do meaningful?

Motivation is the act or process of
providing a motive that causes a
person to take some action.
http://www.jblearning.com/samples/076373473X/3473X_CH02_4759.pdf

3 factors lead to better performance and personal satisfaction
# 1: Purpose
What is meaningful.
# 2: Mastery
The urge to get better.
# 3: Autonomy
The desire to be self directed.
http://www.youtube.com/watch?v=u6XAPnuFjJc

Herzberg’s theory of motivation suggests you need to
ask yourself, for example, these questions:
 Is this work meaningful to me?
 Will I have an opportunity for recognition
and achievement?
 Am I going to learn new things?
http://www.fastcompany.com/1836982/clayton-christensen-how-find-work-you-love

Further inspiration
http://www.slideshare.net/frankcalberg/what-is-the-company-purpose

Question # 3
To what extent is what
you do needed?

Professional satisfaction
What people need
What you find interesting
What you are really good at
Sources
http://web.hbr.org/email/archive/managementtip.php?date=033011
http://hbr.org/2010/07/how-will-you-measure-your-life/ar/pr

Further inspiration
http://www.slideshare.net/frankcalberg/pestel
http://www.slideshare.net/frankcalberg/customer-needs

Question # 4
To what extent do you
set goals for what you
want to achieve?

When people set goals for themselves,
healthy things usually happen.
But goals imposed by others, for example sales
targets, quarterly returns, standardized testscores,
can sometimes have dangerous side effects.

On his theory y, Douglas Mcgregor notes
that if people are committed to a goal,
they will seek responsibility.
Daniel H. Pink: Drive, p. 195. https://www.goodreads.com/review/show/1065405301
http://faculty.haas.berkeley.edu/kurkoski/ba105/readings/basic%20motivation%20concepts.pdf

Locke’s goal setting theory hypothesizes
that by establishing goals, individuals are
motivated to take action to achieve those
goals.

Goal setting has a positive
effect on student motivation.
http://blogs.edweek.org/teachers/classroom_qa_with_larry_ferlazzo/2012/01/matt_townsley_asked_carol_boston.html

Studies show that to think and produce creatively,
people must forget about pleasing an audience, or
pleasing critics, or winning prizes, or earning
royalties. All such thoughts stifle creativity.
Instead they must focus fully on the product they
are trying to create, as if creating it for its own sake.
http://www.alternet.org/books/why-students-learn-better-playful-environment

Goal setting increases extrinsic motivation.
However, it can harm intrinsic motivation – by
engaging people in a task for its own sake.
http://www.hbs.edu/research/pdf/09-083.pdf

Setting goals is an effective method to track
achievement.
Too much emphasis on performance goals
may encourage unethical or unnecessarily
risky behavior.
http://www.strategy-business.com/re/recentresearch/re00064

Sears set sales goals for its auto repair staff
of $147 per hour.
This goal prompted staff to overcharge for
work and to complete unnecessary repairs.

Goals may promote competition rather
than cooperation and ultimately lower
overall performance.

Further inspiration
http://www.slideshare.net/frankcalberg/strategy-paradoxes-3551177

Question # 5
To what extent are you free
to do what you want to do?

When a person can do a task in his/her own
way, i.e. decide herself/himself how
she/he wants to do the task, she/he will be
more motivated to do the task.

Hundred of studies show that when people are free to
do something, they
 become more creative,
 solve problems better,
 perform better,
 have more positive emotions, and
 have a better psychological and physical wellness.
http://youtu.be/VGrcets0E6I
Daniel H. Pink: Drive, p. 63. https://www.goodreads.com/review/show/1065405301

To support a person in becoming more autonomously
motivated, you need to
 find out how the person sees the situation,
 provide the person with choices to decide from,
 helping her/him try new ways,
 encouraging her/him to take initiative,
 provide her/him with a meaningful rationale.
http://youtu.be/VGrcets0E6I

Further inspiration
http://www.slideshare.net/frankcalberg/good-leadership
http://www.slideshare.net/frankcalberg/listening-tips
http://www.slideshare.net/frankcalberg/social-competence
http://www.scribd.com/doc/32211076/Power-distance
http://www.slideshare.net/frankcalberg/power-to-the-people-34722633

Question # 6
give and/or receive
useful information?

Teresa Amabile found out that when people
get specific, meaningful information about
their work, they become more motivated.

Question # 7
To what extent do you give
and/or receive feedback?

Feedback is great motivation.
http://howwelead.org/2011/04/02/feedback-is-great-motivation/

Herzberg’s approach suggests that individuals
have desires behind hygienes such as salary,
and that motivators such as recognition for
achievement are very important to them.

We should praise effort and strategy rather than
praising intelligence.
When we praise, for example, a child's effort on
learning something, the kid will understand that
effort will lead to mastery and growth and will
take on new tasks to progress further.
Research by Carol Dweck.

Further inspiration
http://www.slideshare.net/frankcalberg/feedback-tips

Question # 8
What kind of work and
living environments do you
need to do your best work?

Don’t ask “How can you motivate other
people?”. Instead, ask “How can you
create the conditions within which
people will motivate themselves?”
http://youtu.be/VGrcets0E6I 13:25.

Further inspiration
http://www.pinterest.com/frankcalberg/outdoor-work-and-living-environments/
http://www.pinterest.com/frankcalberg/indoor-work-and-living-spaces/

Question # 9
How often do you ask
people questions?

Lead with questions, not with answers.
Advice by Jim Collins.

Further inspiration
http://www.slideshare.net/frankcalberg/questions-that-challenge-the-way-you-think
http://www.slideshare.net/frankcalberg/question-types

Question # 10
How easy is it for you to
speak up when you see
a problem?

Build red flag mechanisms.
In other words, make it easy for people to
speak up when they identify a problem.
Advice by Jim Collins.

Question # 11
give and/or receive
unexpected rewards?

The highest levels of creativity were produced
by people who received a reward as a kind of
bonus, an unexpected reward.
Research by Teresa Amabile.

B. F. Skinner proposed that individuals
are motivated when their behaviors
are reinforced.

When you're talking about rote simple tasks,
using rewards can be effective.
Richard Ryan
http://www.rochestercitynewspaper.com/news/articles/2010/12/PSYCHOLOGY-Cracking-the-mystery-of-motivation/

B. F. Skinner found that he could motivate a rat
to complete the boring task of negotiating a
maze by
 providing the right incentive - corn at
the maze’s center.
 punishing the rat with an electric shock
each time it took a wrong turn.
https://www.mckinseyquarterly.com/Organization/Change_Management/The_psychology_of_change_management_1316

Over time, Skinner’s rats became bored with corn and
began to ignore the electric shocks.
In our experience, a similar phenomenon often prevents
organizations from sustaining higher performance:
structures and processes that initially reinforce or
condition the new behavior do not guarantee that
it will endure.
https://www.mckinseyquarterly.com/Organization/Change_Management/The_psychology_of_change_management_1316

As far back as 1911, Frederick Taylor and his
scientific management associate described
money as the most important factor in
motivating the industrial workers
to achieve greater productivity.
http://www.webpages.uidaho.edu/~mbolin/tella2.pdf

We are all motivated by both intrinsic
and extrinsic factors in all our decisions.
http://principlesoffailure.blogspot.com/2010/09/discover-what-motivates-you.html

Be careful
Offering money can be counterproductive.

A study in Sweden, which has a purely voluntary blood
donation system, showed that women’s contributions
decreased when they were offered payments.
Donating blood is a way for people to signal that they
are the kind willing to sacrifice for the good
of others; offering money spoiled that effect.
http://hbr.org/2011/07/the-unselfish-gene/ar/6

Weeks
Number of parents picking up their children late
http://karlan.yale.edu/fieldexperiments/pdf/Gneezy%2520and%2520Rustichini_A%2520Fine%2520is%2520a%2520Price.pdf

Further inspiration
http://www.slideshare.net/frankcalberg/how-are-people-paid-for-what-they-do

Question # 12
How often do you
evaluate yourself?

Were you better today than you
were yesterday? Why / why not?

Further inspiration
http://youtu.be/vldjedAashA

Thank you for your interest. For further inspiration and
personalized services, feel welcome to visit
http://www.frankcalberg.com
Have a great day.

Increase motivation

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Increase motivation