Motivators are the triggers of action or productive activity. If we have to define motivation, it should be the driving force that causes you to do something and make you want to do it. It is an emotion that compels you to work even when you don’t feel like working. It is an important component of human behavior. Motivators include human needs, psychological drives, and organizational skills. Although they are intangible, they are extremely important in shaping an individual’s personality and performance.
In this new era of business, what motivators will remain as powerful forces? The three basic motivators are passion, satisfaction, and purpose. Passion is a motivating force for people who want to achieve something. Satisfaction is an emotional reward that makes workers feel good about themselves. The purpose is the end-point or outcome that employees aim for. These three motivators play an important role in shaping the character of an individual.
Today, most companies employ a mixed bag of extrinsic motivators, such as bonuses, recognition, stock options, raises, and other tangible incentives. While these rewards may increase motivation, there is little research evidence that workers remain motivated if the reward is not attached to achieving a goal. Motivational programs based on extrinsic motivators have not been effective in increasing employee motivation. Therefore, these programs must become an integral part of intrinsic motivators.
Intrinsic motivators are the true motivators that employees feel driven to achieve. Employees that are motivated to perform well at their jobs are more likely to exhibit good work ethics and increase productivity. Intrinsic motivators can be controlled and influenced. They can be external (such as peer pressure), internal (such as a teacher’s motivation), or a combination of both.
External motivators such as bonuses, recognition, and stock options can be effective for increasing motivation among the workforce, but employees often ignore them, if they are not openly rewarded. Internal motivators, which include the satisfaction that employees get from doing a good job and the fulfillment that they get from working in a meaningful workplace, are more difficult to measure and therefore are more difficult to control.
A company’s success or failure often depends upon its management team, especially its CIO. The success of an executive or the performance of an entire team often rests upon the skills of the management team. The CIO has a significant influence on the level of employee motivation because he or she has a key role to play in the process of employee motivation.
To understand what is an emotionally intelligent way to work with this motivator, consider the example of two teams working under the same set of circumstances. One team is given an easy task to complete to increase production. The other team members must work at their best to complete the easy task without falling behind or being penalized. In both teams, the individuals are motivated by their sense of achievement, but the level of motivation is very different.
One team has employees who regularly perform above expectations. They have developed excellent interpersonal skills and a high degree of responsibility and ownership. This group is satisfied with their success and take pride in performing tasks that require higher levels of skill and responsibility. Within this group, there is a different type of motivator. This motivator is motivated by one of two things – either they believe that they do not meet enough goals, so they need to push harder, or they are worried about not meeting enough goals, so they need to pull harder.
The second motivator is one of the most difficult to control and to understand. Employees may become highly motivated by the promise of more money or more benefits.
However, they must have clear and quantitative goals in place as well as the ability to meet these goals, which are what will make them feel successful and increase the likelihood that they will stay on track and hit their quota of significant work done each week. Recognition motivated employees are the most difficult type of employees to manage and to understand because for an individual to reach his or her objectives, it takes consistent and reliable internal and external encouragement.