Classifying Motivational Needs
While there exist several useful definitions of motivation, for our purposes we will define it as an individual's desire to do something based upon a need. When a person is confronted with a need (either perceived or actual), he or she usually is motivated to perform specific actions for some sort of gratification. Once a particular need has been satisfied, the motivation to continue the actions diminishes and remains at "zero level" until the need arises again. In order to fully appreciate this phenomenon, we must further examine motivational theory and analyze the unique characteristics of individual needs. THE THREE ZONES BASIC OR SURVIVAL ZONE: This zone comprises the basic needs for most individuals, including needs such as air, water, food, and shelter. When evaluating these needs, it is important to think of them in a very fundamental sense and not as influenced by the personal tastes and desires of individuals. For example, a glass of water and a bottle of rare Italian wine taste quite different, yet both will quench a thirst. We tend to take these need-satisfactions for granted until they are taken from us. Under normal circumstances, needs classified within the basic or survival zone are usually well-satisfied for the average person. The perception of these needs is rather short-lived, and such needs are easily satisfied. The desire for these short-lived needs, once satisfied, will diminish only to return when the need resurfaces. SAFETY OR SECURTIY ZONE: At a higher level are a cluster of related needs connected to our own safety and security. Within this zone, all of us have needs such as being reasonably secure in our daily job. While the majority of needs in this zone are common to all, it is interesting to note that their effect on individuals can vary widely. For example, a 45-year-old supervisor would probably be vitally interested in the organization's pension/retirement plan, while an 18-year-old new employee might perceive the year-end bonus as far more important. The key variable is how an individual perceives a given situation, not what someone else believes to be true. RELATIONSHIP OR EGO ZONE: It is widely accepted that needs within this zone are the most complex and are not as easily satisfied as either basic/survival or as safety/security needs. In this broad area, we find the following kinds of relationship needs that fulfill our own ego requirements. Examples of relationship needs include: --Need for a personal sense of importance. --Need for belonging and acceptance from others. --Need for achievement. --Need to be loved and cared for. --Sense of identity. While all of these needs can vary in intensity among individuals, it is important to bear in mind that we all seek need-fulfillment in these areas. Furthermore, need-satisfaction in the relationship/ego zone is sought not only in the business world but in social situations as well. The extent to which an individual perceives need-fulfillment in this zone directly impacts upon his/her mental well-being and will ultimately have a corresponding impact upon job performance. Recognizing the perception factor can directly aid in the complex process of managing others in the workplace. Our need level within each zone is heavily influenced by either external factors which directly impact us or by our own perception. We can convert this information for use in supervisory management in the following way. External stimuli are factors over which we have little or no control that impact upon our lives in the workplace. Conversely, one's own perception of the situation may be influenced by others (e.g., the supervisor at work), and hence should be thoroughly understood by all those who manage others in the work environment. Copyright AE Schwartz & Associates All rights reserved. For additional presentation materials and resources: ReadySetPresent and for a Free listing as a Trainer, Consultant, Speaker, Vendor/Organization: TrainingConsortium CEO, A.E. Schwartz & Associates, Boston, MA., a comprehensive organization which offers over 40 skills based management training programs. Mr. Schwartz conducts over 150 programs annually for clients in industry, research, technology, government, Fortune 100/500 companies, and nonprofit organizations worldwide. He is often found at conferences as a key note presenter and/or facilitator. His style is fast-paced, participatory, practical, and humorous. He has authored over 65 books and products, and taught/lectured at over a dozen colleges and universities throughout the United States.
Related News
|
 |
|
|
RELATED ARTICLES
Computer Consulting Profit Secrets
Do you own or manage a computer consulting company? Are you having trouble growing your computer consulting company's profits?
Reflections in the Glass Ceiling
The recent news about one of America's most powerful woman ceo's being removed from office has raised the discussion about gender bias, again. It disappoints me that in 2005, I still hear women clients talking about "the old boys' network". They say "glass ceilings" are holding them back in terms of advancement, pay equity, recognition and career satisfaction. While I have no doubt their assessments are valid; it's important that we don't generalize too much. There are other reasons as well.
Using, Choosing, and Using an educational consultant
Introduction
What is Six Sigma?
Six Sigma is a highly disciplined process focused on satisfying customers by delivering nearly perfect products and services. In today's competitive market, consistently maintaining satisfied customers is essential to growth and success. Major corporations such as GE, Motorola, Honeywell and Ford, have demonstrated significant savings and increased profits by implementing Six Sigma processes in their business.
Pitching to Employees
The senior flight attendant on the WestJet flight was starting the routine safety talk: the bit about flotation vests and emergency exits that we ignore at the beginning of every flight.
Five Steps to Increase the People Power in Your Business
Take some bold steps and help your employees and business partners open up to real change and help them start thinking again to the longer term. Send a message that you are ready to commit to new ways of thinking and that that includes a commitment to the success of your employees in the changing workplace.
Riding the Waves to Success
Last week I was confused and frustrated about a few things
related to one of my businesses, and a bit upset with myself
and "The Universe." As a result, I went into a deep
meditation to get some clarity and help.
Innovation Management: Radical Innovation
Creativity can be defined as problem identification and idea generation whilst innovation can be defined as idea selection, development and commercialisation.
4 Steps to Success In Life, Business, The Universe And Everything
Everyone wants to succeed in life. And no one starts a business of any sort, on-line or off-line, wanting to fail.
Workplace Security Plan: Does Your Company Have One?
Consultant's Perspective...
Think it Over
Every decision is a deliberate act. It's the result of a well rehearsed pattern. Using this pattern, we often gather data, analyze it and draw conclusions without much conscious effort. We do it because it works. And it works because our life experience has refined the technique that brings us the best results -- most of the time.
Management - Mary Poppins Style!
Mary Poppins describes a style of management which has for too long been hidden in many
businesses and organisations.Think about it.She's "Practically
perfect in every way" - is that not what we want from a boss? Someone who is
almost brilliant at everything - yet with a hint of not being absolutely
perfect? Someone we can trust and depend on - yet who is truly human with is and falls down occasionally too?And then there's
the cut to the chase with, "Bert, what utter nonsense. Why do you always complicate
things that are really quite simple." How often do we, often inadvertently (especially
the more senior an executive we are), make things so, so complex. Recently working
with a client who already had over 125 books on systems, when all they were doing
was selling things to people...And then there's all the fun, like..."Of course,
you can say it backwards, which is dociousaliexpilisticfragicalirupus, but that's
going a bit too far, don't you think?"...a satisfying ability to have fun and, I
think perhaps just a hint of a smile at yourself, Mary, in that..., as Bert says
"Indubitably.!" Not forgetting either, that if we look hard enough, with the right
viewpoint..."In every job that must be done, there is an element
of fun. You find the fun and - SNAP - the job's a game!"
Comparing Ancient Programs from the East to Modern Programs like Stephen Covey.
Comparing Corporate and Personal goal attainment programs that have developed over thousands of years with those of modern day legends such as Covey - "The 7 Habits of Highly Effective People"
Classifying Motivational Needs
While there exist several useful definitions of motivation, for our purposes we will define it as an individual's desire to do something based upon a need. When a person is confronted with a need (either perceived or actual), he or she usually is motivated to perform specific actions for some sort of gratification. Once a particular need has been satisfied, the motivation to continue the actions diminishes and remains at "zero level" until the need arises again. In order to fully appreciate this phenomenon, we must further examine motivational theory and analyze the unique characteristics of individual needs.
Great Employees = Passionate Consumers
Companies spend millions of dollars each year identifying their brand, and then communicating their brand promise through various media.
Uncovering the Secrets to Effective Performance Management
In many ways there are no secrets to implementing effective performance management. Performance Management is a process and a process which if implemented effectively should ensure that both employees and managers remain both productive and motivated.
Employee Retention: Five Leadership Fundamentals
Are your management practices on the right track? Retaining your valued or high performing employees must be a strategic issue for your company. Throwing more money at your workers is not the answer and can become very costly. The more effective way to retain top talent is to address their important needs.
Boost Your Leadership Skills By Disciplining Yourself In The Way Of The Question Mark
I'm often asked to come in to organizations and give a motivational speech to their employees. I reply that I'm not a motivational speaker. Never have been. Never will be. Don't want to be. I do something else. I teach their people how to become motivational leaders. That's a far more productive endeavor.
The Seven Cs: Partnership Danger Signs - Communication Breakdown
An ongoing series of articles exploring the seven critical areas that can indicate a partnership is in trouble.
To Meet or Not to Meet - What are the Questions?
Meetings can be a total waste of time or a powerful and productive communication tool that solve problems, stimulate ideas, promote team spirit and generate action. The results lie totally in how they are run. Organized and well-managed meetings will inevitably produce effective results. Whereas, meetings that are poorly managed lack purpose and focus are a total waste of an organization's time and money.
|
