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Employee Motivation: A Powerful New Model

by on February 24, 2010

Along the lines of today’s discussion topic and from Kevin’s insightful ideas about ‘Motivation’ from the previous class, I came across this article which says deciphering what motivates us as human beings is a centuries-old puzzle. Sounds very true.

It’s hard to argue with the accepted wisdom—backed by empirical evidence—that a motivated workforce means better corporate performance. But what actions, precisely, can managers take to satisfy the four drives and, thereby, increase their employees’ overall motivation?

In recently completed two major studies aimed at answering this question, 385 employees of two global businesses—a financial services giant and a leading IT services firm and 300 from fortune 500 companies were surveyed.

To define overall motivation, focus was on four commonly measured workplace indicators of it: engagement, satisfaction, commitment, and intention to quit. Studies proved that company can best improve overall motivation scores by satisfying all four drives in concert. The whole is more than the sum of its parts; a poor showing on one drive substantially diminishes the impact of high scores on the other three.

Further it talks about drivers of employee motivation, the levers managers can pull to address them, and ‘local’ strategies that can boost motivation despite organizational constraints.

[Source]

-Deepti Shah

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