Are you using a method of motivating your subordinates by preaching or drinking nicknames?
"Motivation" is an invisible and subjective feeling, so if you focus on this, you tend to be selfish management. What really needs to be considered is a "motivation" with an objective law rather than an invisible "motivation".
Why you shouldn't rely on "motivation" to arouse motivation.
1 Motivation is easy to fluctuate.
Motivation is so unstable and unsustainable that you should not rely on it to maintain stable behavior and produce results.
For example, many people may have experienced that "the passion that was full the night before was completely extinguished as soon as I woke up in the morning." Emotions are essentially uncontrollable and change quickly with internal and external stimuli. Poor physical condition, contact with people who are not good at it, and mere smells and sounds can diminish motivation.
Therefore, you need an approach other than relying on emotions to get lasting motivation.
2 Even if you motivate yourself, it does not directly lead to action
I think there are quite a lot of people who play music or participate in self-development seminars to motivate them to work or study. Recently, there may be some people who follow people who work hard on SNS and ask them to divide their motivation.
However, these actions are unlikely to lead to motivation, which is the original purpose. In most cases, the motivation gained from these achievements is not returned to the original purpose of work or study. If you feel better after listening to music, you will continue to listen to music, if you are impressed by the self-development seminar, you will attend the next seminar, and if you get energized on SNS, you will start following the timeline.
It just continues to act motivated (misunderstood).
3 Motivation cannot be measured quantitatively
If you want to maintain stable motivation, the approach should be to use indicators that can be recorded and measured with numerical values and letters as much as possible.
However, since motivation is insubstantial and extremely subjective, it is almost impossible for a third party to accurately measure motivation. You may feel "I'm full of motivation!" When I see a person working energetically. However, this is just a subjective evaluation of "I think I'm motivated" by looking at my behavior.
In other words, it does not directly measure motivation, but merely infers behavior.
Motivation is measured by behavior, not emotion:
We want to be motivated because we want to evoke action and lead to results and results. In that sense, what you really need to think about and measure is not "how motivated you were" but "how much you were able to act ." Behavior, not emotion, is important in maintaining and managing motivation. Paradoxically, when you can take the desired action, you can evaluate it as "motivated" or "motivated ."
Motivation fosters motivation that leads to action:
In order to motivate people to take action, it is important to focus on "motivation" rather than controlling emotions such as motivation. The word motive is familiar, especially in police dramas and mysteries. For example, "killed to get insurance money" is caused by the action of killing being linked to the merit of insurance money. There is an objectively convincing "motivation". In this way, by incorporating causal relationships that can be observed and explained objectively into the behaviors that we want to carry out, we can gain motivation that leads to the behaviors.
The motivation that leads to action is "merit"
It sounds confusing when it comes to causality, but there is only one thing to keep in mind when it comes to motivation.
What kind of benefits can be obtained by executing the action?
Motivation is a method of working on the fundamental profit and loss accounts of animals, including humans. In order to live, we are willing to act with benefits such as food and pleasure, while we are reluctant to act with disadvantages such as energy consumption and life-threatening. The key to motivation is hidden in this one point, how to build an environment so that benefits can be gained ahead of actions.
According to Edward L. Deci, an American psychologist who studied human motivation, there are two types of motivation: extrinsic motivation and intrinsic motivation (1). First, I will explain the extrinsic motivation that brings benefits from the outside.
This is the so-called "hanging carrot" approach.
・ If you help your mother with the housework, you will get pocket money.
・If you do your best to study for the test, you will get good points and be respected.
・If you work hard, you will be promoted or promoted.
The rewards brought about by actions establish motivation. If you do it individually, for example, if you set rules such as "Drink a cup of coffee when you finish writing one document" and "Go for a drink when you finish the task by the end of the day", the reward will make it easier to evoke actions.
Escape/avoidance from disgust:
This is the "light the buttocks" approach. Disgusting events, not rewards, are the source of action, such as running away from something you don't like or avoiding something you don't like.
・ Go to work without being late so as not to get sick of the part-time job
• Create materials carefully so as not to be ashamed at the presentation
・ Silence at the meeting so as not to be in charge of planning
Such an example is given in the business scene. At the extreme, even people who hate exercise will desperately run 10km in a situation where "if you don't run 10km, all your property will be confiscated." A deliberate time constraint is a good way to take advantage of this motivation.
For example, you can create a situation such as making an appointment with a friend at 17:00 or making an airplane reservation, and if you do not finish your work by that time, you will lose your face or you will miss the flight.
Advantages and disadvantages of extrinsic motivation in management:
Extrinsic motivation has the advantage of being easy to intervene from the outside. You will be motivated by presenting money, goods, vacations, etc. as rewards for the actions you want to do. Uniquely, some companies give hard-working employees the right to cut off business partners . This has the advantage of being able to escape from the disgusting things as a result of work.
The disadvantage is that extrinsic motivation cannot be expected to perform beyond its rewards. If you run 5km, you will get a reward of 10,000 yen, so it is unlikely that anyone will run more than 5km. Extrinsic motivation alone is not enough to seek results that exceed expectations.
Intrinsic motivation is a condition in which action is evoked by the benefits that occur inside the individual rather than outside. Intrinsic motivation has no visible rewards or causal relationships, so it can be seen from the side as "I like it." Deci argued that there are three components to intrinsic motivation.
People become more motivated to take the actions they choose. On the other hand, actions directed by someone lead to a strong awareness of subordinate positions in society, which triggers strong discomfort and rebellious attitudes. I think there are many people who have experienced the fact that even if they were trying to do something, they immediately lost their motivation when instructed by a person.
In order to maximize the performance of the other party, it is better to let them think about the action to be taken voluntarily or to prepare multiple options for the action to be taken, instead of giving rigid instruction.
They tend to be proactive in taking actions that allow them to recognize their high abilities. It may be due to the sense of satisfaction that you are creating the society in which you live with your own hands and the sense of security that you have sufficient skills to live.
To feel competent, it is important to set clear goals and achieve them, rather than acting indiscriminately. Management is required to identify the competence of the other person, present appropriate tasks, and behave in a way that encourages self-esteem when achieved.
Humans are extremely social animals. People will change their behavior based on their evaluation, and will be positive about behaviors that can build good relationships, and will be reluctant to behaviors that give a bad impression. In order to maintain good relationships with others, it is important to be considerate of the other person. "Pity is not good for people. "
Advantages and disadvantages of internal motivation:
The advantage of intrinsic motivation is that you don't have to provide a clear reward because the motivation inside the individual encourages you to act. In addition, Deci's experiments have shown that it can elicit higher feather performance than extrinsic motivation. This is because it becomes a so-called "fun and doing" state. On the other hand, management has the disadvantage that it is difficult to establish as a motivational method because it cannot be promoted by external rewards.
Summary: Tips for improving motivation by using different motivations
When thinking about motivation as management, you should basically think about extrinsic motivation. For routine work that has clearly defined success criteria, performance beyond expectations is not required.