Management by motivation
Management by motivation involves all actions and decisions taken by any manager in order to mobilize employees to work harder, stimulating to putting maximum effort into tasks and long-range efforts. By this, managers lead employees to achieve maximal results and this lead to company development.
Motivating to work involves the use of a number of different tools and instruments that affects human action and thinking. Each organization creates its own motivation system, that impacts employees, the aim of which is to increase the productivity of employees. Stimulating people to performing job essentially boils down to:
- creating specific incentives, both tangible (bonus, salary, reward) and intangible (praise, request, appreciation),
- force employees by the use of orders, threats and all kinds of penalties.
Coercive measures have far less motivating force than incentives. Therefore, more and more attention is paid to the search for ways to stimulate employees to work in such a way that they acted willingly in performing delineated tasks.
To effectively implement the technique of management by motivation, managers should remember primarily that:
- basic need of every human being is to be appreciated and noticed, to meet this need, man is ready to do a lot,
- diversity of behaviour and management tools, it is hard to match this to individual needs, sensitivity, temperament and other personal characteristics,
- personality employee, and fact that the needs already satisfied does not have same motivating effect on human activity,
- managers should treat subordinates as if they want to be treated themselves. We are all human, and although we differ in appearance that we all have one common feature, namely the feelings.
Skilful use of this technique can bring many benefits for the company. It may also impact positively on the man who (feeling needed and appreciated by other) works more effectively and willingly, giving more effort than usual.
Examples of Management by motivation
- Rewarding Employees: Rewarding an employee for achieving their goals, completing tasks, or achieving a certain target. This can be done through recognition, verbal appreciation, or monetary rewards.
- Creating a Positive Work Environment: Creating a positive work environment is essential for motivating employees. This includes creating a culture with open communication, providing support, and recognizing employees for their hard work.
- Providing Opportunities for Growth: Offering employees opportunities to grow is a great way to motivate them. This includes providing training and development opportunities, offering promotions, and providing mentorship programs.
- Encouraging Collaboration: Encouraging collaboration among employees is a great way to motivate them. This can be done through cross-functional teams, peer-mentoring programs, and creating an environment of trust and respect.
- Sharing Goals and Objectives: Sharing goals and objectives with employees is a great way to motivate them. This can be done through weekly meetings, emails, or even presentations. By doing this, employees are more likely to understand the company’s goals and objectives and work harder to achieve them.
Advantages of Management by motivation
Management by motivation provides numerous advantages for a company, such as:
- Improving productivity - motivation encourages employees to work harder and be more productive, which leads to the company's growth.
- Increasing customer satisfaction - motivated employees are more likely to provide a better customer experience and thus, customers are more likely to be satisfied with their purchase.
- Reinforcing team spirit - motivated employees are more likely to work together as a team, leading to better collaboration and increased productivity.
- Enhancing creativity - motivation helps employees think outside the box and come up with innovative ideas to solve problems and create new products.
- Increasing employee engagement - motivated employees are more likely to be engaged in their work, which leads to increased job satisfaction and loyalty.
- Developing leadership skills - motivated employees are more likely to take initiative and develop their leadership skills, which can be beneficial for the company.
Limitations of Management by motivation
Management by motivation is a powerful tool to motivate employees. However, there are some limitations to it:
- It can fail to produce lasting results. Motivation is a short-term solution, and once the stimulus is withdrawn, employees may not be motivated in the long run.
- It can be difficult to maintain. Managers must keep up with the changing needs and desires of their employees, and this can be challenging.
- It can be expensive. Offering rewards, incentives, and other forms of recognition can become costly over time.
- It can lead to a lack of autonomy. Employees may become dependent on external rewards and lose their intrinsic motivation.
- It can be time-consuming. Managers must spend a significant amount of time and energy creating and implementing motivational strategies.
To summarize, management by motivation involves motivating employees to work hard and achieve the desired results. Other approaches related to this concept include:
- Participative Management - This approach encourages employees to participate in decision-making and problem-solving processes, and to take ownership of the outcomes. This leads to increased motivation and engagement.
- Goal setting - Setting realistic goals can help to motivate employees to work hard and reach their targets.
- Training and Development - By offering training and development opportunities, managers can help employees to develop their skills and abilities, which can lead to increased motivation and improved performance.
- Recognition and Rewards - Rewarding employees for their efforts and achievements can help to motivate them to continue to do their best.
In conclusion, management by motivation is an important approach to managing employees, but there are several other approaches that can be used to help employees to stay motivated and engaged.
| Management by motivation — recommended articles |
| Non financial motivation — Motivation system — Organizational development — Internal motivation — Organizational commitment — Overcoming resistance to change — Emotion and motivation — Management by culture — Theory X and Y |
References
- Frey, B. S., & Osterloh, M. (Eds.). (2001). Successful management by motivation: Balancing intrinsic and extrinsic incentives. Springer Science & Business Media.
- Vroom, V. H., & Deci, E. L. (1989). Management and motivation. Penguin.
- Gellerman, S. W. (1968). Management by motivation. New York: American Management Association.
- McGregor, D. (1960). The human side of enterprise. New York, 21(166.1960).
