Employee motivation for managers: sense and nonsense of hierarchies

Work better, information as desired! We give you the information you really need and are committed to a better and more ecological working environment. When Book Publisher Best of HR – Berufebilder.de® with Unique Book Concept and eCourses we offer over 20 years of experience in Corporate Publishing - with Clients like Samsung, Otto, Governmental Institutions. Publisher Simone Janson also heads the Institute Berufebilder Yourweb, which awards scholarships, for example, and belongs one of the top 10 female German bloggers, referenced in ARD, FAZ, ZEIT, WELT, Wikipedia .
Text comes from: Mitarbeitermotivation: Die neue Lust auf Leistung (2014) from Michael Hübler, published by BusinessVillage Verlag, Reprints by friendly permission of the publisher.
Copyright:  Artwork created as part of a free collaboration with Shutterstock.

Just as animal welfare does not go without them, Hierakhia has some advantages in the economy, in spite of all the disadvantages, such as the consequences of the Peter principle (employees are promoted until they reach a place which surpasses them) Offer: Libra

Here writes for you:


Michael Hübler hatchlerMichael Hübler is a graduate teacher, coach and consultant.


From the author:




How to help hierachies

  1. Responsibility and decision-making: hierarchies help to define clear responsibilities. Decisions are made more quickly. In case of wrong decisions, the responsible persons are clearly identified. Above all, risky professions (in the areas of military, health care, fire brigade, police) depend on clear hierarchies and command chains.
  2. Career orientation and motivation: hierarchies provide a clear motivation for advancement, combined with power, money and privileges. If the rise is automated, some bankers get their bonuses one way or another, hierarchies understandably have little motivation.
  3. Security and clarity: The guess is close to believing a further step on the career ladder would lead to rest. This is only partly true. The question, who creates the ascent, is clarified, which could calm all concerned. But in disputes this leads to further unrest. Only the one who is at the top or the bottom of the hierarchy can feel secure. All others are in a sandwich position in which they must constantly prove, justify or delineate themselves, especially if they have not worked in the sense of a donor on their network basis.

The balance between submission and overburden

A central motivation factor is the balance between the employee's under-exertion and exertion, as well as his ability to take on responsibility, his personal career aspirations and the enduring uncertainties.

If we accept that executives are actually part of a hierarchy of responsibilities, their task is to get more out of the individual than he can give alone. Even if employees are perfect professionals, they usually need someone to point in direction and tact and are ready to hold their heads. The more knowledge about company decisions or budgets requires this type of work. The prerequisite, however, is to make decisions wherever it makes sense.

Example: Provided before completed facts

The head of a medium-sized company one morning asks an employee what he thinks of a bid for a tender in a business unit unusual for the company. With reference to the good reputation of the company, the lack of experience in this area and the high risk, the long-standing employee advises against a tender.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

Two weeks later, he learns of the offer of the boss and the award. What happened here? The employee suspected a defiant reaction of the boss. If the boss is a stimulant type, it could also be an adventure for him. Or, as a caring boss, he would like to get enough orders to pay his employees.

Transparency is important

Without transparency, all of these hypotheses remain groundless, but cause a wide variety of reactions and future behavior among employees. Depending on the hypothesis and personality of the employee, the one reacts with defiance, according to the motto: “Next time, he won't have to ask me anymore!” Another employee reacts with uncertainty: “Is the boss crazy now? I have no idea what's next. ”

In the long term, such hypotheses lead to a bad mood and, finally, rumors of the bosses' and idiosyncrasies of the boss, who have their own logic. In the long term, hardly any employee will be motivated to think about a possible project if they assume that the boss decides at his own discretion.

What can we learn from this example?

The only way out is transparency. If it is clear why the boss made his decision, there is no more speculation.

Even though hierarchies still have their necessity, historically it takes on the importance of hierarchical ones Guide rapidly. Here are analogies to political developments. Authoritarian states that gave their subjects orders became democratic constitutional states, in which individuals have more and more freedoms, even though it currently seems in the eye of the NSA scandal that these freedoms are fictitious freedoms.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

More knowledge - PDF download, eCourse on demand or personal advice

Offline download: Download this text as PDF -  Read usage rights, Because we do not automatically submit the title of this text for privacy reasons: When buying in "interests" the title register if support is needed. After buying text exclusively Download at this URL (please save). Or for a little more directly an entire book or eCourse with this text buy, read on.

3,99 Book now

Read customer feedback and buy a book on this topic at a discount: Do you like this text and want to read more information about it? Buy the right book including this text, buy it here in two languages, as a member even with a 20 percent discount. Would you like to take a look at the book first? You can do this by previewing the book look at and then purchase on the book page.

German edition: ISBN 9783965961562

7,47  Buy directly

English version: ISBN 9783965961579 (Translation notice)

7,47  Buy directly

Your eCourse on Demand: Choose your personal eCourse on this or another desired topic, As a PDF download. Up to 30 lessons with each 4 learning task + final lesson. Please enter the title under "interests". Alternatively, we are happy to put together your course for you or offer you a personal regular eMailCourse including supervision and certificate - all further information!

19,99 Book now

Consultant packages: You want to increase your reach or address applicants as an employer? For these and other topics we offer special Consultant packages (overview) - For example, a personal phone call (price is per hour).

179,99 Book now

You want to comment here? Please the Debate Rules comply, contributions must be unlocked. Your eMailAddress remains secret. More information on the use of your data and how you can counter this can be found in our Privacy Policy.

  1. To follow debate on this post
  2. All debates follow
  1. Competencepartner

    Employee motivation for managers - Part 7: The sense and nonsense of hierarchies: Just like it ... #Profession #Education


    RT @Berufebilder: Employee motivation for managers - Part 7: The sense and nonsense of hierarchies -

Post a Comment

Your email address will not be published. Required fields are marked with * .

Ja, I would like to be informed about the latest promotions and offers via Newsletter be informed.

I hereby accept the Debate Rules and the Privacy policy with the possibility to contradict the use of my data at any time.