From the author:
Motivational profile as a key to motivation
Exhaustion, such as burn-out or depression, are often not caused by excessive workload. They usually result from the feeling of having to deny themselves and to carry out work that is not fulfilled or which does not reflect its own strengths and qualifications inadequately or only inadequately.
We are therefore more motivated, the more optimally our motif profile is addressed. And the less we are at the same time risking to suffer performance drippings and exhaustion.
Motives make you happy
Unfortunately, motifs can not be directly measured. Indirectly, however, their existence can be proved: once the motives of a person are addressed within the framework of a task, pituitary and hypothalamus begin with the distribution of endorphins.
That is, tasks that match our personality make you happy. Unlike salary raises, bonuses, incentives, or other privileges that can only help in the short term, and stifle frustration at most, but can not permanently eliminate it.
Personality and tasks
Company and executives who know the particular type of motive also know the conditions under which their employees are satisfied and strong. In the second step task profiles are to be determined on this basis, with the question, which type of task best corresponds to which task. The following questions may be helpful:
- Does the task provide room for your own decisions?
- Does the task require careful detail work and professionalization?
- Is sensitivity and continuity required when dealing with people - such as customers or partners?
Ideally, the personality and task can be coordinated so optimally. An exact fit - with the exception of a new adjustment - is often not possible in the company language. However: orientation to the ideal is desirable and indispensable for lasting motivation.
Why congruent motives are so important
The knowledge gained from the teaching of motives does not necessarily mean that a lack of congruence between “person and mission” must lead to the failure of the employment relationship. However, the risk of conflict, burn-out or bore-out, performance lows and illness-related failures is increased.
Motives are, after all, a strong force and can hardly be influenced by willpower. Sooner or later, they will make their way in one way or another. And that's a good thing: Because constant fighting against one's own needs and impulses is unhealthy from a psychological point of view.
Motives ensure long-term success
People who want to motivate people must know their motives. The understanding of internal impulses and their impacts provides an important basis for decision-making for new assignments, changes in the area of responsibility, development offers or training.
First and foremost, they create the basis for a high identification and motivation of the employees. In contrast to short-term, usually fast-spoiling incentives, they thus secure the success for all.
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German edition: ISBN 9783965961951
English version: ISBN 9783965961999 (Translation notice)
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