Motivation and personal drivers: why do employees behave like that?


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The subject teaching offers a practical decision-making aid in everyday life. Company or Personnel managers use the internal drivers and their effects as a basis for personnel decisions and motivated employees.

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Barbara Haag Fixed aspect ratio Barbara Haag is a management consultant and businesscoach.

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Motivational profile as a key to motivation

In many cases, states of exhaustion such as burnout or depression do not arise due to excessive workload. They mostly result from the feeling of having to deny yourself and to carry out work that is experienced as not fulfilling or that does not or only insufficiently reflect your own strengths and qualificationsspiegeln.

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.

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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.

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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 9783965964440

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English version: ISBN 9783965964457 (Translation notice)

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  1. Competencepartner

    This is how motivation arises - 2/3: Motives in practice by Barbara Haag: The theory of motifs offers ... - Highly recommended FG6bG0vLgw #Profile #Bilding

  2. Thomas Eggert

    This creates motivation - 2 / 3: motifs in practice by Barbara Haag via BERUFEBILDER - Highly recommended rtnWcILg0B

  3. REGIS GMBH

    This creates motivation - 2 / 3: motifs in practice by Barbara Haag via BERUFEBILDER - Highly recommended DqZY3XloI5

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