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Here writes for you:

Fixed aspect ratioBarbara Haag is a management trainer and business coach. She heads the consulting institute she founded, “Kopfarbeit” and, together with a network of 30 trainers, looks after specialists and executives across Germany For many years she has been a trainer, consultant and coach and has lectured at vocational academies and the Baden-Württemberg leadership academy. Barbara Haag is the author of scientifically based PE programs that have been implemented in numerous companies. In addition to the online-based potential tool aHead she developed, her work on motivational theory was also incorporated into the “Authentic career planning” guide. More information at www.kopfarbeit.org All texts by Barbara Haag.

Motivation & personal drivers: why do employees behave this way?

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.

Compass mission

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.

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

Companies and executives who know the respective type of motif essentially also know the conditions under which their employees are satisfied and perform well. In the second step, task profiles are to be determined on the same basis, with the question of which type best suits which task. The following questions can be helpful:

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  • 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, this allows personality and task to be optimally coordinated. In corporate practice, an exact fit - with the exception of a new hiring - is often not possible. However: An orientation towards the ideal is worth striving for and lasting Motivation unavoidable.

Why congruent motives are so important

The findings from the theory of motives do not necessarily mean that a lack of congruence between “people and mission” must lead to the failure of the employment relationship. The risk for conflictsHowever, burnout or bore-out, performance lows and illness-related absences are 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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3 responses to "Motivation & personal drivers: Why do employees behave this way?"

  1. Competencepartner says:

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

  2. Thomas Eggert says:

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

  3. REGIS GMBH says:

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

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