Motivation and Teamwork: The 3 Driver of Personality



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We are moved by the idea to make the world of work more human - without constant pressure for efficiency, stress and fear. As Publisher Best of HR - Berufebilder.de® with podcast, eLearning-on-demand offers and a news service we share 15 years of experience with our customers (Samsung, Otto, state institutions). By the Top20 female blogger and consultant Simone Janson, referenced in ARD, ZEIT, Wikipedia .
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What motivates employees really? Anyone who is now waiting for an 100% ig valid package solution will be greatly disappointed. Because people are as different as they are, the way in which they can be motivated.

Motivation and Teamwork: The 3 Driver of Personality Motivation

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Here writes for you: Barbara Haag is a management consultant and businesscoach. Profile

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Motivation is chefsache

Overview

When it comes to the motivation of one's own employees, the uncertainty among executives is often great. Regardless of their experience, they find it difficult to identify what is really motivating:

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  • The dear money?
  • The expensive service car?
  • Or rather family-friendly working hours?
  • Or praise?

Perhaps employees even want everything together or none of the above points ...

Find inside impostors

Overview

Everyone drives something different. In order to find out these inner impulses, we use the methods of modern psychology of behavior and thus obtain clearly defined motifs. All of them benefit:

  • Companybecause motivated employees show more commitment and are more efficient.
  • Personnel managers are responsible for the fact that they are able to implement development measures in a way that is accurate.
  • And last but not least, the employees: they value each other by being addressed and used in the way that suits their individual personality.

The motivation as a basis

Overview

The teachings of the American behavioral researcher David McClelland distinguish three fundamental motifs:

  1. Power
  2. Performance
  3. Friendship / affiliation

One of these three forces, or any mixture of them, drives every human being. The pursuit of financial wealth and prestige (power) or knowledge and perfection (performance) are only subcategories of the three sizes. In management practice, however, the concept of motivation is so much mistaken.

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Motives are not learnable

Overview

Not infrequently, subjects are mistakenly classified as "learnable" behavioral expressions. In truth, however, motives are firmly anchored in the personality profile and thus cause certain patterns of behavior.

How do motifs become apparent?

Overview

For example, a friendship-motivated person will be able to compensate well. By implication, he finds it difficult to impart unpopular decisions. Power-motivated people are usually more decisive and more effective - ideal for outstanding managers - but they may ignore legitimate technical objections.

Performance as a motive produces conscientious, thorough personality types. Performance-motivated people strive to achieve the best possible results, but sometimes get bogged down in detail. In addition, the interpersonal contact is often on the line.

There is no "good" or "bad"

Overview

Everyone rates the three motives differently based on their own preferences and experiences. It is a scoring in itself not desirable. There are simply no "good" or "bad" motives.

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No motive type has strengths or weaknesses. Each of the three main motives includes a specific profile of strengths and weaknesses, which can be used by decision-makers as a guide to leadership and development.


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