Good managers’ means to understand what motivates employees and knowing how to design an organization that inspires employees to work at their full potential. Something that we need to keep in mind is that individual differences in motivation patterns, which can be viewed as yet another type of mental map.
Most people psychologically can be divided into two broad groups, the one that is challenged by opportunity and willing to work hard to achieve something and the one that the majority doesn’t care at all. People usually set moderately difficult but potentially achievable goals for themselves where they objectively have only about one in three chance of succeeding. They are also more concerned about their personal achievements than the rewards that they will receive by taking the chance to succeed. They think like this because they spend their time in thinking how to do things better. Studies have shown that common sense notions about motivation are the best half-truths and that you cannot trust what people tell you about their motives.
Peoples with the highest need for Achievement get more raises and are promoted more rapidly because they actively keep their way to do a better job.
Managers have been attacked with a number of different approaches to motivation like human relations, scientific management, job enrichment, need hierarchy and self actualization. All these approaches have something to offer and have their own problems in both theory and practice. There are some clearly erroneous assumptions like all employees are alike, all situations are alike and one best way.
A great reach has been conducted on a new approach to looking at motivation which is called “Expectancy theory”, this approach predicts that employees in an organizatio ...