UNDERSTANDING MOTIVATION

Sept. 30, 1998

What Turns People On (or Off)

People have different reactions to the same situation. What determined the different responses? Why are some people excited by the same expression of recognition that discourages others?

One useful and simple approach to understanding motivation is that promulgated by David McClelland and John Atkinson. Their motivational theory suggests that people have three separate motivational needs with one being predominant. Understanding which motivational need best fits your staff is useful in determining appropriate recognition responses. The three motivational responses McClelland and Atkinson put forward are: Affiliation, Achievement, and Power.

The Affiliation Motivated Person

• needs personal interaction
• works to make friends
• likes to get involved with group projects
• likes to have a personal relationship with the supervisor
• works most easily with people they know well
• needs to be perceived as a "good" person
• needs to be liked
• wants to keep people happy
• seeks socialization opportunities
• may go overboard and sacrifice the organization's purpose/program in order to be popular and loved.

The Achievement Motivated Person

• needs specific goals to work toward
• works well alone
• sticks to tasks until completed
• needs feedback
• seeks responsibility
• likes to problem-solve
• needs tangible rewards
• sees problems as challenges
• needs specific parameters set to measure success
• my go overboard and sacrifice people in order to attain goals.

The Power-Oriented Person

• needs to impact and influence others
• can work alone or with a group
• enjoys teaching others
• can respond to needs of people or programs
• keeps an eye on overall goals of agency
• responds to titles that denote authority
• will seek and accept position of authority and responsibility
• is persuasive
• is self-starting
• may go overboard and sacrifice either people or programs as long as they can retain personal, dictatorial, or even coercive power.

Motivational Response Ideas

For Affiliation Motivated People

• Any recognition done in presence of peers or family
• Name in newsletter of agency
• Name/photo on bulletin board in public area of agency
• Personal note from supervisor
• Supervisor remembers birthday, anniversary, special events
• Supervisor mentions children's, spouse's, pet's name in conversation
• Opportunities for socialization on job
• Assignments that offer opportunities for personal interaction
• Personal, verbal greetings from supervisor
• An award named for individual presented for "people-related" accomplishment (Humanitarian, Nurturing, etc.)
• Opportunities to give input in people-oriented issues
• Letters of commendation telling of work to benefit people -- copies to top level administration
• Potlucks, picnics, etc. with co-workers and families
• Evaluations that measure success in "people" terms
• Praising the individual to his/her friends (It will get back)
• Affection, humor expressed
• Personalized, on-the-job training
• Take time to talk or take out for coffeee
• Smile

For Achievement Motivated People

• Opportunities to give input in goal-related decisions
• Having responsibility delegated and chance to set own pace
• Tangible awards, plaques, pins, badges that can be displayed
• Letters of commendation for specific achievement to paid work boss.
• Letters of commendation for specific achievement to editor of town newspaper or other local newspapers
• Job assignments that allow frequent check points to make success
• Award named in their honor given for a specific achievement
• Name attached to specific accomplishment (designing new system, etc.)
• Supervisor keeping abreast of activities and complimenting work
• Job assignments that offer increased responsibility
• Job assignments with clearly stated goals
• Job assignments that offer opoprtunity to achieve or surpass a numbered record (dollars, numbers of clients served, timed records, etc.)
• Opportunity to see how individual fits into total picture
• Clearly defined parameters of assignments
• Training that allows questioning, shaping by recipient
• Introduction to new people in terms of proudest accomplishment
• Being careful not to waste individual's time
• Letting individual know ahead of time what agenda for meeting is
• Evaluations that measure success in goal terms
• Opportunity to question decisions
• Involvement in decisions that affect the individual
• Color code name tags, badges to honor time spent in agency
• Include in staff meetings
• Smile

For Power Motivated People

• Job assignments that allow him/her to persuade others
• Job assignments that allow interaction with highest authorities
• Job assignments that allow teaching others
• Broad-based recognition (use of media) that will be seen by people in authority, power
• Awards named for individual that applaud influential achievements
• Letters of commendation noting the individual's impact and importance to editors of hometown and other local newspapers and magazines.
• Having coffee with supervisor and other people in authority
• Story in agency newsletter telling of impact on people/programs
• Asking for suggestions on how agency can achieve wider recognition and impact in community or in its own profession
• Job assignments that offer increased responsibility and authority
• Impressive job title
• Opportunity to innovate
• Opportunity to question and debate decisions
• Allowing time to listen to individual's ideas
• Introducing to people with influence
• Opportunity to negotiate and/or to market the agency services
• Advocacy opportunities (Blue Ribbon Committees, legislative committees, etc.
• PR and media contacts
• Nomination to area, state or national recognition program
• Use as consultant
• Put on Board of Directors
• Smile