Motivation: A Matter of Behavior
10 June 2011
Read by 2080 persons
Individuals' behaviors are not random; everyone acts according to their perceptions and expectations. Motivation is not a mechanical process; the acceptance of the person concerned is essential.
If there is one management subject that always sparks passionate debate, it is motivation. Everyone agrees that efficiency cannot be achieved without participative management, but few agree on the method to apply for emulation. The question is whether there are rules common to all cases or whether it is up to the manager to manage on a case-by-case basis. The subject was raised at a recent conference organized by the Higher School of Management and Human Resources Management (SUP’RH) and the company Arc-en-Ciel RH Maghreb.
Depending on the structure, its objectives and its culture, the means implemented to motivate can have different results and sometimes produce the opposite effect. "A young sales executive who was offered a pilgrimage trip for his remarkable results took sick leave just after his return. This type of incentive would be more suitable for another profile; a weekend to an exotic destination could have met his expectations," explains Amal Laalou, PhD in HRM management and university professor. Employees' behaviors are driven by an individual conception of reality that pushes everyone to act according to their perceptions and expectations. Motivation then designates the set of conditions that encourage them to work towards achieving specific goals. To involve a collaborator and have him adhere to the organization's projects and visions, it would be enough to motivate him.
The Arc-en-ciel method for establishing a profile
However, according to Philippe Gombault, lecturer and HR specialist, "you can't motivate someone against their will!" And he adds: "A good HR manager is a flexible manager who adapts. He is aware of his strengths, weaknesses and limitations in an assumed relationship with the other and strives to channel everything towards the organization's objectives." He must also know his collaborators well to better manage them.
In this regard, Arc-en-ciel presented at the same conference a method of the same name inspired by the work of Edouard Spranger on motivation, that of Karl Jung on psychological types and on the D.I.S.C. theory of William Marston, which aims to be a behavioral analysis tool for good motivation management.
This method consists of establishing a profile based on a questionnaire. The answers to this questionnaire will make it possible to position everyone's behavior in relation to a series of four colors. Blue corresponds to the normative management style characterized by attributes such as precision, reserve, prudence, etc. Red will be associated with the directive style, green with the participative style and yellow with the affective style.
Initially intended for consultants who established the profiles of the audited teams, the method has expanded to human resources directors to even reach the education sector with an adapted variant facilitating the orientation of students according to their behavioral style.
Published June 8, 2011
Posted online June 12, 2011
Lavieeco.com
If there is one management subject that always sparks passionate debate, it is motivation. Everyone agrees that efficiency cannot be achieved without participative management, but few agree on the method to apply for emulation. The question is whether there are rules common to all cases or whether it is up to the manager to manage on a case-by-case basis. The subject was raised at a recent conference organized by the Higher School of Management and Human Resources Management (SUP’RH) and the company Arc-en-Ciel RH Maghreb.
Depending on the structure, its objectives and its culture, the means implemented to motivate can have different results and sometimes produce the opposite effect. "A young sales executive who was offered a pilgrimage trip for his remarkable results took sick leave just after his return. This type of incentive would be more suitable for another profile; a weekend to an exotic destination could have met his expectations," explains Amal Laalou, PhD in HRM management and university professor. Employees' behaviors are driven by an individual conception of reality that pushes everyone to act according to their perceptions and expectations. Motivation then designates the set of conditions that encourage them to work towards achieving specific goals. To involve a collaborator and have him adhere to the organization's projects and visions, it would be enough to motivate him.
The Arc-en-ciel method for establishing a profile
However, according to Philippe Gombault, lecturer and HR specialist, "you can't motivate someone against their will!" And he adds: "A good HR manager is a flexible manager who adapts. He is aware of his strengths, weaknesses and limitations in an assumed relationship with the other and strives to channel everything towards the organization's objectives." He must also know his collaborators well to better manage them.
In this regard, Arc-en-ciel presented at the same conference a method of the same name inspired by the work of Edouard Spranger on motivation, that of Karl Jung on psychological types and on the D.I.S.C. theory of William Marston, which aims to be a behavioral analysis tool for good motivation management.
This method consists of establishing a profile based on a questionnaire. The answers to this questionnaire will make it possible to position everyone's behavior in relation to a series of four colors. Blue corresponds to the normative management style characterized by attributes such as precision, reserve, prudence, etc. Red will be associated with the directive style, green with the participative style and yellow with the affective style.
Initially intended for consultants who established the profiles of the audited teams, the method has expanded to human resources directors to even reach the education sector with an adapted variant facilitating the orientation of students according to their behavioral style.
Published June 8, 2011
Posted online June 12, 2011
Lavieeco.com
