At one of the Leadership Course sessions for team leads, the #SavvyUA team analyzed 5 types of motivation for students, teams, and colleagues. We looked at one of several typologies, picked up examples, and worked them out in groups.
Wait, but why?
“Your motivation does not motivate us to study/work/take part in …”
So that you won’t hear those words from students or colleagues, every Savvy manager must understand motivational tools and be able to apply them in practice, while maintaining an individual approach.
At this stage, as you should know, motivation is directly related to the needs of a person.
There are several interesting motivational theories:
– the theory of motivation by David McClelland, 1940s,
– Frederick Herzberg’s two-factor motivation model, 1959,
– theory of motivation by Vladimir Gerchikov, 2005.
Today we will talk about the last one and see how needs are connected with productivity and efficiency.
5 motivational types by Gerchikov
According to Gerchikov’s theory, every person has each of the 5 types of motivation. At the same time, there are usually one or two prevailing types in each of us.
Moreover, according to the type’s description, four of them strive to achieve success in their careers, and the last one, the fifth, avoids responsibility. They are always afraid of criticism and public censure.
So what are all these types about?
How do we incentivize employees who have different types of motivation?
№1 Financial Type
They are interested in the opportunity to earn. Thus, such people are extremely focused on the result. For them, it’s important to provide themselves with all of the necessary things in life they need.
🥕reward: to increase earnings & salary, to accrue a bonus for results, to pay interest or bonuses.
🏏punishment: a fine, to reduce the bonus, to cancel benefits, to deprive of material benefits.
№2 Professional Type
They strive to develop. It is important for them to climb the career ladder. Such people are always proactive and want to expand their functional responsibilities. They are interested in the content of work, difficult tasks with the possibility of self-expression. They consider freedom of action to be important.
🥕reward: to provide an opportunity to study at the company expense, to be promoted, to have their achievements recognized, to set the purposes (their salary will be raised after training and following the noticeably improved results).
🏏punishment: to deprive the opportunity to learn and develop, to overwhelm them with routine tasks, ignore the achievements of the employee and their subordinates, to deprive them of autonomy.
№3 Patriotic Type
They strive to be valued, respected, and esteemed in the company.
Such people also take care of employees and coworkers and are more about the idea and product.
Their main reward is the recognition of the uniqueness of such a person. Often patriotic types are willing to sacrifice their own interests for the sake of the company, but in this case, they need the leader’s support.
🥕reward: to thank the employee in front of the whole team, to invite the line manager to join the board or attend strategic meetings.
🏏punishment: to thank other employees in front of the patriot, and not to encourage him. To deprive other employees of the opportunity to be “taken care of”.
№4 Owner-Like Type
Calculates everything down to the smallest detail, seeks to control. They voluntarily assume additional responsibilities and demand freedom of activity, because they do not tolerate being controlled.
🥕reward: to give the opportunity to take full responsibility for their work, to delegate authority. To offer to manage the company’s strategic projects.
🏏punishment: to control, to indicate what exactly and how to do, to be micromanaged.
№5 Lumpen Type
They do not want to work, they only do the bare minimum to avoid being punished. They do not seek to improve skills, oppose them. They do not differ in activity and oppose the activity of others. They seek to shift responsibility to others, to delegate their own work.
🥕reward: to clearly formulate tasks and requirements. To take care of this employee like a mother, to apply the carrot and stick method.
🏏punishment: to threaten dismissal, do not help to solve financial problems, deprive bonuses.
For each motivation type there are unsuitable and recommended ways of stimulation:
- cash – not prohibited for any type, to varying degrees suitable for all categories of employees,
- moral – not allowed for financial type,
- paternalism – is not suitable for financial, professional, and owner-like types,
- organizational (working conditions), development and career, participation in the management and ownership of the business – are prohibited for lumpen type,
- negative (threat of dismissal, punishment) – are forbidden for professional and owner-like types,
- natural (providing a car, buying a home) – applicable to all in cash, in-kind, and with a targeted agreement.
How to determine motivation type
There are various tests to determine the motivation of workers. The most famous among them are:
– test to determine the psycho type Moytype V. Gerchikov,
– T. Ehlers’ questionnaires on motivation for success and for avoiding failures,
– A. Rean’s questionnaire to assess the motivation for success and the fear of failure,
– test by S. Ritchie and P. Martin to assess the motivational profile,
– test “What drives you” D. McClelland.
And may your motivation type help you #ImpactEducation with #SavvyUA.