Motivating Individuals



CHALLENGES: lack of motivation, new employees, poor communication, lack of effort, boredom


REACTIONS: uncertainty, stress, anger, disinterest, frustration, anxiety


RESEARCH: Good leaders are self-aware and value diverse input in order to be a better boss (Luthans, Youssef & Avolio, 2007). Increasing chances for workers to take charge and give input fosters workers’ trust in their job (Deci, Connell & Ryan, 1989).

Good leaders are optimistic and motivate their people to succeed and contribute on their own (Luthans, Youssef & Avolio, 2007). Work cultures that value intrinsic motivation can improve one’s desire to work (Amabile, 1993). Motivated, productive workers feel the need to avoid failure, reduce shame, and test their skills (Martin, 2005; Amabile, 1993).


TIPS: Give constructive feedback. Avoid being too negative as it may discourage others from taking chances in the future. Helpful input increases motivation and allows people to try harder the next time they do a task.

Avoid being too controlling towards your workers. Giving workers more freedom is likely to help increase their joy, trust, confidence, resilience, motivation, and work quality (Deci, Connell & Ryan, 1989; Gagne & Deci, 2005; Blais & Briere, 1992). It can also motivate them to show more effort in their work and desire to attain their goals past the original task (Sheldon & Elliot, 1998; Williams & Deci, 1996).



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