Learn more about leadershipandmanagement with this collection
How to create a positive work environment
Conflict resolution strategies
Effective communication in the workplace
"…why do your people come to work every day? If they come to work because their organization inspires the direct motives—play, purpose, and potential—they are likely performing at their best. If the culture is dominated by indirect motives—emotional pressure, economic pressure, or inertia—their performance is likely to be much worse."
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Direct motives ( they drive performance)
Indirect motives (frequently harm performance)
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Regarding work, play is the freedom to experiment, contemplate, and continuously improve processes to achieve a larger objective.
Purpose is the second-highest motivator. People need to identify with their company’s primary objective and see how they make a difference. Potential or a person’s belief that their role within a company supports their career goals is also important but not as potent as play and purpose.
Individuals may craft their jobs building their play and purpose into their work but for an organization to reach its potential those factors need to run throughout its culture.
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"Academic researchers have found that tactical performance goals focus people on just the appearance of competence. Adaptive goals focus people on becoming competent."
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A tactical performance goal is requiring workers to achieve a metric the organization has set to measure performance.
An adaptive goal is asking employees to test new strategies regardless of the outcome to discover the best way to reach company objectives. By incorporating adaptive goals workers focus on the work itself and collaborate. While working on adaptive goals, people develop a sense of purpose and community, and they see how their work is important. Adaptive goals promote citizenship, workers help others and achieve larger goals.
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They acknowledge both tactical and adaptive performance and create conditions so workers can identify whether or not they are meeting performance criteria.
They foster play by empowering their teams with adaptive goals, they set a clear vision to create a common purpose, and they promote individual potential with training, coaching, and by supporting career goals.
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The stress and anxiety from economic and emotional pressure cancel out the effects of positive motivators play, purpose and potential. We focus on attaining financial and emotional goals to get our needs satisfied, and we can’t relax and settle into productive work.
By paying employees a fair wage and eliminating economic incentives for meeting metrics we encourage honest work.
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