The Startup Magazine Types of Motivation For Your Business and Your Workers

The assumption that the presence of motivation leads to action is at the heart of most theories of motivation. As a result, researchers’ attention is frequently focused on determining the nature of motives, which are concerned with human needs. It’s no surprise why K. Adelfer’s ideas, A. Maslow’s pyramid of needs, and F. Herzberg’s two-factor theory have received so much attention in the area of ​​motivation.

However, the peculiarity of human behavior is that not always the presence of an obvious motive for action prompts a person to carry out this action. Equally, as motives themselves are closely connected with psychological features of the person. Understanding this phenomenon transfers the problematic of motivation into the sphere of more multifaceted comprehension.

Wants, Doesn’t Act

Motives include aesthetic needs and a need for security. Advantages: an infinite imagination, the creation of the most ludicrous and audacious ideas. Disadvantages: a lack of connection between dreams and reality (a condition known as “unfulfilled dreams”), as well as avoidance of responsibility.

Despite the fact that in this case we cannot speak about any results in the literal sense (except rather the products of creativity), such dreamers can indirectly influence the quality of the results of others, charging optimism or formulating brilliant ideas.

Wants and Acts

This type of motivation has an active position in life. There’s a close link between requirements and the actions needed to satisfy them. Physiological needs, the need for belonging, and goal achievement are some of the motivators. Advantages include: imagination that is sufficiently developed, an ability to overlook barriers, high performance, and a developed intuition.The drawbacks are lack of responsibility, unevenness, and low selectivity in the method to attain aspirations, as well as susceptibility to manipulation.

Such behavior is characterized by an extremely high degree of motivation due to the direct dependence of psychological processes. The quality of performance can suffer significantly due to an inability to see and understand the logic of how the system works, or to reckon with moral principles. Useful for obtaining quick results, the consequences and the price of achieving which are not important.

Strives, But Doesn’t Act

The conscious passivity of this sort is known as a motivator. The need for security and respect are examples of cognitive needs. The ability to state objectives clearly and anticipate some steps ahead are some advantages. Avoidance of responsibility, imitation of action, propensity to expose double standards, manipulation, and taking personal advantage at the expense of others are all disadvantages.

Extremely low productivity is usually associated with an emphasis on various tools and means to achieve goals or the promotion of political interests. At the same time, in some situations, such inaction helps find the best alternative solutions.

Strives and Acts

This type of motivator is an active life position, and logical and rational actions. Motivators are the need for self-actualisation, cognitive needs, and a desire for respect. Advantages include an enhanced intellect, and the ability to precisely state objectives and ensure their compliance in a timely manner. Disadvantages include susceptibility to self-criticism, relative predictability of actions, and an inability to resist emotional enticement.

The human factor must not be neglected in a risk assessment process. The understanding of the system and the ability to accept responsibility for risks are all important factors in determining an organization’s effectiveness. Flexibility is attributed to a quick reaction time and a high level of intellect.

Knowing different types of motivation with their advantages and disadvantages will make it easier for your team to support each other, to understand what each individual craves and what they lack.