"You cannot simply prescribe motivation. You need to offer people tools, so they can make the best of themselves."
Steve Jobs, founder of Apple

Motivators are factors that promote satisfaction in the workplace. Herzberg (survey by Herzberg from the 1960's, as quoted in Harvard Business Manager, April 2003) defines the following general motivators:

  • success
  • acceptance
  • interesting task related content
  • assigned responsibility
  • promotion possibilities
  • development possibilities

A study of 2005 by the Corporate Leadership Council of 2005* verified that the following factors had an effect on the motivation and commitment of employees:

A. Managing Employee Work and Performance

  1. Provide Fair and Accurate Informal Feedback
  2. Emphasize Employee Strengths in Performance Reviews
  3. Clarify Performance Expectations
  4. Leverage Employee "Fit"
  5. Provide Solutions to Day-to-Day Challenges

B. Managing the Employee's Relationship with the Organization

  1. Amplify the Good, Filter the Bad
  2. Connect Employees with the Organization and Its Success
  3. Instill a Performance Culture (promote open communication, flexibility, innovation and risk taking)
  4. Connect Employees with Talented Co-workers
  5. Demonstrate "Credible Commitment" to Employee Development

*Corporate Executive Board, 2005, Managing for High Performance and Retention

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