Value – Self-Efficacy – Attribution – Mood
Excerpts from an HBR article:
Motivation — the willingness to get the job done by starting rather than procrastinating, persisting in the face of distractions, and investing enough mental effort to succeed — accounts for 40% of the success of team projects. Yet managers are often at a loss as to how to effectively motivate uninspired employees. Our review of research on motivationindicates that the key is for managers to first accurately identify the reason for an employee’s lack of motivation and then apply a targeted strategy.
Carefully assessing the nature of the motivational failure — before taking action — is crucial. Applying the wrong strategy (say, urging an employee to work harder, when the reason is that they’re convinced they can’t do it) can actually backfire, causing motivation to falter further.
Here are the four motivation traps and each targeted strategy to help your employees escape them:
Trap 1, Values Mismatch: I don’t care enough to do this.
How this trap ensnares employees: When a task doesn’t connect with or contribute to something workers value, they won’t be motivated to do it.
Trap 2, Lack of Self-Efficacy: I don’t think I’m able to do this.
How this trap ensnares employees: When workers believe they lack the capacity to carry out a task, they won’t be motivated to do it.
Trap 3, Disruptive Emotions: I’m too upset to do this.
How this trap ensnares employees: When workers are consumed with negative emotionssuch as anxiety, anger, or depression, they won’t be motivated to carry out a task.
Trap 4, Attribution Errors: I don’t know what went wrong with this.
How this trap ensnares employees: When employees can’t accurately identify the reason for their struggles with a task, or when they attribute their struggles to a reason beyond their control, they won’t be motivated to do it.
Read the full HBR article – here.
The 4 Part Model
Attributed to Richard E. Clark by Bror Saxberg in this YouTube Video – at the 58 minute mark:
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