We might not believe it, but we are always motivated. Whether we are motivated to do what we are supposed to be doing or being paid to do at the right time, now that is another story.<\/p>\n
Motivation is never a zero-sum game of gaining or losing motivation at the expense of someone else or even ourselves, for that matter. More often than not, it is a question of what kind of motivation fuels and energizes us at any specific time. Then, like a thermostat, we can check out the motivational \u201cheat\u201d and determine the qualitative degree of motivation we actually have. So what motivates you?<\/p>\n
None of us ever lacks motivation. We are simply motivated in different ways by different things at different times.<\/p>\n
MOTIVATIONAL CASE STUDY<\/strong><\/p>\n Take writing this article, for example. There is a deadline by which I have to complete writing this article and submit it to the editor. The date on the calendar is an external cue or reminder of when the article is due. But that date has no motivational force in and of itself. However, if I had a drill sergeant for an editor (which I gratefully do not!), fear might propel me as the date draws closer.<\/p>\n Yes, I have my personal values and my sense of respect for people, my work ethic, and my reputation that motivate me to get the article done on time. I also am committed and loyal to my employer, which I represent with each article. And I am grateful for readers over the years who have written to acknowledge something I wrote that caused reflection, sharing, and possibly changed a belief or behavior.<\/p>\n No doubt some editorial topics are more interesting than others. Curiosity and research can lead to a divergent outcome from what I first expected. One article may be easier or more meaningful than another. A more difficult topic sometimes can open up one\u2019s mind and produce a more fulfilling result.<\/p>\n Personally, it is also rewarding filling in the white space on my computer screen. Creating a written article is a work of artistic expression, melding words to express my thoughts about any given topic.<\/p>\n All this is what motivates me to do my best work beyond meeting any formal obligation I have to Training<\/em> magazine.<\/p>\n NEED VS. DRIVE<\/strong><\/p>\n People sod our own lives.<\/p>\n Our drive to fulfill physiological needs, however, is a completely different matter. Take, for example, when you are hungry or thirsty. Once you have met these physical needs or drives, they immediately are satiated and no longer \u201cdrive\u201d or motivate you to seek out food and drink.<\/p>\n The motivation we are talking about in our everyday work lives is made up of psychological needs that are the energy source of our internal battery. They are not something that can be satiated and that\u2019s the end of it. Psychological needs constantly need to be met around the clock.<\/p>\n Authors Daniel Pink (\u201cDrive\u201d) and Susan Fowler (\u201cWhy Motivating People Doesn\u2019t Work \u2026and What Does\u201d) highlight our human need for autonomy, the ability to choose what you do and have control over, as being essential for all of us to feel motivated. Take this element away from people and we lose the inner fuel to do our very best.<\/p>\n \u201cEither you run the day or the day runs you.\u201d <\/em>\u2014Jim Rohn<\/p>\n Similarly, in Fowler\u2019s \u201cARC\u201d motivation model, the second element, relatedness\u2014the need to care for others and be cared about\u2014is probably a factor in my desire to please others and help them whenever possible through my article writing. It is our inherent need to want to make a contribution, to make a difference at work and in society. Pink differs with the relatedness variable by espousing the concept of having a purpose, a reason for doing things for the greater good and a higher purpose beyond the business focus of profits.<\/p>\n \u201cNever believe that a few caring people can\u2019t change the world. For, indeed, that\u2019s all who ever have.\u201d<\/em> \u2014Margaret Mead<\/p>\n Competence is the last factor in Fowler\u2019s model. It is the need to be effective in the skills we do best at and to have ongoing opportunities for growth and development. Meanwhile, Pink\u2019s review of the motivational research would replace Fowler\u2019s competence need with the element label of mastery. This is the constant desire to learn and grow and hopefully master the different skill sets we either possess or need to develop.<\/p>\n \u201cNo human being will work hard at anything unless they believe they are working for competence.\u201d<\/em> \u2014William Glasser<\/p>\n ANALYSIS OF YOUR MOTIVATION<\/strong><\/p>\n In a world that is lacking in engaged employees, it might be worthwhile to take an inventory of what is motivating us at work.<\/p>\n Perhaps we can do some self-reflection by asking ourselves questions such as:<\/p>\n