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The individualism of motivation

The individualism of motivation The purpose of this paper is to examine the components that drive employee engagement and show how important it is to understand the individualism of motivation as against generic assumptions.Design/methodology/approachThis paper defines employee engagement and takes four drivers that influence it in turn. These are analysed and discussed, particularly as to the individualistic elements of them. Two approaches to understanding individual goals and priorities are illustrated.FindingsThere are four drivers of engagement, namely, the absence of dissatisfaction or irritation factors, intrinsic motivation (inner driven) and extrinsic motivation (external stimulation) and personal well-being. Each of these have highly individualistic elements, and models based on a generic human condition do not work effectively. Two instruments for understanding this individualism are illustrated, one based on goal theory and another based on the psychological contract.Practical implicationsMany motivational efforts fail because of an assumed commonality in what motivates people. The reality is that different personalities and different personal goals and values require individual approaches. Successful engagement demands that leader/managers make it a priority to understand each one of their people in these terms.Originality/valueThis paper is based mostly on the writing, models and experience of the author. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Strategic HR Review Emerald Publishing

The individualism of motivation

Strategic HR Review , Volume 18 (3): 8 – Jun 21, 2019

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References (4)

Publisher
Emerald Publishing
Copyright
© Emerald Publishing Limited
ISSN
1475-4398
DOI
10.1108/shr-03-2019-0016
Publisher site
See Article on Publisher Site

Abstract

The purpose of this paper is to examine the components that drive employee engagement and show how important it is to understand the individualism of motivation as against generic assumptions.Design/methodology/approachThis paper defines employee engagement and takes four drivers that influence it in turn. These are analysed and discussed, particularly as to the individualistic elements of them. Two approaches to understanding individual goals and priorities are illustrated.FindingsThere are four drivers of engagement, namely, the absence of dissatisfaction or irritation factors, intrinsic motivation (inner driven) and extrinsic motivation (external stimulation) and personal well-being. Each of these have highly individualistic elements, and models based on a generic human condition do not work effectively. Two instruments for understanding this individualism are illustrated, one based on goal theory and another based on the psychological contract.Practical implicationsMany motivational efforts fail because of an assumed commonality in what motivates people. The reality is that different personalities and different personal goals and values require individual approaches. Successful engagement demands that leader/managers make it a priority to understand each one of their people in these terms.Originality/valueThis paper is based mostly on the writing, models and experience of the author.

Journal

Strategic HR ReviewEmerald Publishing

Published: Jun 21, 2019

Keywords: Employee engagement; Leadership; Wellness

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