Last post November 30, 2006 05:11 AM by kjhaveri. 1 repiles.
Dear All, Can any one help me in understanding that why study of Motivators important for Managers. If anyone can give a brief writeup for the above subject it will be highly helpful..
If I can answer that question in one phrase it would be " Different Strokes for Different Folks" I guess that would drive it home..
Basically the managers are seldom equipped psychologically to talk to their people on a personal level. One reason is that many people are managers because of their technical ability not because of their managerial or people skills. We should reward technical experts with higher salaries but not with promotions to management. We would be far better off if we promoted to management the people who have good managerial and people skills and poor technical skills -- which will solve two problems: 1 - Improve overall technical competence 2 - Improve managerial effectiveness As long as executives do not know how to identify future effective managers, management will be stuck with The Peter Principle: "In a hierarchy, every employee tends to rise to his level of incompetence." When managers are asked to list the Top Ten Motivators for their employees the list looks like: 1 - Salary 2 - Bonuses 3 - Vacation 4 - Retirement 5 - Other Benefits & Perks --------- the money line ---------- 6 - Interesting work 7 - Involved in decisions 8 - Feedback 9 - Training 10 - Respect Note: Managers rank money items as their employees' Top Five Motivators. When employees are asked to rank their own Top Ten Motivators the list looks like: 1 - Interesting work 2 - Involved in decisions 3 - Feedback 4 - Training 5 - Respect --------- the money line ---------- 6 - Salary 7 - Bonuses 8 - Vacation 9 - Retirement 10 - Other Benefits & Perks Employees rank items that are equivalent to money as their bottom five motivators. The managers' top five motivators are the employees' bottom five motivators. The managers' top five motivators are more related to the need of the managers to avoid personal contact with employees than the desires or motivational needs of their employees. Managers pick the top five motivators because these are the things that managers can "give" their employees without ever having to ask what the employees want or need, i.e., no involvement on a personal level is needed and all decisions can be made behind closed doors--all the while avoiding personal contact even to the detriment of the organization. Note: Managers give the same sequence as employees when asked to rank their own motivators which is very interesting and revealing. Am attaching the note on myths on motivation. Hope it helps.