Question

What are the things that keep people coming to work each day?

How might someone's personal needs affect their willingness to take on tasks or to pursue advancement within an organization?

How do different people define 'success'?

How might these different definitions shape their decisions at work?

What will you do to leverage these differences to motivate your team?

Identify how you will engage with people who may have different views of success. What will this mean for setting goals or assignments?

How might you bring them on board with your company's values and what will you do if they are not fully bought in?

Document the different drivers that can be present in a worker and how those different drivers might play out differently in the workplace. For example, if one of your workers comes from an industry where managing environmental waste was a low priority, how might that play out in their behaviors in your company?

Answer 1

· People keep coming to work each day is because to take up challenges that gives them a sense of achievement and monetary rewards that helps them to sustain their lifestyle.

· Someone’s personal need affect their willingness to take on tasks or to pursue advancement within an organization to a great extent. It is pertinent to note that people set their personal needs as their priority. This priority changes their needs to take up the tasks. For example, I myself rejected an important project because I was about to relocate to another state due to personal reasons.

· Success is defined as the level of satisfaction that one gets for accomplishing their goals. For some, money is success; for some, career growth is success. Thus, success is that brings happiness to the people. It differs for different people.

· These different definitions shape their decisions at work by prioritizing their work according to its importance to its success. For example, if a person is much inclined in achieving more and creating visibility in the company, then it shapes his/her decisions at work by giving importance to it more than any other monetary reward yielding tasks.

· I would ensure that the team has shared goals and each one recognizes their valuable contribution in achieving the team goals. This ensures leveraging these differences to motivate the team.

· I would engage with people who may have different views of success by connecting with them and understanding what really motivates them. This would give me a clear picture of the extrinsic and intrinsic factors that would motivate people in the workplace. This helps me greatly for setting goals and rewards for team accomplishment.

· I would bring them on-board with the company’s values by aligning them with the company’s value statement. If they are not fully bought in, then I would ensure there is a strategy to align it with the company’s values.

· The different drivers that can present in a worker can be categorized as extrinsic and intrinsic. External factors refer to factors that are external motivating factors such as rewards, cash, etc. Intrinsic factors refer to factors that are internal factors to the individual such as recognition.

· If the individual values managing environmental waste as high priority, then the individual would emphasize this in the new company. This is an intrinsic motivating factor when the management recognizes its importance because the individual would obtain a sense of achievement through this step.

Note- If you like the answer, please provide an up-vote as it would be quite encouraging for me. Thank you.