The motivation of workers

I have spoken several times of worker motivation and factors that increase job satisfaction or decrease. At this stage of crisis and change is more important than ever to keep morale Many managers "modern? they filled the mouth when speaking staff refer to as their most important asset, or talk about human resources policies, however, in practice the staff is seen as a cost than an asset-speaking staff cost- and as for human resources, if you look good, although it seems a very modern expression (instead of personnel policy), no longer regard humans as a resource, but still not so much claim that asset. Workers need to feel useful and involved in a project, ideally even participate in the definition of self and objectives. Many leaders do not understand this, and believe that their role is to lead their subordinates to a target defined from the top of the chart, that's why are those who know. Are more oriented towards theory X, according to which workers are lazy by nature and need supervision and control, to the theory and, according to which workers are able to self-directed if they are committed to the goals, and seek responsibility.

In this sense, the best way for a worker is involved with what you do is you have participated in its definition. And if the worker feels that he is participating in something important, you'll feel much more motivated.

A well-known and significant example in this regard is the so-called Hawthorne experiment, carried out at the plant of Western Electric Company in Hawthorne, Chicago. And we're talking 1927, time when it was in vogue was the division of Taylor's work, and mass production (remember the famous movie Modern Times, Chaplin). In the experiment, coordinated by the psychologist and professor of industrial research at Harvard Elton Mayo, it was to see how lighting conditions affect productivity. However, the results were surprising, since productivity did not depend on the lighting (in fact, could even increase although diminish the brightness), or other changes that were tested, such as hours, breaks, etc., but psychological factors, such as they knew they were part of an experiment, the sense of belonging together formed a working group, in which if a worker suffered a little, others supported him, had a less rigid supervision, etc. thus felt more "owners? of their work. Another famous example is the one experiment in which half of the participants are assigned a random number to a draw, while the other half write the number they want.

Just before taking out the winning numbers, it offers participants buy their number When performing this test, usually leave that on average have to pay about five times those who have written their own number, ie when We participate in the election (in the design of the project, goal setting ...), we are much more involved. The third and last example I'll put on how to manage teams to ensure that we are united and committed Pep Guardiola was provided Wednesday when after winning the Copa del Rey, the first of three films that can achieve this fantastic season, decided to leave the leading role players in the celebration, and challenged by the success, said that the merit was of the players, and no one looking for another explanation, it was because his players "are very good? Another lesson of humility and leadership, which is showing good fruit.