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Disclosure & Copyright: Images created as part of a free collaboration with Shutterstock. Text originally from: “Employee motivation: The new desire for performance” (2014), published by BusinessVillage Verlag, reprinted with the kind permission of the publisher.
By Michael Huebler (More) • Last updated on October 04.09.2023, XNUMX • First published on 18.11.2014/XNUMX/XNUMX • So far 6376 readers, 3391 social media shares Likes & Reviews (5 / 5) • Read & write comments
Just like in the animal kingdom, hierarchies also have in the Economy, despite all the disadvantages, such as the consequences of the Peter principle (Employees are promoted until they get to a position that is beyond them) to offer some advantages:
A key motivating factor is Balance between under-demanding and over-challenging the employee in terms of their ability to take on responsibility, their personal career aspirations and tolerating uncertainties.
If we accept that Executives are in fact part of a hierarchy of responsibility, it is their task to get more out of the individual than he is able to give on his own. Even when employees are perfect professionals, they usually need someone who provides direction and tact and is willing to give their Head to delay The more alone Background about corporate decisions or budgets requires this type of division of labor. A prerequisite, however, is that decisions are made where it is useful appears to make transparent.
The Executive a medium-sized one Company asks an employee one morning what he thinks of an offer for a tender in a for the Company holds unusual line of business. Referring to the good reputation of the company, the lack of experience in this area and the high Risks the long-standing employee advises against submitting an offer.
Two weeks later, he learns of the offer of the boss and the award. What happened here? The employee suspected a defiant reaction of the boss. If the boss is a stimulant type, it could also be an adventure for him. Or, as a caring boss, he would like to get enough orders to pay his employees.
Without transparency, all of these hypotheses remain unfounded, but cause a wide variety of reactions and future behavior among employees. Depending on the hypothesis and Personality of the employee, one reacts with defiance, according to the motto: "Next time he doesn't have to ask me anymore!" Another employee reacts with uncertainty: "Is the boss crazy now? I have no idea what's coming next."
In the long run, such hypotheses develop into a bad mood and eventually into rumors about the boss's fads and idiosyncrasies, which have their own logic. In the long term, hardly any employee will be motivated to think about a possible Projects to do if they suspect that the boss decides anyway according to his own discretion.
The only way out is transparency. If clear is why the boss his decision so taken, there is no more speculation.
Even if hierarchies still have their necessity, historically speaking, the Significance hierarchical Guide rapidly. There are analogies to political developments here. Authoritarian states that gave orders to subjects became democratic states under the rule of law, in which the individual has more and more freedom, even if it is currently in Eye of the NSA scandal it seems that these freedoms are bogus freedoms.
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Michael Hübler is a qualified pedagogue, coach and consultant. Hübler was born in Geislingen / Steige in 1972. After studying pedagogy and a managerial position in a non-profit organization, in 2006 he arrived where he feels most comfortable: on the open market. The coach, trainer and consultant works and lives with his wife and two children in Fürth / Franconia. In addition to his book publications, he regularly writes blog articles. His main focus is on emotional skills, leadership and communication. More information at www.m-huebler.de All texts by Michael Hübler.
Employee motivation for managers - Part 7: The sense and nonsense of hierarchies: Just like it ... #Profession #Education
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