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When we speak of wanting to talk about motivation. Not enough that one has the skills necessary to achieve a goal, and it has at its disposal all necessary means to succeed, has to want to achieve this goal, ie, must possess the will to use those resources for plastering skills achieving the purpose.
Here it is important what has been said about the needs and personal goals of the components of a team. Motivation is the effort we are prepared to do to achieve the objectives entrusted to us, and the decision to strive or not will depend on the reward we get in return for that effort.
Motivation is a conscious, volitional character, unique to each person, and is the result of three decisions. Given a specific objective, we each take three decisions:
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First decide whether or not we are willing to invest effort to achieve that goal
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Then, the decision to make is the amount of effort we are willing to invest to achieve the goal.
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Finally, decide how long you keep that level of effort.
The key to these decisions is, therefore, that to achieve these objectives, we obtain a series of rewards related to our needs and goals.
The psychologist Abraham Maslow, developed a model that explains what needs to guide the conduct of individuals, ie what are the rewards that people want to get for your effort. Maslow provides a hierarchical system of five types of needs described below:
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Physiological needs: the first engine in the behavior of people is the satisfaction of basic needs (eating, drinking, dressing, playing ...). At work, these needs are met primarily through wages.
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Safety needs: once basic needs are met, people seek security, ie a stable environment free from physical and psychological threats, to predict what will happen and be prepared for changes that may arise. Therefore, people generally prefer, wages where there is a fixed component, and not everything is variable, an indefinite contract, prevention and safety systems, etc.
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Social needs: people are social beings and we need contact with others. This is the reason for the existence of informal groups in organizations, which, as noted, are composed of people who occupy different positions in the structure of the business and establish friendly relations between them. The work teams also meet these social needs, as well as business clubs, athletic competition among workers, conventions and parties, etc..
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Esteem needs: they concern the need to
develop respect for oneself and that we recognize the achievements. The
performance appraisal systems, rewards (prizes for the suggestions, best
employee of the month, and promotion companies that develop are geared to
meeting those needs.
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Self-Actualization Needs: Once a person has failed to meet the above requirements, are these higher needs, which involve developing the full potential of the individual, and include ethical, aesthetic and religious. In work related to autonomy, the work represents a challenge or a challenge, the ability to mark yourself and decide on the objectives achieved, and so on.
Therefore, the motivation (ie, effort) of a person with a goal depends on that person perceives that achieving this goal will meet the needs at that time are important to him. If through this effort, the person does not get the rewards you expect, or even get undesirable results (less free time, difficulties in reconciling work and family life, stress, interpersonal conflict, etc..) Obviously will not be motivated and not endeavor. This is what we mean when we talk about compatibility between the objectives of the team and personal goals.
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