How to use scientific principles drawn from social learning theory to manage people more effectively. Often managers lament that they don't have the resources to reward employees. They mistakenly think that money and benefits are the most important motivators. But this is not the case. Attention is the most universally powerful motivator. The manager's attention is free. A well-timed encouraging nod from one's superior can be quite motivating, as can being praised in front of one's peers. Another powerful motivator is ...
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How to use scientific principles drawn from social learning theory to manage people more effectively. Often managers lament that they don't have the resources to reward employees. They mistakenly think that money and benefits are the most important motivators. But this is not the case. Attention is the most universally powerful motivator. The manager's attention is free. A well-timed encouraging nod from one's superior can be quite motivating, as can being praised in front of one's peers. Another powerful motivator is opportunity. The opportunity to work of projects one enjoys or that advance one is very motivating to achievement oriented employees. Managers always have powerful behavior management tools at hand. The problem is that they don't know how to use them. Too often managers use their attention and other management tools poorly. When people are poorly managed work is hell, employees burnout, and productivity takes a nose-dive. But when people are managed skillfully, working is stimulating, employees gain a sense of control and pride, peak performance is a daily event and productivity soars.
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