Interpersonal Skills
1. Do you feel that any of the motivation mistakes from the Flannes and Levin text have occurred in your work with your team to date and if so explain which ones and their impact. If you have not had any of these motivational mistakes, please discuss ones you have encountered in the past.
Answer
Flannes and Levin discuss eight different motivational mistakes that do not serve the purpose of motivating team environment. I had some of the similar experiences arising due to motivational mistakes which is provided as below:
1. Money, benefits and perks motivate people:
Most companies make a big mistake by hanging their employee retention strategies solely on the easier to manipulate tangible factors of more pay, better benefits, and flashier perks. It is not that these factors are not important: they are very important. After this project, when I handed my resignation to the manager, he discussed whether increasing my pay would change my decision. I said there are several other factors that made me adopt such a decision like no job satisfaction and personal enhancement. My manager failed to realize the existence of a positive and caring culture where most managers know how to provide the everyday coaching, feedback, and recognition that keep employees engaged.
2. " Whatever motivates me will motivate others”
Flannes and Levin suggest that this belief is an extension of the assumption that others want to be treated the way we would like to be treated. People are often motivated by the same approaches, but not always. It is very necessary to ask people what motivates them rather than making assumptions. My Project Manager for this project got motivated by a spiritual leader of his religion and expected us to feel the same, which did not work for anyone of us.
2. Determine motivational approaches that would be most appropriate for the members of your team.
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