key to the executive washroom. These are extrinsic, meaning external. Someone else is dangling this particular item in front of you as a way of getting you to do something. Intrinsic motivators are internal. They originate entirely from within you. Intrinsic motivation tends to be deeper and more powerful than extrinsic motivation. The effects tend to last longer too, with intrinsic motivation. The following motivations are usually intrinsic:-Enjoyment of the work itself for its own sake-Desire to have a “piece of the action,” such as sharing visions, missions, leadership, authority and responsibility-Pride in performing excellently-Proving some secret point to oneself-Achievement of deep-seated value (such as helping another person)-Having a deep and abiding belief in the importance of the work one is doing-Desire to exceed one’s previous level of job performance (being self-competitive) A self-responsible performer can find a sufficient reason to excel if there is a WIIFM or two to strike the proper sensitive nerve. Some of the following WIIFM’s are likely to motivate your probable peak performers:-Trusting and being trusted-A mutual mission-Continuous quality improvement-Benchmarking progress-A mutual, measurable objective-A quality work life balanced with a home life-More moneyHere is how 1,000 employees, in a survey, ranked their needs in the workplace in order of preference (www.thelab@busreslab.com):1.Interesting work2.Full appreciation for work done3.Feeling “in on things”4.Job security5.Good wages6.Promotions and growth opportunities7.Good working conditions8.Personal loyalty to workers9.Tactful disciplining10.Sympathetic help with personal problems In another survey by Dr. Gerald Graham, Wichita State University, the top five motivating techniques reported by employees in order of preference are (www.thelab@busreslab.com): 1.Personal thanks2.Written thanks3.Promotion for performance4.Public...
