個案總覽

With the elimination of many repetitive jobs due to increased automation and off-shoring, workplace motivation has changed significantly and more employees consider their work to be meaningful. Extrinsic rewards, usually financial, played a dominant role in the past, when jobs were more routine. Yet intrinsic or psychological rewards have gained importance, including an employee’s sense of meaningfulness, choice, competence, and progress. Intrinsic rewards benefit employee self-management by increasing concentration and motivation, and predicting retention. Yet older motivational models, which stress financial rewards, continue to influence many managers. After describing his research on motivation and the new importance of intrinsic rewards, the author outlines seven steps for building a high-engagement culture: 1. Begin with a meaningful purpose. 2. Build intrinsic motivation and engagement into management training and executive coaching. 3. Focus conversations on meaningfulness, choice, competence, and progress. 4. Engage “the middle.” 5. Measure intrinsic reward levels. 6. Provide missing building blocks for intrinsic rewards that you need to bolster. 7. Adopt a change and implementation process that is itself engaging.