Motivation: A Key Component to Success (Part 2)

Published March 11, 2015 by Mayrbear's Lair

motivation (1)

Today’s post is a continuation of our closer look at the ten strategies that Thomas Haizlip (2008) outlined in his article entitled Employee Motivation which was developed to help business leaders motivate higher employee performances.


4. Achievement

It is said that Napoleon was amazed at how willing men were to risk their lives for what he described as a little bit of tin and ribbon to wear upon their chest. In other words, his observations helped him realize how significant awards and prizes were and that they could serve as a great motivators by harnessing the power of healthy competition. In his article, Employee Motivation, Haizlip purports that it is much more effective to implement a reward system that is both meaningful and inspiring. For instance, when an employee exceeds a supervisor’s expectations, that leader should go out of their way to make sure that employee is recognized for their achievements. This strategy will also serve that employee on the day they retire as well, especially when they pack up their awards and prizes which will not only serve as time capsules, they hold for them fond memories as reminders of what they consider an extraordinary career experience.


5. Job Security

Haizlip also points out that if everybody possessed the skill and talent for what it takes to be an entrepreneur, then companies like Apple or Honda would not exist. He further suggests that we would all be purchasing new products from various artisans and craftworkers. His research reveals that in truth, many people prefer employment with a large organization and feel they can be more productive when they are encouraged to focus on their job responsibilities, rather than worry about developing business plans or marketing strategies. In other words, business leaders who communicate a message to their employees that they are lucky just to have a job, will only create an environment based on fear and intimidation. This arena only encourages worry which in turn, decreases job performances. Instead, Haizlip encourages supervisors to transmit a different message; one that is more positive and communicates to employees that the organization is lucky to have such a skilled and committed workforce. This strategy serves to help staff members take more pride in their work which in turn are more likely to produce higher outcomes. In fact, studies reveal that many employees are even happy to volunteer their loyalty to the firm and the supervisors that manage it in this kind of organizational culture.


6. Increased Responsibility

Most of us have witnessed social loafing in the workplace. Many of us have met and work(ed) with employees that lacked ambition or had no desire to advance their job status. There are, however, a vast majority of workers that do have aspirations of advancement. These employees want the opportunity to take on more responsibility. They are motivated and want to add more value to the organization. Haizslip suggests that leaders interested in successful outcomes need to become more aware of opportunities to train staff members. In fact, many of these types of leaders will make it a point to help equip their employees with the skills and tools they will need to advance in their career. One strategy they implement is to consistently work on filling open positions with internal applicants before  they seek outside candidates. This strategy is ideal for creating a culture that encourages career development. Plus it is an effective tactic to preserve institutional memory and organizational knowledge which can then be transferred to motivate the company’s top performers as they work to advance their careers.

Well, that concludes our discussion for today’s post. On Friday we will look at the last remaining strategies from Thomas Haizlip’s list of ten that smart business leaders use to inspire employee motivation. Until then  … keep motivated and stay organized!


I think it all comes down to motivation. If you really want to do something, you will work hard for it. – Edmund Hillary


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Haizlip, T. (2008, February 26). Employee motivation: 10 tips to boost job performance. Retrieved March 7, 2015, from—10-Tips-to-Boost-Job-Performance&id=1011144

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