There is little to recognize without work progress How many times have we believed that we are dissatisfied with what we do on a day of work? I think this happens to everybody although the reasons for what happens are not the same and the dissatisfaction is more apparent when we seek to produce […]
There is little to recognize without work progress
How many times have we believed that we are dissatisfied with what we do on a day of work?
I think this happens to everybody although the reasons for what happens are not the same and the dissatisfaction is more apparent when we seek to produce creatively.
Be alert when dissatisfaction involves us means trying to be aware of the causes of dissatisfaction and so it is good to know some of the most common causes that are considered.
Dissatisfaction with the creative work produced is usually associated with the lack of motivation which translates into lack of evolution of daily work.
But is this true?
In a recent study, “A Surprise for Managers”, managers of enterprises mentions that the most useful tools that can affect emotions and motivations at work were:
-Support for progress at work
-Recognition of good work
If we think a little about these “tools”, and you enter the relative contexts our acquaintances, we can check on the one hand that they work differently according to context, and on the other hand, we can see that some are more used than other by managers or leaders in their context. This is verifiable in the replies to the survey mentioned.
These “tools” can still be seen as not disconnected among themselves, that is, for one be effective it is necessary that the other has been effective for the same contributor. For example, if I want to acknowledge the work done it is necessary that this has taken a step forward and therefore have created conditions for motivation so that progress had existed.
And so there is the possibility of creating a favorable environment for the development of emotions and perceptions that lead to creativity and innovation it is important that the observation of the work and behavior of employees of an organization is effective.
Are the things that make people satisfied and motivated at work different from things that make them dissatisfied?
To observe the extent to which the employees of an organization feel happy in their environment and how the work they do can be the starting point for their realization. Not doing so probably will provide the dismay.
It is important to observe to be able to interact and provide the growth of the company’s employees through the tools focused above.
It is important to know whether they are intrinsically motivated, if the image they have of the Organization, on the various levels that it contemplates, is positive for them and for their work.
” Through exhaustive analysis of diaries kept by knowledge workers, we discovered the progress principle: Of all the things that can boost emotions, motivation, and perceptions during a workday, the single most important is making progress in meaningful work. And the more frequently people experience that sense of progress, the more likely they are to be creatively productive in the long run. Whether they are trying to solve a major scientific mystery or simply produce a high-quality product or service, everyday progress—even a small win—can make all the difference in how they feel and perform. – T. Amabile and Steven Kramer
Ask people why they are dissatisfied and they will probably answer that they has a boring boss, low income or who have to endure stupid rules.
But if you ask what motivates, they respond: An interesting work, responsibility, challenges or things that evolve.
Although we know that when people questioned they can fall into cognitive traps responses referred clearly illustrate the difference between the factors of dissatisfaction and the factors of motivation.
Think about it!
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