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Motivational Management: Inspiring Your People for Maximum Performance

Book Description

Most people want to do their jobs well. They don't need commands, threats, or ultimatums. What they can use more productively are direction, support, encouragement, and rewards. This book reveals how to increase commitment, competency, and productivity by stimulating each employee's intrinsic desire to excel.

Author Alex Hiam's training methods and materials are used at hundreds of corporations, and he has personally trained managers from AT&T, Ford, and the United States armed forces. His field-proven approaches have been especially adapted for this essential guide, which includes strategies for:

Motivational communications

Eliminating contaminants that cause negative attitudes

The use of challenge, purpose, and feedback to motivate, and much more

Plus, the book features an Incentive Profile for establishing a rewards system, a Motivation Level Inventory for measuring and tracking motivation, and a wide array of activities, techniques, and examples from the author's own experiences.

Table of Contents

  1. Copyright
  2. Introduction
  3. The Quest for Star Performers
    1. Managing for the New Work Environment
    2. Internal vs. External Motivation
    3. Summary
    4. Notes
  4. Creating a Positive Performance Environment
    1. Avoiding Demotivational Management
    2. Which Path Are Your Employees On?
    3. Checking the Mirror: How Your Behavior Drives Their Attitudes
    4. The Power of Interpersonal Behavior
    5. Other Influences You Can Manage
    6. The Eyes of the Beholder
    7. Summary
  5. Rethinking Management Communications
    1. Trouble in the Corner Office
    2. The Principle of Motivational Communication
    3. How Motivational Communication Boosts Motivation
    4. Targeting the Feelings That Influence Actions
    5. Overcoming Barriers to Motivational Communication
    6. Summary
  6. Using Motivational Communication Techniques
    1. Is Asking Questions Motivational—or Just Plain Irritating?
    2. Okay, Now Let's Do it Right!
    3. Invite Participation
    4. Ask Open Questions
    5. Listen More Than You Speak
    6. Remember to Ask Lots of Questions
    7. Pay Attention to the Nonverbal Stuff
    8. Stimulate Thinking
    9. Finding the Time to Communicate Well
    10. The Target-Focus Technique
    11. Summary
  7. Tackling the Feelings That Drive Performance
    1. How Feelings Drive Motivation and Performance
    2. Getting Specific About ''Happy'' Workers
    3. The Importance of Recognizing Emotional Frameworks
    4. Using Consideration to Overcome Negative Outlooks
    5. Creating an Action Orientation
    6. Summary
    7. Notes
    8. Endnotes
  8. Providing Challenging Opportunities
    1. The Motivational Power of Opportunity
    2. Finding Out Which Opportunities They Want
    3. Turning Everyday Tasks into Opportunities for Growth and Development
    4. Using Task Redesign
    5. Curious About ''Job Enrichment''?
    6. What About Meaningless Tasks?
    7. Managing the Destination
    8. What Is Your Most Compelling Goal?
    9. Avoiding Extremes: The Right Level of Challenge
    10. Summary
  9. Using Feedback to Motivate
    1. Useful Information
    2. Good Feedback Makes Excellence More Visible
    3. Level One: Positive and Negative Feedback
    4. Level Two: From Controlling to Informative Feedback
    5. Level Three: Codesigning Feedback Systems
    6. You Don't Have to Be a Slave to Praise
    7. Summary
    8. Notes
  10. Eliminating Contaminants
    1. Getting Out of the Way: Motivating by Giving Control
    2. You Can't Raise Their Motivation Higher than Your Own
    3. Eliminating Unfairness
    4. Managing Conflicts Productively
    5. Summary
    6. Notes
    7. Endnotes
  11. Transforming Negative Attitudes
    1. Why Negative Talk Matters
    2. How Common Is Negative Talk?[2]
    3. Accepting vs. Rejecting
    4. Narrowing vs. Expanding
    5. Victimized vs. In Charge
    6. Blaming vs. Understanding
    7. Conflicting vs. Cooperating
    8. They Aren't Attacking You (But It Sure Looks Like They Are!)
    9. Summary
    10. Notes
  12. Appealing to Individual Motives
    1. Each Individual's Work Motives Are Unique
    2. Personality and Motivation
    3. Using the Incentive Profile
    4. Negotiating Individual Incentives
    5. The Benefits of Appealing to Individual Motives
    6. Summary
  13. Using Recognition and Rewards
    1. When to Recognize and Reward
    2. Showing Them You Care
    3. Focusing on Specific Work Motives
    4. Successful Rewards: The High Involvement Approach
    5. Summary
  14. Measuring and Tracking Job Motivation Levels
    1. Creating Your Own Feedback System
    2. Sighting the Target: What High Motivation Looks Like
    3. Using the Job Motivation Level Inventory to Give You Needed Feedback
    4. Benchmarking to Set Goals and Track Progress
    5. Treating Low JML Scores
    6. The Smile Test
    7. Do You Have to Make Them Laugh?
    8. Summary
  15. Learning Goals for Each Chapter
    1. Chapter 1. The Quest for Star Performers
    2. Chapter 2. Creating a Positive Performance Environment
    3. Chapter 3. Rethinking Management Communications
    4. Chapter 4. Using Motivational Communication Techniques
    5. Chapter 5. Tackling the Feelings That Drive Performance
    6. Chapter 6. Providing Challenging Opportunities
    7. Chapter 7. Using Feedback to Motivate
    8. Chapter 8. Eliminating Contaminants
    9. Chapter 9. Transforming Negative Attitudes
    10. Chapter 10. Appealing to Individual Motives
    11. Chapter 11. Using Recognition and Rewards
    12. Appendix A. Measuring and Tracking Job Motivation Levels
  16. The Incentive Profile