Achievement needs

There are multiple methods that companies can utilize to strengthen the achievement needs of its management team.  High achievers can be given challenging projects with reasonable goals, be provided frequent feedback, given a reward system for its achievement, and be provided with accountability and responsibility.

First step you must take is to examine the team members for the types of motivators.  Each member’s personalities and past actions will reveal what type of motivators they have, so you may know what to work on.  For example, member who doesn’t speak out much and always agrees with the group may have strong need for affiliation.

Next, you must structure your leadership style based on the driving motivators of each members.  Ensure everyone stay engaged, motivated, and satisfied with the current project.  True leaders will increase productivity by making proper decisions, provide all the tools, increase teamwork by acting as a communication network between members, and maintain the labor force on timely basis.

Third, you will utilize the methods that we talked about on the first paragraph, such as giving challenging projects with reasonable goals, providing feedback, and giving rewards in conjunction with your leadership style.  Some people are motivated by power, so giving them a management position will keep them on track, while others are motivated by awards, so offering them a bonus or a possible promotion will do well.

Lastly, provide proper feedback after the tasks are complete.  Tell them what they did right and wrong as well as what they can improve on.  This will keep them motivated as well as ready for the next projects/tasks.

In the military, we have assessment every year to give and receive feedbacks.  As a leader, we tell them what their tasks are, what we expect of them, set a timely goal for them, as well as ask if he or she has any issues that may prevent any tasks we request of them.  For the team member/troops, they tell us what motivates them, what their goals are, and the problems they might face.

One year after the assessment, we generate evaluation report and see if they followed through with our expectation and grade them on it, so that they may be properly awarded.  We also use the evaluation to see if there were any issues they might have faced that could’ve prevented them from achieving goals.  Depending on how they did, they may be awarded with rewards, more responsibilities, promotion, demotion, and more.

By increasing the rewards, we are strengthening the achievement needs of the management team.  A great example would be a high bonus.  As for the timeline, it can be quarterly, semi-annually, or annually.  I believe that one year is a great timeline to base work ethics on and gives the team members enough time.  Also, who doesn’t like end of the year bonus?

As for the implementation, we need both policy changes and the management’s push.  Policy change may or may not be enough motivating factor because each team members have different motivators.

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