Cover

Contents

Acknowledgements

01 Introduction

The generational differences example

Two illustrative examples of motivation and performance

Conclusion

Further resources

References

02 A model of motivation

Introduction

Two-factor theory

The two main factors and the HPMI motivation test

The Hierarchy of Needs

Conclusion

References

03 Generational differences

Introduction

A case study

Generational difference theories

Problems with generational myths

Older workers

Looking further back

Context and environment

HPMI evidence of generational differences

Conclusion

References

04 The biology of stress and well-being

Introduction

Stress at work

The biology of stress

Stress and optimal arousal

Long-term effects and the HPTI axis

Conclusion and notes of caution

References

05 Measuring motivation

Introduction

Testing, assessment and valued characteristics

A brief (but useful) diversion

Qualitative information

Tips from a successful assessment company

Conclusion

Further reading

References

06 The power of communication and conversations

Introduction

Body language at work

Formal communication and types of conversations

E-mail compulsivity

Texting/messaging

On emojis, gifs and hieroglyphs

Interviews and a good lunch

The misguided inspection

Performance reviews and regular ‘check-ups’

References

07 Intrinsic motivation

Introduction

What good work does for you

Drive at work

Energy at work

Flow at work

How to foster passion, energy, flow and drive

Money, intrinsic and extrinsic motivation

Conclusion

References

08 Work engagement, organizational health and culture

Introduction

The performance delusion: a path to disengagement

An initial caution on working from home

Complete flexibility: a case study from Ryan LLC

Organizational culture

Organizational health

A quirky option: walking meetings

Conclusion

References

09 Extrinsic motivation and rewards

Introduction

From concrete to abstract rewards

Need for power

The desire for fame, and narcissism

Recognition and recognition programmes

Recognition for outcomes versus people

Motivating for quality versus quantity

Conclusion

References

10 Culture and values

Introduction

On culture and culture change

Two case studies

Linking organizational, team and individual values

A concluding case study: practical example

References

11 The importance of motivation gaps

Introduction

Mind the motivation gap

Two spy stories

Millennial motivation: a unique case study

Conclusion

References

12 Outsourcing motivation

Introduction

An example of subcontracting

Zero hours contracts

The skills argument

An illustration from succession planning

Conclusion

References

13 The dark side and derailed motivation

Introduction

Gangs, cults and terrorist organizations

Techniques of toxic organizations

Misdirected motivation

Organizational defence mechanisms

Three dark-side factors and motivation

Optimality and the adaptive dark side

Conclusion

References

14 Best and worst practice from real companies

Introduction

Cautionary tale 1: Enron and destructive culture

Best-practice example 1: G Adventures

Best-practice example 2: Ryan LLC

Conclusion

References

Going further

Index