Goals are outside an individual; they are sometimes referred to as "hoped for" rewards toward which motives are directed. These goals are often called incentives by psychologists. However, we prefer not to use this term since many people in our society tend to equate incentives with tangible financial rewards, such as increased pay, and yet most of us would agree that there are many intangible rewards, such as praise or power, which are just as important in evoking behavior. Managers who are successful in motivating employees are often providing an environment in which appropriate goals (incentives) are available for need satisfaction.
Motive Strength
We have said that motives, or needs, are the reasons underlying behavior. All individuals have many hundreds of needs. All of these needs compete for their behavior. What, then, determines which of these motives a person will particular moment leads to activity. Satisfied needs decrease in strength and normally do not motivate individuals to seek goals to satisfy them.
The Situational Leadership® Model is an incredibly powerful training tool. More than 700 of the world's fortune 1000 firms have utilized the training program. To learn more about Situational Leadership® and the training workshops offered through our Escondido, California training facility please contact us at 1-800-330-2840. We hope you will also take time to visit the rest of our web site (www.situational.com)
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