Showing posts with label Motivation-Hygiene Theory. Show all posts
Showing posts with label Motivation-Hygiene Theory. Show all posts

August 7, 2016

Playing The Work Game Can End In More Ways Than One


This game takes working to a whole new level of absurdity. 

It's called "Don't Get Fired!

And it's by a 29-year old South Korean programmer who found a way to vent his own frustration with the crazy working world by making it into a mobile game. 

The goal is to "rise through the ranks of a nameless corporation by performing an endless string of mind-numbing tasks, while avoiding  a long list of fireable offenses."

I did a screenshot here after I passed the interview and did the tasks that the various levels of management told me to by yelling at me with exclamation marks. 

The more exclamation marks means the more yelling and critical the tasks are from the seniors in the organization. 

Here the added stressor is everyone is in "fever mode," because the president is in town, so now you are getting work from everyone and have to manage all the competing priorities. 

See me, the intern in the lower right corner with the work piled up on my desk.

You have to tap furiously on each task to turn them green and eventually make them disappear as completed.

In the game, you basically "get fired again and again in a cycle of humiliation and false hope." 

There are no less than "29 ways to get fired, including opening a box of donuts that doesn't belong to you,...addressing colleagues with the wrong level of formality, or failing to laugh hard enough at the jokes of a company vice president."

One game player said, "sometimes you just have to laugh at the futility of life" or in this case I think he is referring to meaningless work tasks. 

Mind-numbing tasks and yelling in the office are not what decent work life is about.  

It's no wonder that doing meaningful work, being treated with dignity and respect, and having the opportunity to learn and grow are some of the most important aspects of a satisfying job.

Then why get fired, when instead you can get promoted. ;-)

(Source Photo: Andy Blumenthal)
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May 15, 2011

Hooray For Motivation

Much has been written about the importance of meaning in driving a productive and motivated workforce.

Already in 1964, Frederick Herzberg's Motivation-Hygiene Theory differentiated work satisfiers (aka motivators) such as challenging work, achievement, and responsibility, from dis-satisfiers (aka hygiene factors) such as the absence of status, job security, adequate salary/benefits, and pleasant work conditions.

In other words, motivation is driven primarily by the underlying meaningful and the productive work, not by the context of the work such as the money and fringe benefits.

In that vein, Harvard Business Review in "A Spotlight on Productivity" in May 2011 describes how poor managers "unwittingly drain work of its meaning"--in essence destroying their employees motivation and their productivity.

1) Trivializing Your Workers Input--"managers may dismiss the importance of employees work or ideas." In a sense, this one is about marginalizing employees, their creativity, and their contributions and is extremely destructive to the employees and the organization.

2) Decoupling Employee Ownership From Their Work--"Frequent and abrupt reassignments often have this affect." Also, not assigning clear roles and responsibilities to projects can have this affect. Either way, if employees don't have ownership of their projects, then the productivity will suffer amidst the workplace chaos and lack of ultimate accountability for "your work."

3) The Big Black Hole--"Managers may send the message that the work employees are doing will never see the light of day." In other words, employees are just being forced to "spin their wheels" and their is truly no purpose to the "shelfware" they are producing.

4) Communication, Not--Managers "may neglect to inform employees about unexpected changes in a customers priorities" or a shift in organizational strategy due to changes in internal or external market drivers. When employees don't know that the landscape has shifted and moreover are not involved in the decision process, they may not know what has changed, why, or feel invested in it. Without adequate communication, you will actually be leaving your employees blind and your organization behind.

So while it is tempting to think that we can drive a great work force through pay, benefits and titles alone, the lesson is clear...these are not what ultimately attracts and retains a talented and productive work force.

The magic sauce is clear--help your work force to know and feel two things:

1) Their work--is ultimately useful and usable.

2) That they--are important and have a future of growth and challenge.

When they and their work mean something, they will get behind it and truly own it.

In short: mean something, do something.

To get this outcome, I believe managers have to:

1) Make the meaning explicit--Identify your customers, the services you are providing, and articulate why it is important to provide these.

2) Determine strengths and weaknesses of each employee and capitalize on their strengths, while at the same time coach, mentor, and train to the weaknesses.

3) When workers go "off track," be able to give them constructive feedback and suggestions for improvement without demeaning and demoralizing them.

4) Find the inner strength and self confidence not to be threatened by your employees actually doing a good job and being productive--that's ultimately what you've hired them for!

5) Recognize the importance of everyone's contributions--It is not a one-person show, and it takes a bigger boss to recognize that other people's contributions don't take away from their own.

6) Be a team and communicate, honestly and openly--information hoarding and being the smartest one in the room is an ego thing; the best leaders (such as Jack Welch) surround themselves with people that are smarter than them and information is something to be leveraged for the team's benefit, not weaponized by the individual.

There are more, but this is just a blog and not a book...so hopefully more to come on this topic.

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