Leadership Handout Series

Factors That Affect Motivation

Before a leader can effectively stimulate motivation within his/her group and/or individual members, s/he must be aware of the factors that affect motivation. Students get involved in organizations in order to fulfill certain feelings, values, interests, or needs; such as recognition, approval, security issues, acceptance, seeking new experiences, meeting new people, or building their self-esteem, etc. If we do not allow our group members to address their needs then they will not stay motivated enough to maintain the high levels of performance needed within the group.

Why Volunteers/Group Members Lose Interest

Little or no chance for personal development or growth
Unclear group goals or discrepancies between group member expectations in membership and the reality of the situation
Lack of praise, rewards or recognition for their involvement
Feelings of inadequacy or that they are powerless to make a difference in the organization
Job tasks are too routine or mundane; there is no variety offered
Lack of support from other group members or tension among them
Lack of prestige related to the task or group
Lack of opportunities to demonstrate initiative and creativity

Why Volunteers/Group Members Remain Committed

There are opportunities for personal development and advancement
They are involved in the group processes, like problem solving, goal setting, and decision-making
Their personal needs are being met and they feel appreciated
They receive private and public praise, rewards, and recognition
They can see that their presence does make a difference and recognize that something significant will be produced by the group
They feel capable and informed enough to handle the group tasks
There is a sense of acceptance, belonging, and teamwork among group members

Seven Factors in Motivation

In any group or organization there will be a tremendous diversity of interest and motivation for belonging. As a leader, it is important that you understand your own motives as well as those of your group members. In addition to the personal factors involved, leaders must also be cognizant of certain factors about the group itself that affect their ability to motivate the group as a whole. There are seven basic factors that affect our ability to motivate the group, organization or committee:

Group Size: A group should neither be too large (impersonal) nor too small (overworked).
Group Goals: Even if the purpose of the group is predetermined, it is important that group members be a part of the organizational goal setting process and help establish the group's direction.
Competencies of Members: Leaders must attempt to match individual skills or interests with group tasks. Members should also be provided with the proper resources and information to do those tasks.
Leadership: Participatory and empowering leadership motivates best. A leader should know his/her leadership style and let his/her group members know it also. Leaders must also be cognizant of the stages of group/team development (i.e., forming, storming, norming, performing, and adjourning). Public and private praise, rewards, and/or recognition must be given to group members at appropriate times.
Meeting Time and Length: The meeting time and length should be conducive to the group members attendance. Meetings should be productive, and when necessary, ice breakers should be used to promote team building within the group. If there is nothing to cover — then don’t meet.
Publicity: The group's activities and its respective membership should be visible to everyone on campus. Improper publicity, or lack thereof, will diminish the significance or importance of the group’s contributions to the campus.
Social Interaction/Fun: Groups should be as informal as possible with plenty of opportunities for relaxed interaction among group members. It is important for individual members to develop a sense of belonging and acceptance with the other group members and group goals.

Now that you know the factors that affect both personal and group motives within the organization, it is important that you now set the stage. What do group/committee members need or expect from you as a leader? What type of leadership presence should you maintain? As in most cases, a common sense approach incorporating the group motivational factors is probably the most effective method to stimulate your group member’s participation in your organization. For instance, if you want to be adept at motivating your organizational members you should:

Expect a great deal from your organizational members. They will either live up or live down to your expectations.
Explain exactly what you expect from your group members, especially if your organization or committee is in the early stages of group development. Communicate frequently.
Emphasize the importance of good work habits and time management.
Lead by example. Be an unrelenting role model and practice what you preach.
Look to yourself first if trouble occurs. Don't blame others or get angry.
Show your appreciation both publicly and privately. Praise even the smallest accomplishments when appropriate.
Keep your group members aware of the opportunities that exist for them within the organization (i.e., leadership positions).
Let your members have a good time while the work gets done; and don’t forget to join them.