How To Tell Waiter You Dont Have Enough To Tip Motivated to Motivate

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Motivated to Motivate

I once took my kids to a local restaurant in Buenos Aires to have ice cream. Mahogany doors, hand painted ceramic tiled walls, classic Italian furniture and smartly dressed waiters set the mood. As you can imagine, the idea of ​​testing their three-dip waffle cone motivated me.

The waiter brought the ice cream to our table, set decoratively on a glass dish with swirls of brown chocolate syrup curling around the bowl, a tube of chocolate tucked into the ice cream and a fresh cherry resting gloriously on the top of the mound of white ice cream. creamy joy: it looked stunning.

I dug into it with my spoon and was ecstatic when it happened. I felt something sharp and hard on my tongue. I put my hand in my mouth and pulled out a fingernail!

The waiter offered his deepest apologies and offered to bring me more at no extra cost, but, for some reason, I had lost the motivation to eat the ice cream.

How many talented employees lose motivation due to a bad experience? Assuming the company has a good product and customers who want its product, the leader’s ability to motivate people may be the next most important organizational skill. For years, researchers have recognized motivation as a key factor in organizational success. [1]

Managers, however, often don’t pay enough attention to what motivates people. Several things contribute to this. They may just feel they don’t have time to invest in motivating others, so they take the easy route of depending on their positional authority. They may be fatalistic about human nature; they see people as rigidly set within a motivated or unmotivated personality type. They may not believe that they can actually influence the motivation of their employees.

One of the most significant reasons leaders don’t care more about motivation is that they simply don’t understand how valuable motivated employees are to an organization. However, research has consistently linked a motivated workforce to economic benefits for an organization, including

  • Increased productivity,
  • Increased profits (always a good thing),
  • A more pleasant working environment,
  • More cohesive teams, e
  • Reduction of absenteeism and employee turnover.

In my years of working with Christian organizations in the United States and South America, I have learned that motivation is not an easy thing to achieve, but I have also learned that it is incredibly important. In this time when people are struggling with unemployment and rising cost of living, people can tend to lapse into a lethargic existence. In these times, the skills to motivate others become even more urgent.

Fortunately, it’s not a new topic, and we can learn from those who have invested their careers in human motivation research, including names like

  • Frederick W. Taylor
  • Max Weber
  • Abraham Maslow
  • Mary Parker Folletto
  • Elton Mayo
  • Lilian Gilbreth
  • Douglas McGregor
  • Kurt Levin
  • Rensis Likert
  • Kennet Blanchard

As leaders, we should become students of human motivation, willing to invest in learning motivation skills. We should be studying what makes people tick, and how organizational culture, structures, and even leader behavior can subtract from or add to a company’s motivational bill.

Notes

[1] See for example Casey, Rickey and Jay Robbins, “Benefits of High Internal Work Motivation Comparing Retail Sector to Manufacturing”. Diversity Management Journal. vol. 3, no. 3 (2008) and Becchetti, Leonardo, Stefano Castriota and Ermanno Tortia. Productivity, “Wage and Intrinsic Motivation in Social Enterprises”. Economica WP Series, no. 16 (2009).

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