It is a fact that managers should accept their people perform better when they feel positive about their job. Many factors contribute to the motivational climate – from ensuring that a system is as sensible and convenient to people as possible (reducing negative policy/working conditions), to just saying ‘well done!’ sufficiently often (recognizing achievement).
The state of motivation of a group or individual can be likened to a balance. There are pluses on one side and minuses on the other. All vary in size. The net effect of all the influences at a particular time, decides the state of the balance and whether – overall – things are seen as positive, or not.
Changing the balance is thus a matter of detail with, for example, several small positive factors being able to outweigh what is seen as a major dis-satisfier.