Please provide a peer response to your below classmate post

• "What motivates you as a team member or employee? What motivates you as a leader or manager? Are you motivated by different factors when you are in a "worker" role compared to when you are in a "manager" role?

As a team member, I am motivated by the feeling of being appreciated. Feeling like my work is appreciated and I am valued. Hearing positive feedback, especially when I go above and beyond. Like Pink (2009) discussed, feeling like you have a purpose. Knowing that the work I do daily makes a difference in the organization. I would say that does still apply when I am in a manager role, but more what motivates me, is seeing my team succeed. Seeing the team come together for a common goal, and seeing each person achieve those goals, as well as grow in their professional development. One of the principals Quinn et al. (2015) discusses is creating a supportive team culture. This is something that I would stride for in a leadership role. This is something I appreciate in a worker role as well. I would say in a leader role it would be more about my team being motivated and then that would motivate me, rather than just worrying about what keeps me going.

• How do you learn what motivates your co-workers? How can you use this information to be a better motivator for your team?

One of the ways that I learn what motivates my co-workers, is by observation and communication. Informal interactions and team-building activities can provide insights into what drives each individual (Quin et al., 2015). Knowing what motivates co-workers, can help me be a better motivator because I have learned that insight about them. Having that open communication and dialogue and knowing what they need, can help me give them that.

• Describe and illustrate ideas in the video that can be applied to team members and to leaders.

Pink (2009) emphasized the importance of engagement and creativity. As a leader you can help foster this by encouraging team members to own their work, and work towards a purpose. This also encourages team work, everyone working together, and sharing their ideas and voices. Another thing he discussed was creating a culture of accountability. This can go both for team members and leaders. Team members can do this by taking ownership of their work, and being transparent in communication. Leaders can do this by also doing the same, by leading by example, and also creating an environment where open communication is encouraged, and feedback happens.

• Where do you find paradox in the exercises and readings for this unit

One of the paradoxes discussed in this unit was the need to maintain control while also fostering autonomy. Control is needed and a necessary thing. It is important for management to set clear goals, provide structure, and oversee the progress. However as highlighted by Quinn et al. (2015) if you allow team members autonomy and encourage self-direction that can lead to motivation and a boost in performance. You need to maintain control while allowing flexibility for team members to explore and grow.

Pink, D. (2009, July).The puzzle of motivation. Dan Pink: The puzzle of motivation | TED Talk. https://www.ted.com/talks/dan_pink_the_puzzle_of_motivation?subtitle=en

Quinn, R. E., Bright, D. S., McGrath, M. R., Thompson, M. P., & Faerman, S. R. (2015). Becoming a Master Manager a Competing Values Approach. Wiley.

-Kristine