Scarf

MOTIVATION with a masturbate twist The SCARF (an acronym for Status, Certainty, Autonomy, Relatedness, Fairness) posture, a brilliant gift of neuroscience invented by Dr. David Rock, is an arouse tool to understand an individuals social behavior in a group. The model is broadly based on two themes, Minimizing terror, maximising reward & Correlating several social experiences to primary social needs. sharp the SCARF model aids to understanding the drivers that cause a panic or beget a reward reaction thus modify an individual to implement the optimized interaction path with others.Though the other two articles on Managing the brain ( as well as sk etc.ing out the SCARF model) and Six thinking hats were fairly evoke reads, and reading about the SCARF model really grabbed my solicitude since I was now able to correlate a lot of management techniques/decisions I birth seen in the past to this model. Motivation strategies and the SCARF model have a close tie. Typi skirty moti vation is aimed at bringing about some form of reward response from the individual(s).I have sketched a few low-cost motivation techniques Organizations may implement during economic turmoil, relating them to the flagellum and reward responses of the SCARF model. 1. Communication little terror Uncertainty During economic down generation some Employees fear uncertainty. There is a baseline fear of losing jobs, taking pay cuts or being transferred to other departments. Reward solvent Motivating Employees development the open communication tool, giving them the reward response of certainty, minimizes this threat.If an Organization chooses to gun increments, bonuses or promotions it blend ins imperative to clearly communicate its rationale to the Employees. Employees always advise a gauzy management style in matters that directly squeeze them. 2. Leadership curse Autonomy During low performing quarters Organizations do not want to go wrong anywhere. This fear is at times i s converted to micro management, increased rigidity in rules and a so called Authoritarian behavior which is perceived my the Employees as a threat to their impropriety Reward Response Motivating Employees during these tough times atomic number 50 become even to a greater extent critical.Targeting Employee strengths and assigning project ownership accordingly can help reduce this threat. Giving the Employees an opportunity to avail of flexi-time can also create autonomy. 3. Appreciation Threat Status In a gruesome economy Organizations face budgetary restrictions thereby making tough decisions of promoting sole(prenominal) a handful of Employees. But what about the rest? They too have worked as hard as the others. These Employees certainly face a status threat in the Organization. Reward Response Employers should take time to assess good work.Appreciation can be done verbally during team meetings or via e-mail, marking a copy to the entire Department. A simple but meaningful thank you via e-mail can prove to be a very effective motivation tool. Employees feel internally rewarded and motivated when they notice their work is valued and recognized in the Organization. 4. Low cost events Threat Relatedness Organizations tend to become very competitive during a tough economy. plenty are faced with competition within the Organization.Often Employees are shuffled between departments to optimize the productivity. People who move to the new departments often face the threat to relatedness, as they in turn are perceived as a threat to the existing members of the department. Information sharing with the new members could be limited. Reward Response In this situation an Organization should dedicate some time to look at low cost events to increase the organizational citizenship behavior (going beyond the call of duty) not only inside departments but also outside departments. E. . choose a ballot box in the office and encourage race to thank each other for any activity from which the other soul benefitted (not directly related to work) for e. g. Thank you Mary for sharing the sales figures for detain month, this helped me come up with the forecasts quicker than expected. Every Friday call for a thank giving event where these papers are read out in front of the organization and each one gets small rewards like chocolates, donuts, pens etc. This will increase the reward response for relatedness and status. 5.Performance Based Pay Threat Fairness It is a challenge for the Employers to be fair in price of the financial rewards given to the Employees. An Employee often gets demotivated when he/she hears that their colleagues are being paying more than him/her especially when they feel that they are putting in more effort and yielding a greater result for the department. Reward response To curtail this threat to fairness an Organization should have a transparent performance based pay structure. This structure should be known to either Emp loyee to beget transparency.Finally I would like to say that motivating Employees is important for every(prenominal) Employer, at all times. An Organization does not need to invest in expensive trainings, huge increments or even arranging extravagant spend packages in order to motivate its Employees. Motivation has a strong cast out correlation to the threats that an Employees faces in an Organization and if those threats are identified correctly and extenuate using the SCARF principles the overall productivity can be enormously boosted.