La motivación de los empleados: más allá de la “zanahoria y el garrote”

Main Article Content

Ana Muñoz Restrepo
Marta Ramirez Valencia

Keywords

teoría de la autodeterminación, autonomía, competencia, vínculo, motivación, recompensas y castigos

Resumen

Este artículo obedece a tres objetivos principales. Primero, cuestiona el uso generalizado de recompensas tangibles (bonos, premios, obsequios, etc.) o castigos para motivar a los empleados y hace referencia a diversas investigaciones que demuestran cómo este tipo de incentivos no promueve una motivación intrínseca e incluso puede disminuir la motivación ya existente. Segundo, presenta la Teoría de la Auto-Determinación como un modelo alternativo para motivar a las personas en diversos ambientes. Este modelo define la motivación a partir del grado de voluntad o autonomía en los comportamientos humanos e identifica tres necesidades psicológicas básicas en los seres humanos: autonomía, competencia y vínculo. Diversos estudios empíricos demuestran cómo la satisfacción de estas necesidades se relaciona de manera directa con la motivación intrínseca y, por lo tanto, con una mayor satisfacción y productividad laboral. Tercero, propone tres estrategias que pueden ayudar a los líderes institucionales a satisfacer las necesidades psicológicas básicas planteadas por la Teoría de la Auto-Determinación.

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