Organizational Collective

Motivation

Athulya Santhosh
P19179
 OD PRACTIONER

Jennifer A. Hitchcock and

Jacqueline M. Stavros
“How do you motivate not only individuals but
the whole organization collectively where
individuals, teams, and working groups may not
be in the same location?”

ORGANIZATIONAL COLLECTIVE MOTIVATION

EARLY STAGES
Collective Motivation

• 1980’s – Use in work settings

• Expectancy theory (basis)

Organizational Collective Motivation

• 1994 – Ms. Black

• Individual based belief Collective Motivation

• Other Researchers Collective belief

CASE STUDY
 Conducted at a govt. organization (public
sector)

 Reason for selection : History of adaption to

change

 Subject under study : Members holding

leadership positions (future top level
management)

 Data collection: Open - Ended interviews

RESULTS

 OCM includes both individual and collective

beliefs

 Findings:
1. Meaning of OCM
2. Elements of OCM
MEANING OF OCM
Organizational Aspects

• Reason for existence ?

• Mission and Vision

Leadership Aspects

• Leader’s ability Both Individual and Collective motivation

• Ideal Qualities:
o Open-minded
o Transformational
o Directive and effective at attaining goals
Job Aspects

• Design of the job

• How it is perceived by the members

• Examples from the study:

• Working on a big project

• New Job v/s Old job – exciting
• Project of value to organisation
ELEMENTS OF OCM

Organizational Influences
• Job Design
• Leadership
• Organizational climate
• Organizational Culture
• Organizational vision and
mission
• Situations affecting the
organization
Beliefs
• Collective efficacy
• Norms and values
• Identification with the
organization
• Individual, collective, and
organizational beliefs

Commitment
Collective Reason
• Goal setting and commitment
• Group cohesion
• Expectancy of effort and outcome
• Empowerment
• Rewards – intrinsic and extrinsic
• Engagement
• Purpose beyond self
• Collaboration
• Collective goals
RECOMMENDATIONS
Individual and Collective Aspects to be understood

How?

1. Individual level – identify what motivates them

• Establishing organizational norms and values – SOAR
• Help identify with the organization – self concept & org. identification
• Having a voice
• Empowerment
• Rewards based on expected outcome
• Commitment as a result of engagement

2. Collective Level – surveys, focus groups, etc

• Implement social aspects that collectives would prefer
• Mixing the collective well – new ideas, perspectives
• Collective efficacy + Group Cohesion
• Freedom to decide medium of collaboration
RECOMMENDATIONS
Implementing 19 elements of OCM

• Not to be implemented at once, but gradually – to sustain

EXAMPLES:

• Goal setting and commitment

• Collaboration center – both physical and online
• Training
• Clarity about type of reward that motivates individuals as well
as collective
• Promoting individual and collective inputs
• Utilizing social aspects to identify with the organization

“Results to date include the organization operating more collectively, people

are much more engaged and committed, turnover of employees has slowed,
and they are delivering projects successfully, which has resulted
in more resources allocated to the organization.”
THANKYOU