Motivational Instruments

Objectives

• Motivational instruments are vital to the proper functioning of incubators, because they foster improvement in the working environment. However, human motivation is sometimes seen as a “magic formula” that can solve most organizational problems, which has led to widespread confusion. This Guideline outlines an appropriate role for motivational activities in incubator management and offers some example programs.
• A major difficulty is that there is no one strategy that will ensure that everyone’s morale (happiness) will be high. Research has found that motivational tools are not universal and common to achievement in all fields of work. We must take human differences into account, whether that seems convenient from an administrative viewpoint or not.
• Although motivational instruments are of relevance to improving the incubator, care should be taken when using them. There are a wide range of techniques and not all of them can be relied on for delivering the promised results. Therefore, special advice is the best option for those seeking motivational solutions.

Some Motivational Instruments

Training programs – training programs are aimed mainly at improving employees’ competencies and knowledge, which will allow the incubator to achieve its objectives and establish new and more ambitious ones. From the employees’ viewpoint, training programs are the means for professional progress, and training should encourage an employee’s self-development.

The training professional, in turn, should make employees aware of the importance of self-development and the pursuit of continuing education. The mission of training can be described as: integrating new employees; providing them with knowledge; and developing the behavior/skills needed for good performance of one’s job.

Aims:

• Comply with employees’ requests for improving knowledge needed to achieve their objectives.
• Comply with managers’ requests for updating the skills and knowledge of their staff.
• Comply with requests from the Director(s) of the incubator that all employees collaborate to achieve new goals.
• Assist in capacity building in specific areas for existing professionals or for new professionals who are joining the incubator.

Establishment of a Career Plan (jobs and salaries) In the Career Plan, all professionals and their job positions are listed and remuneration is allocated by level of responsibility, generating salaries suited to each individual’s role within the organization. The major incentive for incubators to develop a Career Plan is the pressing need to organize and professionalize incubators, and structuring incubators for growth.

Aims:

• Better use of personnel costs;
• Fewer legal problems;
• Avoidance of employee dissatisfaction.

Establishment of an incentive and benefits program – flexible benefits packages are seen as a valuable resource for attracting and keeping talented employees, because it gives them the freedom to set up a benefits package that will meet their own individual needs.

Aims:

• Maintain human resources satisfaction and motivation;
• Help improve the performance of employees.

Establishment of an internal communication program – Internal communication, also known as “endomarketing,” is one of the most important “products” of the Human Resources area. It guarantees that the incubator has employees that fully identify with the mission and vision of the organization – and consequently are inclined to help it achieve its objectives, at a profit and with social responsibility.

In order for the external market to respond positively, the incubator must guarantee that its internal market – collaborators / employees – is capable of fulfilling the promises made to clients. The internal effort for this to happen depends on various factors, such as stimulating tasks and a motivational work environment.

Aims:

• Encourage collaborators to respond favorably to the organization’s requirements in terms of absolute commitment to customer satisfaction

Responsible Parties

Incubator managers

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