Meritocracy as a motivational factor

Posted by Mereo
at Wednesday July 25th, 2012.

Lately, much has been reported about scandals involving the most diverse types of political cronies in various spheres of public administration, whether servers or not. And what does this have to do with meritocracy and motivation?

For those who favor such benefits may not represent much, because the only thing that moves such people is sure to be among the “winners”, even if it is achieved at any cost.

However, for servers, employees and other employees of the house, it becomes a desmotivacional factor, in that there is the feeling that the law and order are valid for the “enemies”.

Meritocracy as a factor motivacionalHá several theories that lecture about what motivates human beings to do something. One is the Theory of Two Factors, Frederick Herzberg. According to this theory, the factors that lead to satisfaction (motivational said) are different from those that lead to dissatisfaction (hygienic called). Also according to the theory of Herzberg, the motivational factors are related to factors linked intrinsically to us, while the hygiene factors are extrinsic to us. Therefore, not only is it well pay an employee, he will correspond with all its potential. It should wrap it with something that brings you professional and life direction.

And where does the question of meritocracy same? Just the perception of recognition that the individual has on the organization where it operates. If the employee understand that, no matter how hard he tries, will not be valued by the institution, the less he will be satisfied and, consequently, the greater the effort that they will need to employ to fit the situation, which will inevitably lead to a physical and mental stress. Thus, the productivity of the individual and reduces absenteeism and turnover tend to grow. Who loses with this is the organization, because it loses a body of knowledge that costs time and money to fully replenish. And there’s Knowledge Management policy that is more than a loss.

Regarding the Public Administration, the Federal Constitution deals with some principles inherent in it in art. 37. For the server or public employee, such devices serve as a beacon to assess when there is merit in the organizational environment where it is inserted. Moreover, we can not forget the role that factors such as favorable organizational climate, challenging jobs and be sure that the institution does not condone corruption and parasitism have as motivators of individuals.

Therefore, if we want to talk about efficiency in public administration, as preaches that article of our Constitution, we should not forget that inefficiencies can not be brought into the heart of Directors in the form of favoritism because it multiplies the effects of inefficiency brought in the form of non-satisfaction of employees of the house. So lose employees, public organizations and the taxpayer who paid heavy taxes to keep the “cut”, as it is made of “silly” by “cutting”.

The solution to this is simple: respect the Constitution, the establishment of a culture in Direct and Indirect Public Administration that preaches values as recognition, respect, transparency and continuous improvement, and especially an exemplary attitude of the public bodies and entities executives.

The Constitution, the motivation of employees and of course the taxpayer’s pocket will thank you.


By Peter Papastawridis –

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