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Office of Mental Health

Pillars of Success: Literature on Motivation

Creating a person-centered, recovery-oriented, trauma-informed culture in mental health services organizations often means changing leadership’s approach to management. Success in developing violence-free and coercion-free treatment environments calls for a management style that enhances engagement and empowerment of all levels of staff, and especially of people served by the organization.

The literature on business management now suggests that the traditional paradigm for promoting job performance and satisfaction (providing tangible rewards, such as pay raises, bonuses, and benefits, as incentives for work well done and negative consequences for unsatisfactory work) is less valid for assignments that call for creative use of intelligence and experience to accomplish significant organizational purposes than for routine, mechanical tasks that call for following rules and procedures. Sense of purpose, empowerment, respect, choice in how to do a job, decreased distance among employees, managers and staff members - these are some of the components of intrinsic motivation now considered effective in enhancing performance and satisfaction for jobs calling for creativity and self-management. These are also the approaches that OMH and the PARS providers have found effective in creating person-centered, recovery-oriented trauma-informed treatment cultures free of violence and use of coercion.

This fourth component of this toolkit is a set of thumbnail reviews of literature on the difference between extrinsic (rewards and punishments imposed by management) and intrinsic motivation (psychological rewards that come directly from doing the work) - and how to foster intrinsic motivation. Completing this section are concrete examples of how PARS providers applied the principles of intrinsic motivation presented in the books and articles.

Presentation and Resource Name Form
Pillars of Success: Motivation - OMH 2013 PDF Document