Every day, as we participate in society, we interact with many people through our actions and exchanges. In the workplace alone, each individual carries out many actions that affect those around them as well as their own work. However, the outcomes of these actions are rarely achieved simply because we want them to be. They are usually influenced by many factors. For businesses and managers, understanding the factors that influence actions helps us understand why employees do one thing or another. From there, we can develop solutions or reorganize personnel and compensation in the most appropriate way, enabling the business to achieve the best possible results.
The factors that influence the outcome of an action are determined by the six layers of the iceberg. And, as with floating icebergs, the visible portion is always much smaller than the submerged portion.
1. The visible portion: externally observable attributes, collectively known as competencies, are formed by 2 factors: Knowledge and Skills. These are the 2 things we can observe through person-to-person interactions in the workplace.
– Knowledge – Knowledge: an understanding of the theory or practical aspects of a particular subject. Knowledge is usually accumulated through education and life experience.
– Skills – Skills: the ability to apply knowledge to carry out a particular task. Skills are usually developed through repeated practice, followed by the improvement of a particular action.
Thus, knowledge is theoretical understanding, while skills are the ability to put that understanding into practice. See more about competency assessment at: https://vienquest.com/uchida-kraepelin/
2. The submerged portion: the internal factors that influence actions in ways that few people can detect.
– Social Role – Social Status: usually shaped by occupation, position, educational level, wealth, and so on. Every individual in society has a need to express their social status. Therefore, an individual's actions need to be compatible with their position. (Example: wealthy people may avoid eating at inexpensive local restaurants.)
– Self image – Self-Perception: our thoughts and beliefs about ourselves. Inner beliefs are expressed through our outward image. This self-image greatly affects how a person behaves in a given situation. (For example, people with low self-esteem often blame their circumstances, while people with a positive self-image remain calm, handle the issue, and look for ways to improve.)
– Traits – Natural Traits: a set of descriptions of our most natural behaviors and the innate assets we possess. They are also like talents or seeds of potential. These seeds can be both positive and negative. Once we recognize them, we can choose which ones to nurture. These seeds have a particularly strong influence on career choices. These factors are considered in terms of how they are expressed externally and under what circumstances. (For example: which careers suit people with these traits, and why we have conflicts with colleagues.) See more at: https://vienquest.com/trait-map/
– Motives – Motivation: this is the deepest layer and has the greatest influence on each person's decisions and actions. It is what drives us to act and achieve a particular result. Even if we have the competencies and other qualities needed to work, without motivation we will not achieve the results we desire. Motivation also determines whether employees remain committed to a business. It shows us what makes us satisfied or dissatisfied with ourselves, our work, and so on. When a business understands motivation, it can use the right methods to increase employee productivity. Examples:
Dissatisfied with finances => motivate through KPI-based bonuses instead of increasing the number of days off
Dissatisfied with opportunities for excellence => provide additional training instead of increasing salary
Dissatisfied with work-life balance => consider increasing annual leave and organizing company trips, etc.
Conclusion: We need to clearly understand the factors that influence human actions so that we can use personnel appropriately for each position. When the right people are placed in the right roles, a business must initially invest time in assessment, consideration, and planning. However, what it gains in return is improved work performance and business growth. This is particularly meaningful during periods of volatility, because when personnel reductions are necessary while business operations must still be fully maintained, we need to know how to use our people as intelligently as possible.
Next article: Analyzing Motivation Based on Maslow's Hierarchy of Needs
Content Team, VienQuest Institute
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