FEAR IS NOT AN EFFECTIVE FORM OF MOTIVATION

While reading “Fear: The misunderstood component of organizational transformation” (Welbourne, T. 1995) old familiar feelings surfaced as I strongly disagreed with what the author was stating. I have often thought that the type of fear and manipulation corporate organizations use to motivate their employees is unethical and wrong. For this very reason, I have often quit many of my past jobs because I don’t take well to that type of management. The author comments that “Fear has the potential for motivating employees to change their behavior quickly and in ways that result in positive adaptations to transformation” (Welbourne, T. 1995) Although I agree that all actions within an organization should have consequences, thus negative consequences a predecessor to fear, I do not agree that using fear as a tactic to motivate people is commendable. Even though these studies indicate a high likelihood of change when subjects are exposed to fear, my question and concern is what future impact does it create? In my opinion, living in constant fear will lead to low self confidence and self worth and eventually it will transform into resent, retaliation or rebellion. For instance, take a child who has been exposed to a parent who physically or mentally abuses them. That is certainly a fear motivator, but what impact does it have on that child as he or she grows into adulthood? They may have failing grades, they may be socially withdrawn or they may have low self esteem. Eventually though, that child is going to grow up as big or as strong as the adult. Once they reach legal age to leave the home…what kind of relationship do they have with that parent? Do they choose to dissolve the relationship or continue it? Do they choose to retaliate with matched violent or emotional behavior? Or do they transfer that violent or emotional behavior onto new relationships they develop? Now, this may be an extreme case and certainly the article talks about an “optimal” level of fear; however, these are all important questions that must be evaluated when considering using fear to control something. A corporate organization that induces fear is creating a destruction path that will eventually bite them back. Employees are going to become dissatisfied with the tension, unease, high levels of stress and they may be more likely to hide mistakes or be dishonest. Some employees, like myself, will decide that a job like that isn’t worth it and leave the company. News will get out that the company treats their employees bad as disgruntled former employees share their experiences. In conclusion, I feel that people who use fear as their motivational tool do so because they lack the ability to properly lead. A good leader doesn’t force change. A good leader encourages change and people willingly do so because they are given respect, feel good about themselves, are confident and trust that their leader will make the right decisions.
In my current work setting, there is no one but myself to motivate. There is not some person looming over me or saying to me “come on you can do it”. The motivation for me is the personal drive that I feel from deep inside. It is the desire to succeed, the desire to make a path, the desire to overcome the obstacles that I encounter. I feel the greatest of motivation is not something that can come from outside, but rather something that comes from inside each and every one of us.
I think that motivational theories like the protection theory which uses coping mechanisms along with the event fear level to influence behavior are effective only if there is an understanding that the outcome isn’t a certainty but only a possibility. For instance, the example used in the article was the dental association showing gum decay and pain as a result from poor dental hygiene. The difference in this type of motivation is that first and foremost it educates the public on possible danger and offers advice on how to be proactive and prevent the outcome. I do not view this as a harmful level of fear motivation. Infact, I do not consider this fear motivation at all. I consider it prevention education. However it is called or whatever name it is given, I think that as an individual you know the difference between right and wrong. Using fear in the corporate world to provoke a certain action does not stimulate growth or build lasting relationships…it paralyzes a person’s ability to become their full potential.
Welbourne, T. (1995). Fear: The misunderstood component of organizational transformation. Human Resource Planning, 18(1), 30-37