It highlights globalization as an emerging process, changes in the world economy, the imposition of models of life and thought transmitted by the mass media, information as a source of wealth and power, the increase in technological advances; the obsession with efficiency and competitiveness; and global competition: with the consequent standardization of trade
Maritime Port Congress. 19-20 Guatemala 2015
We will begin by characterizing the contemporary environment and the challenges it presents for port processes
Against this background, motivation is absolutely essential for the human being, particularly in port work settings.
Port organizations have great influence on the competitiveness of countries.
In Guatemala, port competitiveness not only depends on:
Its good natural conditions, infrastructure, laws and regulations or favorable commercial negotiations
It depends on the quality, professionalism, love with which its talented leaders and collaborators work.
Which is closely related to the actual state of your motivation.
Hence the importance of addressing the increased motivation of people treated as talents: a vital resource in port organizations.
The word motivation, etymologically means: motus, motivus, move, set in motion.
Talent needs movement, physical, intellectual and emotional.
Taking into account some definitions in this regard, we could expand the concept from complementary perspectives such as:
It is the will to make a great effort to achieve the goals of the organization, conditioned by the capacity of the effort to satisfy some personal need.
Internal strength of the person, developed from external impulses that allow an action favorable to the fulfillment of objectives and goals.
Internal state that activated by external stimuli congruent with the individual needs of people, causes a synergistic dynamic, leading to unlimited effort and management to achieve the proposed objectives (Jover 2015).
We confirm that the human being can be self-motivated and its effect is very important for himself and for others.
But additionally you need external stimuli to complement your needs, as well as achieve efficient work performance together with your personal satisfaction.
This is why the organization must motivate you to achieve your full satisfaction.
Motivation is a process that includes: Unsatisfied needs and desires that generate tension in the human being, and in turn produces the strength and impulse, the desire, the illusion, to mobilize, assume a behavior tending to satisfy the need or desire and achieve satisfaction.
In the work process there are different attitudes and motives related to the willingness of the person to work on what they like, and assume the confidence that they may be able to achieve the achievement with their effort, with optimism to achieve the goal, with the necessary resilience, perseverance and energy in the face of obstacles, until reaching it.
In our port organizations we must implement a motivational sequence that includes:
Identify the nature of the individual needs of people, the basis of implementation of intelligent motivation strategies.
Develop motivational action plans according to the individual needs of the collaborators first and the collective ones for all the staff later.
Implement incentive programs for results according to performance in meeting the objectives and goals.
When taking into account the benefits of work motivation, we observe that: it stimulates satisfaction with results, Provides incentives for action, generates high work performance; improves teamwork; humanizes interpersonal relationships; increases awareness of the quality of work to be done; generates high work performance and improves quality of life.
Since motivation is a process, we must be clear that it is not an act, a moment or an isolated, punctual or independent action, but rather an interactive, systematic and circumstantial set of actions.
And it is a very particular process because its result is related to the reflection of the individual's personality and the impact of their interaction with the environment. As well as other factors as diverse as age, sex, culture, etc.
Work motivation will depend on two factors: How the person stimulates himself and how the work environment stimulates him
Society needs to intelligently motivate human talent, and precisely because we all carry an internal talent: It needs to be identified and intelligently stimulated. That is our task and that of our organizations !!
The personal role of human talent is the fundamental link in the port's organizational reason for being.
Knowing how important a role we play is essential individual motivation for competitiveness.
Talent implies a mix of diverse qualities.
It is an interesting paradoxical conjunction of "Knowing, knowing how to do, knowing how to be, wanting to do and being and being able to do and be"
Human talent refers to intelligent people for a certain occupation, or hobby, who demonstrate the ability to understand how to solve problems in an occupation, with their abilities, skills, and attitudes typical of talented people.
And it is also aptitude to operate competently in an activity due to its adequate attitude manifested in the disposition for the good performance of the occupation.
Talent is made up of not only knowledge, wisdom, intelligence, creativity, reasoning, but also skills, abilities (Cognitive competences) linked to commitment: attitudes, temperament, personality and effort identified as personal competencies. Enriched by power: values, decision and the personal capacity to do so, known as executive or leadership competencies.
What there is no doubt about the complexity and comprehensiveness of the possession of personal talent.
Although many consider them synonymous, there is a very close relationship between talent and competition.
Talent is a characteristic of the personality turned into behaviors demonstrating competence, which generate a successful performance in a job, profession or hobby.
Competencies are underlying qualities within the individual, which are visible in the excellence and competitiveness that they demonstrate in their work behaviors.
The factors that mobilize talent are: sufficiency, experiences, motivation, interest, self-esteem, vocation, aptitudes, health and self-realization.
Being the talent, therefore: very complex sufficiency.
Because it is related to skills that express sufficiency or suitability to obtain and exercise a suitable job, creativity, ability to solve problems efficiently.
And also related to attitudes that imply commitment, assertive communication, teamwork, willingness to perform well.
There are different manifestations of talents depending on functions, objectives and contribution of added value to the organization: thus we can refer to Relational, Commercial, Administrative, Leadership, Technical, Innovative, Entrepreneurial Talent.
The possession of human talent is a dynamic result of the interaction between the individual and the work context
It facilitates the deployment and application of the knowledge, attitudes and skills that the person possesses, according to the needs.
It allows a person to demonstrate satisfactory performance in various aspects of their job performance.
And it is a peculiar mixture of: "I know how to do, I want to do it and I can do it.
In this century the intelligent management of talent by organizations is strengthened.
Manifested in the ability of companies to attract, motivate, retain and develop the most competent collaborators, to convert their individual talent, through an exciting project, into Organizational Talent.
Proactive organizations discover the talented professional "committed who applies their skills to obtain superior results in a given environment and organization."
They identify the human raw material that must be intelligently processed to generate organizational talent.
Human talent is the most important resource in organizations because it provides the creative spark capable of efficiently optimizing and transforming the rest of the resources in any organization.
Channel the efforts, energy and conduct towards the achievement of the objectives.
Provides motivation, competence and personal commitment to achieve organizational goals.
Your active participation depends on the care and treatment you receive from the organization.
For what is necessary: Ensure their constant motivation and growth, impact their commitment.
And constantly promote creativity, innovation, teamwork, effectiveness, satisfaction and support for the training of its staff on a permanent basis.
Some Tips to motivate yourself at work can be:
Set realistic goals that include a plan of action, implementation, and follow-up.
Make a habit of self-rewarding your partial achievements with small awards and your total achievements with significant awards.
Give real importance to time, avoiding procrastinating tasks, Identifying their feelings of achievement by enjoying doing them on time.
The ABC of organizational motivation for human talent that recommends
- Create an internal image of the company in the minds of each talent Clarify the importance of their role Characterize and know in detail each one Assign roles according to talent Stimulate according to real needs Award performance Manage a relaxed and equitable environment for all Commit and enable their development and growth
In my personal-professional experience:
After 42 years of work dedication, my current professional reason is to share my personal and professional experience, stimulating the development of intelligent talent in organizational areas of different countries. This motivates me and fully satisfies me.
Through what and how?
I accumulate 137 services in 8 Central American countries in which I have had the great satisfaction of collaborating in the training and development of hundreds of young people, women, managers, professionals, technicians and students. And at the same time learn extraordinary experiences generated in the interaction with various media.
Consulting Services: Diagnostics; Reengineering, Consulting in the Design and implementation of Projects.
Training Services: with a focus on developing competencies according to organizational needs and a modality of Intelligent Leadership Training in organizations and academic institutions.
Teaching University Teaching: Postgraduate, Master's
Degree Seminars
With the particularities
- Specialization in the port and university market Diagnosis of business needs Personalized, dynamic and participatory service Scientific base with high pragmatism in adjusting to interests and possibilities Added value: training of leadership competencies of participants Characterization test, group dynamics Impact on organizational climate Establishment and training of internal project teams Delivery total
In particular, making modest professional contributions such as:
- The Jover Methodology for the Design and Implementation of Problem Solving Improvement Projects: PSP organized in 3PHASES: 17 STAGES
Consisting of:
Its distinctive peculiarities endorsed by customers are:
- Systemic approach: comprehensive problem analysis according to its complexity Process approach: interactive analysis of phases / stages: problems / solutions for organizational improvement Assisted training in the systemic use integrated into the PSP, of quality tools, as support for arguments and proposals problem-solving skills. Develops analytical skills, teamwork, and scientifically-based support for problem-solving proposals. Eliminates improvisation in problem solving.
Results achieved:
Designed and implemented in some cases more than 100 projects in numerous organizations in Cuba, Mexico and Guatemala with numerous guarantees of satisfaction received from client organizations
Diversity of results of the implementation of improvement projects in:
- Increased productivity of ships Improved productivity in empty transportation Work climate in ports and customs agencies Committees for the development of teamwork Educational innovations in the implementation of skills Improved business communication
Another positive experience has been the delivery of Motivation Workshops for intelligent leadership through the development of skills in port companies, customs agencies and Universities
Leadership in multiple sectors: Children, Women, Youth, Innovative, Business and Educational
With enriching experiences and recognition from the institutions and satisfaction of participants
What do we have left?
Continue to intelligently motivate that visible talent and even more that which exists but is not evidenced by lack of motivation, which is one of the most important challenges of this century.
Identifying it, developing it and committing it with its competent participation in solving the dissimilar areas of opportunity of the maritime port scenario, is our great challenge
Thank you very much for the honor of having been invited to participate in this Congress and even more so for the pleasure of having your kind attention.
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