Skip to main content

The Systemic Motivation Model

Submitted by on
Systemic Motivation Model by MotivAtWork

Understanding the systemic influences of individual motivation is the first step.

Applying the "drives" that amplify these influences is the second step towards greater employee mobilization.

Whatever the type of leadership,
Whatever the organizational model,
Whatever the management style,
We will always need

The "M@W" systemic motivational model has been designed to address several errors related to motivation in the workplace.

It is used both to assess the level of employee motivation and to identify and activate effective "drives", by applying them at the right organizational level.

The 5 principles of the model

The 3 levels of organization

Individual motivation is not the same as team, departmental, or company-wide motivation.

We, therefore, need to distinguish between "drivers" according to the organizational level to be stimulated.

The permanence of feedback

Without feedback, motivation is impossible.
Feedback is the reward for work accomplished.
Whether it announces a positive or negative result, it enables the employee to re-evaluate and optimize his or her work.

Motivational continuity

The model ensures continuity between organizational levels (horizontal continuity), as well as the evolution of motivation, from satisfaction to commitment (vertical continuity).


Too often, motivation is considered in the short term.

Yet the medium term is a very important objective for ensuring the company's long-term viability.

Shared responsibility

Employee motivation cannot be the sole responsibility of the company.

While the company must take responsibility for stimulating employees, it is up to the individual to take responsibility for his or her own level of motivation.