In a management perspective, one of the tasks to be run by a leader is trying to motivate each individual to lead in order to have a strong motivation in performing each task and work, so it can be produced on turn superior performance. For example, to improve the performance of teachers, principals or school superintendents are required to be able to foster and enhance the work motivation of teachers. Similarly, to improve student performance (student achievement), a teacher is required to be able to foster and enhance students’ motivation to learn.
Efforts to motivate (Motivating) individuals can be done through various ways. According to Huse and Bowditch (1973), there are three models to motivate someone, namely: (1) model and the threat of force, (2) economic models / engines, and (3) open-system model of growth.
Which we will discuss here is the first model the motivating force and the threat of a model (a model of force and coercion). This model is a model of the oldest and very simple to understand or look human. This model is practiced by forcing motivating other people (either by action or verbal) to behave in certain ways to use threats, intimidation or other forms of repressive by using force (power), it has.
Assumptions underlying the model of motivational models and the strength of this threat is that someone will work (learning or behavior) well when cornered in a situation where he can only choose to work or punished (Huse and Bowditch, 1973).
This assumption is in line with the assumptions underlying its theory of X-McGregor, that man is basically lazy, like to avoid the duties and responsibilities, and if not intervened and threatened by superiors, then he will be passive. Therefore, for someone willing to work he should be forced (Carver and Sergiovanni, 1969).
Threat Model and motivational power by some often referred to as dead-end strategy, namely that the strategy had to be used when the leader was feeling desperate (or just lost his mind?) To change the behavior of those they lead.
At first glance, the motivational model of anxiety spread looks very effective way to motivate someone. Through specific threats and intimidation, people will be obedient and to work in accordance with the rules set (or perhaps precisely in accordance with the wishes).
But behind that need to be aware, motivating the use of force and threat models turned out to make people unhappy and can damage a person’s personality. With the continuous threat, people will feel able to develop their potential, experience dullness of thinking, and under stress (stress).
In the context of school, Les Parsons in his book Bullied Teacher Bullied Student explores bullying in the school of the student, teachers and principals. He said that bullies are deliberately intended to hurt someone physically, emotionally or socially and bullies often feel his actions were justified.
In the context of the business, results of research conducted by Dr. Nicolas Gillet, from Universite François Rabelais in France showed that managers who use the threat as a way to motivate employees, tend to have a negative impact on the welfare of employees.
If it’s been like this, then the result of motivational efforts will be reversed, should be able to improve performance or achievements that occur even better is the suffering and damages the personality.
Therefore, to become a successful leader as far as possible we should avoid the use of force and threat motivating these models. Use other ways of motivating a more humane, which can make people happy, able to innovate and to optimize all the potential.