Shanghai Tang
They are so passionate about their designs. They take it like its their life.
Tensions between seven in-house designers and key business managers as part of
the Product Committee Meetings us and them culture - are apparent in their
source of motivation, identity, purpose, and priorities, but also apparent with the
Buyers in the Retail Management Meetings.
Designers value creativity, aesthetics, and expression, whereas the key business
managers focus on market, costs, and efficiency. In sociology, we call this
contradictory or conflicting logics. Le Masnes challenge above all else is to
somehow align designers with the organizations vision, mission, and goals.
As per the quotes above, the designers are motivated by the opportunity to express
themselves in their creative work, the autonomy to do their own work, and the
possibility of recognition and esteem from key business managers, buyers, and in
their field more broadly.
Their sense of self depends on how (significant) others perceive them creatively:
recognition heightens their self-concept, whereas rejection damages it. In terms of
the broad drivers/needs, it is clear that Esteem, Self-actualisation, and Growth are
critical.
Professional Identities
Designers see themselves as artists and innovators/creators, and so, they find it
hard/inconsistent with their identity to mass produce designs expected/demanded
of them and what customers want.
Designers yearning for autonomy and self-expression suggest they are intrinsically
motivated i.e. driven to work for its own sake (e.g. interest and enjoyment,
expression, etc.) rather than for external rewards or to avoid punishment.
Satisfaction v. Dissatisfaction
Conflict between role/identities i.e. designers professional goals for creating novel
and self-expressive designs versus the organizations goals to satisfy
buyers/customers with what they want and expect, may cause decreased job
satisfaction.
Conflicting goals make achievement of same difficult, and not achieving goals may
create negative feelings towards the job i.e. low self-concept, a sense of self-
blame, etc. Also, the interpersonal conflict with dissimilar (significant) others and
not gaining recognition from (significant) others, also lowers self-concept.
Solutions?
Very briefly, the organisation needs a person who straddles both worlds and who
can align disparate personal goals to the organisations; the outgoing creative
director, Ooi, bridged creativity and business but what is needed is a buffer, a
translator, and champion of both sides.
Above all else, the intrinsic motivation of designers MUST be preserved for ideas,
designs, etc., to be generated and explored otherwise novelty/creativity will be
threatened.