Bob McKenzie
was one of many who won

“The Man of
Steel Award”

as a recognition as someone who has helped Jacksonville develop into one of the fastest growing business markets in the United States

Anchor Magazine and
Brain Media Group at
an Awards Banquet
held on March 1

Services Include:

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  • Unemployment hearings
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  • Compliant recordkeeping
  • New employee orientation
  • Safety programs
  • Training and development
  • Implementation of Human Resources Information Systems
  • Mergers and acquisitions due diligence
  • Benefits administration
  • Recruitment assistance
  • Compensation administration
  • Discipline and termination
  • Coaching and counseling
  • Performance management
  • Employee surveys

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4237 Salisbury Rd, Bld 1, Suite 112
Jacksonville, FL 32216

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Being in Human Resources for 35 years and graduating from college with a degree in organization behavior, I think I have studied every theory on leadership and motivation that has ever been written. And my feeling is that most of them are not very motivating at all and do not really define leadership.

There are so many people out there who have made millions of dollars with very simple ideas on how to get people to do what you want them to do. There's Maslow's Hierarchy of Needs in which people must satisfy their physiological, safety, and social needs first before they get to satisfying their egos and reach self-actualization. Then there's McGregor's Theory X/Theory Y in which the X managers believe people hate work and rely heavily on threat and coercion to gain their employees' compliance, while the Y managers believe people generally like their work and that doing a good job is a strong motivator.

Herzberg's Motivation-Hygiene Theory has some merit to it as he states people are motivated more by the type of work they do. Herzberg believed that job satisfaction and job dissatisfaction work independently of each other and that true motivation comes from within. What most people think are motivators such as money, benefits, working conditions and social relationships are what Herzberg dubbed as hygiene factors. These factors only keep employees working with you. They are extrinsic to the work itself. The real motivators are the intrinsic factors such as challenging work, recognition, responsibility, achievement and personal growth.

Other concepts such as the Equity Theory which states that the amount of effort is proportional to the amount of the reward (duh!) and employees who find out that a co-worker is earning more will become disgruntled (double duh!!). And last, The Expectancy Theory – if I work hard and do a good job I will be rewarded. Sorry this is not so anymore – not in this economy.

Bob's Common Sense Theory of Leadership

1. You can only motivate people who want to be motivated.
You have all seen them. The people who hate their job. And then in the same organization, there are those who continually jump in with both feet. Why is this? It's simple – some people are just not suited to the job they are doing. People who enjoy what they do are more apt to do it better. This is not something that is new or different, just plain common sense.

So your challenge is to find those people who are fascinated by the work your company does – not just the people who are looking for a job – any job. What makes them tick?

Then there are others that just plain dislike working – period. Let them bring another organization down because you will be wasting your time trying to get them moving.

2. A Leader Needs Followers
Here's another great example of common sense leadership. How many people have you known who think they are leaders, but when they say, “Hey, follow me.” No one is behind them? The leader is one who creates trust and enthusiasm in people. Followers must believe in the leader – that the leader will support them when needed. When this happens, the follower will bend over backwards to help the leader. TRUST in the leader is essential.
Some leaders are like a flash in the pan. They lead until the trust is broken. The undercurrent starts as in the Rock Opera, Tommie, by the Who when the participants in the Pinball Camp start whispering, “We're not gonna take it," repeatedly until they shout it from the rooftops.

3. People can only be motivated if they believe in what they are doing.
As the old saying goes, “You Gotta Believe.” This is also a bit different than item #1 above. This factor is more in line with the entire business and the product or service being provided. People have to believe that what they are doing is a worthwhile endeavor. Who wants to work on something that they feel has little value?
As business leaders, your challenge is to maintain relevance of your product or service. Otherwise, people leave looking for something more rewarding.
It's just common sense.

4. A leader is a natural motivator of the right people.
No matter how hard you try, Rush Limbaugh will never become an Obama Supporter. So if you are the leader of the Democratic Party, do not recruit Rush to be your spokesperson. It just won't work.

Most hiring and retention decisions are not this easy, so your challenge is to find those people with enough similar traits and beliefs as you have. These people will strengthen the culture of your organization.

If you have the right people, the rest is simple. Just plain old common sense.

Ending Question:
If common sense is so common why do so few people have it?

Ending Answer:
Because we have too many empirical studies being performed by the people who have not lived life's experiences.

Think about it and have a great month.


Members of TeamMcKenzie
Chuck Petruska – Senior Advisor
Peggie Leitereg – Senior Advisor
Terrie McDonald – Client Services Specialist
Andee Sparrow – Director of Business Development



Thank you for reading The McKenzie Mailer.


Bob McKenzie, President


March 2012
Bob's Common Sense Theory On Leadership
February 2012
Don't be Complacent When it Comes to Compliance
January 2012
Optimism is Flowing
October 2011
UH OH!! Turnover is Starting to Rear Its Ugly Head Again.
May 2011
Small Business Week and Government Agencies are Being a Grinch
April 2011
I Want it All and I Want it Now!!
March 2011
Leadership Essentials
February 2011
Where's the Leadership Fad?
January 2011
Equal Employment Opportunity, Affirmative Action, Diversity. Where does it end???
December 2010
It is That Time of The Year
November 2010
The Department of Labor is on a Mission You have to be Careful Out There
September 2010
Following the Crowd is a Good Way to get Lost in it
August 2010
Customer Service Is Your Competitive Advantage
June 2010
Social Networking – Be Careful out There
April 2010
Is That a Light in The Tunnel?
January 2010
What's Your Theme Song?
December 2009
2009 Was Definitely a Murphy Year
August 2009
Swine Flu Preparations - Knowledge of Risk is the Best Course of Action
July 2009
Are Rising Healthcare Costs Making You Sick?
June 2009
Diversity – Who Cares?
May 2009
Why the Huge Increase in Discrimination Charges?
April 2009
EEOC Charges at a Record High
March 2009
Eaten Any Brains Lately??
February 2009
Just Trying to Keep Up with All of the Changes
January 2009
Compliance Update Handbooks Need Updating Too
December 2008
Employee Free Choice Act – Not a Free Choice at All
November 2008
The Americans with Disabilities Act Amendments Act Clarified
October 2008
Effective Handbooks Save Time and Money
September 2008
Negating the Nattering Nabobs of Negativism
August 2008
What's Your People Plan
July 2008
Human Resources Strange But True People Stories
June 2008
HR Compliance Issues at the Forefront
May 2008
Performance Management Never Stops
April 2008
Don’t Make Tough Times Tougher
March 2008
What Ever Happened to the Personal Touch?
December 2007
It's That Time of Year Again
November 2007
HR Hot Topic #3 - Immigration
September 2007 -
HR Hot Topic #2 - Controlling the Cost of Medical Benefits
August 2007 -
HR Hot Topic #1 Recruitment and Retention
June 2007 -
Strategic Human Resources is Not an Oxymoron
May 2007 -
Is It Really a Hostile Work Environment?
April 2007 -
What happens after a new employee is hired?
March 2007 -
February 2007 -
January 2007 -
Discrimination & Harassment
December 2006 -
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The Why Label Generation Y?
September 2006 -
The World of Recruitment Has Changed
August 2006 -
Keep Your "A" Players
July 2006 -
Traits of a High Performance Workplace
June 2006 -
Is a Mediocre Employee Better Than No Employee?
May 2006 -
The Compliance Vultures are Circling – Are You Prepared?
April 2006 -
Is Administrivia Keeping HR from Getting a Seat at the Table?
March 2006 -
Agreeing to Disagree or Avoiding the Subject
February 2006 -
Happy Valentine's Day
January 2006 -
Be a Talent Magnet and a Talent Utilizer