motivation and morale august 2015

All you need to know about motivation and morale in the

workplace

by Toronto Training and HR

August 2015

CONTENTS3-4 Introduction5-6 Definitions7-8 Types of extrinsic motivation9-10 Examples of motivation scales 11-12 Sources of job motivation13-15 Drives for motivation16-17 Elements which need to be present for motivation18-19 Leadership and motivation20-21 The seven rules of motivation22-23 Strategies to develop employee motivation 24-25 Practices to inspire motivation26-27 Keys to successful commitment28-29 Job insecurity and organizational commitment30-31 Long-term morale-building strategies32-35 Why are you still here?36-37 Knowledge hiding and creativity38-39 Challenges of motivating employees 40-41 The expectancy theory of motivation42-43 Self-determination theory44-45 The equity theory of motivation46-47 Herzberg’s two-factor theory 48-49 Case studies50-51 Conclusion, summary and questions

Introduction

Introduction to Toronto Training and HR

Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking15 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HR are:

Training event designTraining event deliveryHR support with an emphasis on reducing costs, saving time plus improving employee engagement and moraleServices for job seekers

Definitions

Definitions• Motivation• Morale• Intrinsic motivation

and intrinsic factors• Extrinsic motivation

and extrinsic factors• Amotivation

Types of extrinsic motivation

Types of extrinsic motivation

• External• Introjected• Identification• Integration

Examples of motivation scales

Examples of motivation scales

• Intrinsic• Monetary• Security• Advancement• Work-life

balance

Sources of job motivation

Sources of job motivation

• Work content• Job autonomy• Loyal work

environment• Motivation via the

boss• Customer contact• Payment• Performance pay

Drives for motivation

Drives for motivation 1 of 2

• Drive to acquire• Drive to bond• Drive to learn• Drive to defend

Drives for motivation 2 of 2

• Features • How drives affect

needs• Social norms,

personal values and past experience

• Learned needs theory

Elements which need to be present for

motivation

Elements which need to be present for motivation

• Choice• Competence• Meaningfulness• Purpose

Leadership and motivation

Leadership and motivation

• Definition of leadership

• Characteristics of the leader

• Characteristics of the followers

• Characteristics of the situation

• Individual, job and organizational characteristics

The seven rules of motivation

The seven rules of motivation

• Set a major goal but follow a path

• Finish what you start

• Socialize with others of a similar interest

• Learn how to learn• Harmonize natural

talent with interest that motivates

• Increase knowledge of subjects that inspire

• Take risks

Strategies to develop employee motivation

Strategies to develop employee motivation

• Increase the degree of control which employees possess over their working world

• Provide employees with opportunities for participative decision-making

• Increase the professional competence of employees through training

Practices to inspire motivation

Practices to inspire motivation

• Say “thank you”• Get to know

employees• Develop alternate

work schedules• Upward feedback• Nominate employees• Create your own

awards program• Encourage employee

participation• Emphasize low-cost

and no-cost ideas

Keys to successful commitment

Keys to successful commitment

• Strong desire• Keystone action• Count the costs• Act on commitments

rather than on feelings

Job insecurity and organizational commitment

Job insecurity and organizational commitment

• Definitions• Coping• Impact of increased

perceptions of job insecurity

Long-term morale-building

strategies

Long-term morale-building strategies

• Institute a mentoring program

• Give them something to be proud of

• Always be truthful

Why are you still here?

Why are you still here? 1 of 3

Reasons why employees are retained• Career growth,

learning and development

• Exciting and challenging work

• Meaningful work, making a difference and a contribution

• Great people• Being part of a team• Good boss


Reasons why employees are retained (cont.)• Recognition for work

well done• Fun on the job• Autonomy, sense of

control over my work• Flexibility in work

hours and dress code• Fair pay and benefits• Inspiring leadership


Reasons why employees are retained (cont.)• Pride in the

organization, its mission and quality of product

• Great work environment

• Location• Job security• Family-friendly

employer• Cutting-edge

technology

Knowledge hiding and creativity

Knowledge hiding and creativity

• Definitions• Perceived and

reciprocated knowledge hiding

• The creativity required for a particular position

• Mastery climate• Performance

climate

Challenges of motivating employees

Challenges of motivating employees

• Revised employment relationship

• Flatter organizations

• Changing workforce

The expectancy theory of motivation

The expectancy theory of motivation

• Effort• E-to-P

expectancy• Performance• P-to-O

expectancy• Outcomes and

valences

Self-determination theory

Self-determination theory

• A framework• Social

environment• Individual

differences• Organizational

behavioural outcomes

The equity theory of motivation

The equity theory of motivation

• Outcome/input ratio

• Comparison other

• Equity evaluation

• Over-reward and under-reward inequity

• Correcting inequity feelings

• Equity sensitivity

Herzberg’s two factor theory

Herzberg’s two-factor theory

• Motivation-hygiene theory

• Satisfiers• Dissatisfiers

Case study A

Case study B

Conclusion, summary and questions

Conclusion, summary and questions

ConclusionSummaryVideosQuestions

motivation and morale august 2015

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rules of motivation

equity theory of motivation

questions page

risks page

needs theory page

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