All you need to know about motivation and morale in the workplace by Toronto Training and HR August 2015
Motivation and morale August 2015
Aug 17, 2015
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All you need to know about motivation and morale in the
workplace
by Toronto Training and HR
August 2015
Page 2
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
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Introduction
Page 4
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
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Definitions
Page 6
Definitions• Motivation• Morale• Intrinsic motivation
and intrinsic factors• Extrinsic motivation
and extrinsic factors• Amotivation
Page 7
Types of extrinsic motivation
Types of extrinsic motivation
• External• Introjected• Identification• Integration
Page 8
Page 9
Examples of motivation scales
Examples of motivation scales
• Intrinsic• Monetary• Security• Advancement• Work-life
balance
Page 10
Page 11
Sources of job motivation
Sources of job motivation
• Work content• Job autonomy• Loyal work
environment• Motivation via the
boss• Customer contact• Payment• Performance pay
Page 12
Page 13
Drives for motivation
Drives for motivation 1 of 2
• Drive to acquire• Drive to bond• Drive to learn• Drive to defend
Page 14
Drives for motivation 2 of 2
• Features • How drives affect
needs• Social norms,
personal values and past experience
• Learned needs theory
Page 15
Page 16
Elements which need to be present for
motivation
Elements which need to be present for motivation
• Choice• Competence• Meaningfulness• Purpose
Page 17
Page 18
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
Page 19
Page 20
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
Page 21
Page 22
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
Page 23
Page 24
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
Page 26
Keys to successful commitment
Keys to successful commitment
• Strong desire• Keystone action• Count the costs• Act on commitments
rather than on feelings
Page 27
Page 28
Job insecurity and organizational commitment
Job insecurity and organizational commitment
• Definitions• Coping• Impact of increased
perceptions of job insecurity
Page 29
Page 30
Long-term morale-building
strategies
Long-term morale-building strategies
• Institute a mentoring program
• Give them something to be proud of
• Always be truthful
Page 31
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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 bossPage 33
Why are you still here? 2 of 3
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
Page 34
Why are you still here? 3 of 3
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
Page 35
Page 36
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
Page 37
Page 38
Challenges of motivating employees
Challenges of motivating employees
• Revised employment relationship
• Flatter organizations
• Changing workforce
Page 39
Page 40
The expectancy theory of motivation
Page 41
The expectancy theory of motivation
• Effort• E-to-P
expectancy• Performance• P-to-O
expectancy• Outcomes and
valences
Page 42
Self-determination theory
Self-determination theory
• A framework• Social
environment• Individual
differences• Organizational
behavioural outcomes
Page 43
Page 44
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
Page 45
Page 46
Herzberg’s two factor theory
Herzberg’s two-factor theory
• Motivation-hygiene theory
• Satisfiers• Dissatisfiers
Page 47
Page 48
Case study A
Page 49
Case study B
Page 50
Conclusion, summary and questions
Page 51
Conclusion, summary and questions
ConclusionSummaryVideosQuestions
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