Motivation and morale September 2013
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This document provides an overview of strategies for boosting morale and motivation in the workplace. It discusses key motivators like achievement and autonomy, components of motivation like direction and effort, and theories of motivation like Maslow's hierarchy of needs. It also covers maintaining motivation through clear expectations, rewards, innovation, feedback and empowerment. Specific strategies are proposed for motivating different personality types and generations. Overall the document aims to help managers understand and promote motivation.
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Motivation and morale September 2013
- 1. Boosting morale and motivation in the workplace by Toronto Training and HR September 2013
- 2. CONTENTS 5-6 Definitions 7-8 Key motivators 9-10 Components of motivation 11-12 The environment of motivation 13-14 Process of motivation 15-16 Work motivators 17-18 Motivating top talent 19-20 Promoting motivation through innovation 21-25 Reward and motivation 26-27 Team preferences in the context of motivation 28-29 Keeping teams motivated 30-31 Things which make motivation tricky 32-33 What can managers do? 34-35 Motivation theories 36-38 The job characteristics model 39-40 Low morale 41-43 Burnout 44-45 Empowerment 46-47 Young people 49-50 Conclusion and questions Page 2
- 4. 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 banking 10 years in training and human resources Freelance practitioner since 2006 The core services provided by Toronto Training and HR are: Training event design Training event delivery Reducing costs, saving time plus improving employee engagement and morale Services for job seekers
- 6. Definitions • Motivation • Psychological factors • Morale • Employee engagement • Job satisfaction Page 6
- 8. Key motivators • Achievement • Autonomy • Esteem • Fairness • Influence • Interaction • Security Page 8
- 9. Page 9 Components of motivation
- 10. Components of motivation • Direction • Effort • Persistence Page 10
- 11. Page 11 The environment of motivation
- 12. The environment of motivation • Clear expectations • Communicate • Rewards/recognition Page 12
- 13. Page 13 Process of motivation
- 14. Process of motivation • Felt need or oblige • Incentive in which needs have to be aroused • When needs are satisfied, the satisfaction or achievement of goals Page 14
- 16. Work motivators • Searcher • Spirit • Creator • Expert • Builder • Director • Star • Friend • Defender Page 16
- 17. Page 17 Motivating top talent
- 18. Motivating top talent • Performance based culture • Dysfunctional culture • Respect and appreciation • Consistent feedback • Praise Page 18
- 19. Page 19 Promoting motivation through innovation
- 20. Promoting motivation through innovation • Make innovation through a strategic priority • Soliciting input from employees • Promoting collaboration • Creating a culture that supports innovation • Aligning systems and processes Page 20
- 21. Page 21 Reward and motivation
- 22. Reward and motivation 1 of 4 • Organizational values • Attaching and adding value • People are a scarce resource • Success of organizations • Motivate, commit, develop and attract Page 22
- 23. Reward and motivation 2 of 4 REWARD MANAGEMENT • Extrinsic rewards • Intrinsic rewards • Total reward • Pay for performance • Measuring the efficiency • Benchmarking Page 23
- 24. Reward and motivation 3 of 4 FINANCIAL MOTIVATION • Wages, piece rate and salary • Commissions • Profit related pay • Performance related pay • Employee share programs and fringe benefits • Problems with incentive schemes Page 24
- 25. Reward and motivation 4 of 4 NON-FINANCIAL MOTIVATION • Job enlargement • Job rotation • Teamwork • Job enrichment • Multi-tasking • Problems with job re-design Page 25
- 26. Page 26 Team preferences in the context of motivation
- 27. Team preferences in the context of motivation • Visionary • Achiever • Facilitator • Analyzer Page 27
- 28. Page 28 Keeping teams motivated
- 29. Keeping teams motivated • A lifetime of learning • Two (or more) heads are better than one • Lessons from the playground • It’s the little things that count • Fuel the passion • Flexibility Page 29
- 30. Page 30 Things which make motivation tricky
- 31. Things which make motivation tricky • It is difficult to see things from the other person’s point of view • Generational differences • We’re asking people to work and they want to do something else • There is a lack of reward and recognition • People are NOT all in • There is a lack of trust Page 31
- 32. Page 32 What can managers do?
- 33. What can managers do? • Talk less and listen more • Give clear expectations • Have more informal interaction with employees • Assign tasks to people based on skills rather than office politics • Give more rights to employees • Respect people with greater expertise Page 33
- 35. Motivation theories • Maslow’s hierarchy of needs • McGregor’s theory X and theory Y • Herzberg’s two factor theory • McClelland’s theory of needs • Adams’ Equity theory Page 35
- 36. Page 36 The job characteristics model
- 37. The job characteristics model 1 of 2 • Skill variety • Task identity • Task significance • Autonomy • Feedback Page 37
- 38. The job characteristics model 2 of 2 • Felt meaningfulness of the job • Responsibility for work done • Knowledge of the results of one’s work • Outcomes Page 38
- 40. Low morale • Why is morale important? • What do people with high morale do? • Importance of leadership • Servant leadership Page 40
- 41. Page 41 Burnout
- 42. Burnout 1 of 2 • Definition • Differences at the personal level • Interpersonal level • Organizational factors • Emotional labour Page 42
- 43. Burnout 2 of 2 COPING STRATEGIES • Problem-focused coping • Emotional-focused coping • Relationship-focused coping • Lifestyle-coping Page 43
- 45. Empowerment • Do you really want empowerment? • Meaningfulness • Competence • Autonomy • Impact Page 45
- 47. Young people 1 of 2 • Show opportunities for job growth • Teach and show them they are making a difference • Encourage them to have their own personality • Embrace social media • Walk the talk • Give it to them straight Page 47
- 48. Young people 2 of 2 • Provide challenging and interesting work • A learning environment • Location, location, location • Have fun Page 48
- 49. Page 49 Conclusion and questions
- 50. Page 50 Conclusion and questions Summary Videos Questions