motivation and morale september 2013

Boosting morale and motivation in the workplace

by Toronto Training and HR

September 2013

CONTENTS5-6 Definitions7-8 Key motivators 9-10 Components of motivation 11-12 The environment of motivation13-14 Process of motivation15-16 Work motivators17-18 Motivating top talent19-20 Promoting motivation through innovation21-25 Reward and motivation26-27 Team preferences in the context of motivation28-29 Keeping teams motivated30-31 Things which make motivation tricky32-33 What can managers do?34-35 Motivation theories36-38 The job characteristics model39-40 Low morale41-43 Burnout44-45 Empowerment46-47 Young people49-50 Conclusion 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 banking10 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HR are:

Training event designTraining event deliveryReducing costs, saving time plus improving employee engagement and moraleServices for job seekers

Definitions

Definitions• Motivation• Psychological factors• Morale• Employee engagement• Job satisfaction

Key motivators

Key motivators

• Achievement• Autonomy• Esteem• Fairness• Influence• Interaction• Security

Components of motivation

Components of motivation

• Direction• Effort• Persistence

The environment of motivation

The environment of motivation

• Clear expectations• Communicate• Rewards/recognition

Process of motivation

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

Work motivators

Work motivators

• Searcher• Spirit• Creator• Expert• Builder• Director• Star• Friend• Defender

Motivating top talent

Motivating top talent

• Performance based culture• Dysfunctional culture• Respect and appreciation• Consistent feedback• Praise

Promoting motivation through innovation

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

Reward and motivation

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


REWARD MANAGEMENT• Extrinsic rewards• Intrinsic rewards• Total reward• Pay for performance• Measuring the efficiency• Benchmarking


FINANCIAL MOTIVATION• Wages, piece rate and

salary• Commissions• Profit related pay• Performance related pay• Employee share programs

and fringe benefits• Problems with incentive

schemes


NON-FINANCIAL MOTIVATION• Job enlargement• Job rotation• Teamwork• Job enrichment• Multi-tasking• Problems with job re-design

Team preferences in the context of

motivation

Team preferences in the context of motivation

• Visionary• Achiever• Facilitator• Analyzer

Keeping teams motivated

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

Things which make motivation tricky

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

What can managers do?

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

Motivation theories

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

The job characteristics model

The job characteristics model 1 of 2• Skill variety• Task identity• Task significance• Autonomy• Feedback

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

Low morale

Low morale

• Why is morale important?• What do people with high

morale do?• Importance of leadership• Servant leadership

Burnout

Burnout 1 of 2

• Definition• Differences at the personal

level• Interpersonal level• Organizational factors• Emotional labour

Burnout 2 of 2

COPING STRATEGIES• Problem-focused coping• Emotional-focused coping• Relationship-focused

coping• Lifestyle-coping

Empowerment

Empowerment

• Do you really want empowerment?

• Meaningfulness• Competence• Autonomy• Impact

Young people

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

Young people 2 of 2

• Provide challenging and interesting work

• A learning environment• Location, location, location• Have fun

Conclusion and questions

Conclusion and questions

SummaryVideosQuestions

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