Using videos and quizzes that test your learning, on this Motivating Employees Training Course you will discover how to…
A Psychological Approach
Using Reinforcement Theory
Using Expectancy Theory
Personality’s Role in Motivation
Motivation On the Job
Addressing Specific Morale Issues
This video training course mirrors the content of our classroom employee motivation training.
It is a challenge for all employers and management in delivering the right balance between a confident, motivated workforce and a workforce which is driven to attain goals. It can be described as a mix between the pleasure of a comfortable working environment and the fear of failure, although in honesty it is more complicated than that equation suggests.
Regardless of how it is characterized, it is important to get the right balance in order to ensure that you have a motivated workforce. This manual is designed to show participants the way to get the best out of a confident, motivated set of employees, and to show them how to motivate that group.
The importance of psychology in achieving and maintaining Employee Motivation is essential. A message can be repeated over and over to a group of employees but unless they believe it and believe in it, the words are empty. The following are some of the key psychological theories which aid employers in their end goal of producing a motivated workforce.
The concept of reinforcement theory is an old idea, which has been used in many different settings for many different purposes. If you have a pet dog, the chances are that you have used reinforcement theory in training it to behave the right way – a treat for sitting, rolling over and walking when you ask it to, and a punishment for climbing on the furniture or going to the toilet in the house. It is not, however, limited to dogs, although the way it is applied changes depending on whom the theory is being practiced on. For humans, something as crude as a piece of candy to reward a good deed will not be as effective, but the concept of rewarding good practice and punishing bad holds firm. Reinforcement theory has been established as successful and coherent, and it is a valid method of ensuring the best performance.
While there are a number of theories which focus on needs as a driver of motivation, Victor Vroom’s Theory of Expectancy rather thrives on the outcomes. To clarify, while Herzberg and Maslow make the case for motivation being something that is dependent on need, Vroom suggests that the best motivation is to concentrate on the result of work as being the ultimate goal. He splits the process down into three sections – effort (for which motivation is essential), performance and outcome. The theory is that if the employee is sufficiently motivated to achieve the results, their performance will be better as a result, and the outcome will to some extent take care of itself as a result of improved performance.
In any organization, there needs to be a mix of personality types. The importance of personality types is decried by some as a kind of fad science, but it is difficult to run an office or any other workplace when everyone has the same “soft skills”. The reason for this is perhaps best explained by the old saying “too many cooks spoil the broth”. Where everyone has the same personality type and a problem arises, there is likely to be conflict as everyone tries to take the same role in solving it. The different personality types are not explicitly defined, and therefore there is no hard-and-fast list, but there is a set of soft skills which all workplaces require, and these are best met by different types of people.
It is universally accepted that a business will get nowhere without having targets and ambitions to which to aspire. There is a phrase often used on CVs and in interviews, as well as elsewhere, which describes people as “goal-oriented”. The meaning of this phrase is that the individual seeks to achieve goals and defines their success by the reaching or otherwise of a target. If they fail to meet it, they consider that they have failed overall, no matter the quality of the work they have done to get there, nor the obstacles set in their path. Though this seems a little negative given the numerous ways in which a person can fail to reach their goals, it does not mean that having goals and aiming for them is not a valuable way to work.
Motivating yourself and others is something that takes no small amount of effort and can sometimes seem like a fruitless endeavor, as motivation initiatives do not always take hold immediately (or at all, in some cases). It is also worth mentioning that, although there are many resources on the Internet for managers and team leaders seeking to motivate their employees, not all of these will work in a specific situation. It is well worth reading the best books and the best sites in order to promote ideas, but the best motivational strategy will always take some account of the exact situation where it is used, so it is worth honing yours somewhat.
The importance of motivation in any workplace is clear to see. Without motivated employees, any manager or team leader will find it a lot harder to get results out of their team. One can produce a fairly reasonable standard of work without having great motivation, but to exceed expectations and achieve great results it is essential to have superb motivation. Without something to concentrate on as the reward, the reason you do the job and the reason you want to do the job, it is difficult to produce quality results, because an absence of enthusiasm will always result in flaws.
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