Motivating Employees: Employee Motivation Skills in 1 Day

Discover How To Motivate Employees, Increase Productivity, And Combat The Barriers To Effective Employee Motivation
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  • Lectures 16
  • Contents Video: 1.5 hours
    Other: 2 hours
  • Skill Level All Levels
  • Languages English
  • Includes Lifetime access
    30 day money back guarantee!
    Available on iOS and Android
    Certificate of Completion
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About This Course

Published 3/2014 English

Course Description

Using videos and quizzes that test your learning, on this Motivating Employees Training Course you will discover how to…

A Psychological Approach

  • Herzberg’s Theory Of Motivation
  • Maslow’s Hierarchy of Needs
  • The Two Models and Motivation

Object-Oriented Theory

  • The Carrot
  • The Whip
  • The Plant

Using Reinforcement Theory

  • Behaviour Modification in Four Steps
  • Appropriate Uses in the Workplace

Using Expectancy Theory

  • Understanding the Three Factors
  • Using the Three Factors to Motivate in the Workplace

Personality’s Role in Motivation

  • Identifying Your Personality Type
  • Identifying Others’ Personality Type
  • Motivators by Personality Type

Setting Goals

  • Goals and Motivation
  • Setting SMART Goal
  • Evaluating and Adapting

Motivation On the Job

  • The Key Factors
  • Creating a Motivational Organization
  • Creating a Motivational Job

Addressing Specific Morale Issues

  • Dealing with Individual Morale Problems
  • Addressing Team Morale

This video training course mirrors the content of our classroom employee motivation training.

What are the requirements?

  • Just the inclination and motivation to discover how to motivate employees

What am I going to get from this course?

  • By the end of this course you will be able to motivate employees in the workplace
  • In this course you will cover the following:
  • Psychological theories of motivation
  • Object-orientated theory
  • Reinforcement theory
  • Expectancy theory
  • Setting Goals
  • How To Address Morale Issues

What is the target audience?

  • New Managers
  • Team Managers
  • Junior Managers
  • Senior Managers

What you get with this course?

Not for you? No problem.
30 day money back guarantee.

Forever yours.
Lifetime access.

Learn on the go.
Desktop, iOS and Android.

Get rewarded.
Certificate of completion.

Curriculum

Section 1: Student Resources
Student Manual
36 pages
Cheat Sheets
2 pages
MP3 on Employee Motivation
01:20:56
Mind Map on Employee Motivation
1 page
Section 2: Motivating Employees
02:43

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.

Section 3: A Psychological Approach
07:18

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.

A Psychological Approach
5 questions
Section 4: Object Orientated Theory
Object Orientated Theory
07:43
Object Orientated Theory
5 questions
Section 5: Using Reinforcement Theory
08:38

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.

Using Reinforcement Theory
5 questions
Section 6: Using Expectancy Theory
07:38

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.

Using Expectancy Theory
5 questions
Section 7: Personality's Role in Motivation
07:53

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.

Personality's Role in Motivation
5 questions
Section 8: Setting Goals
07:28

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.

Setting Goals
4 questions
Section 9: A Personal Toolbox
07:00

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.

A Personal Toolbox
5 questions
Section 10: Motivation on the Job
07:34

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.

Motivation on the Job
4 questions
Section 11: Addressing Specific Morale Issues
08:02

Motivation in a job is linked intrinsically to morale. As interesting and challenging as work may be, if there is a problem with morale then it can very quickly run through the business and lead to underperformance. There are many reasons why morale may be low, and they range from the banal to the very serious. It is only by knowing the nature of the problem causing low morale that morale can be restored and the performance of the business resurrected to a high level. Low morale can affect an individual, or it may go wider than that. It can end up affecting an entire team, department or company, depending on what causes it – and each of these cases will require different solutions.

Addressing Specific Morale Issues
5 questions
Section 12: Keeping Yourself Motivated
07:07

Maintaining personal motivation is something essential as an important member of a company, particularly in the case where you are responsible for the motivation of others. As a team leader or manager you will be looked to for reassurance and guidance in a job, and if you give the impression that you are merely going through the motions, your lack of motivation can become contagious. Even if you are responsible solely for yourself, personal motivation remains vitally important. Motivation is what keeps us from giving up and refusing to get out of bed in the morning. Any way we can improve on our level of personal motivation is valuable.

Keeping Yourself Motivated
5 questions
Section 13: Wrapping Up
01:14

Although this workshop is coming to a close, we hope that your journey to improve your Employee Motivation is just beginning. Please take a moment to review and update your action plan. This will be a key tool to guide your progress in the days, weeks, months, and years to come. We wish you the best of luck on the rest of your travels!

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Instructor Biography

Train in a Day Training, Management and Leadership Development

Established in 2004, traininaday has empowered thousands of individuals to develop their management and leadership potential.

Now we bring our classroom training to you. The most fundamental aspects of management and leadership professionally narrated, visually engaging and delivered to you wherever you are.

Each course covers what you need to know and is supported by learning activities and interactive quizzes that test your knowledge.

We continue to develop new management training and leadership development courses that further your influence at work.

For more or for an in-house training event visit traininaday .

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