Half day open training event held in Toronto, Ontario.

1. All you need to know about motivation
and morale in the workplace
by Toronto Training and HR
August 2015

2. CONTENTS
3-4 Introduction
5-6 Definitions
7-8 Types of extrinsic motivation
9-10 Examples of motivation scales
11-12 Sources of job motivation
13-15 Drives for motivation
16-17 Elements which need to be present for motivation
18-19 Leadership and motivation
20-21 The seven rules of motivation
22-23 Strategies to develop employee motivation
24-25 Practices to inspire motivation
26-27 Keys to successful commitment
28-29 Job insecurity and organizational commitment
30-31 Long-term morale-building strategies
32-35 Why are you still here?
36-37 Knowledge hiding and creativity
38-39 Challenges of motivating employees
40-41 The expectancy theory of motivation
42-43 Self-determination theory
44-45 The equity theory of motivation
46-47 Herzberg’s two-factor theory
48-49 Case studies
50-51 Conclusion, summary and questions
Page 2

3. Page 3
Introduction

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
15 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
HR support with an emphasis on reducing
costs, saving time plus improving employee
engagement and morale
Services for job seekers

5. Page 5
Definitions

6. Definitions
• Motivation
• Morale
• Intrinsic motivation
and intrinsic factors
• Extrinsic motivation
and extrinsic factors
• Amotivation
Page 6

7. Page 7
Types of extrinsic
motivation

8. Types of
extrinsic
motivation
• External
• Introjected
• Identification
• Integration
Page 8

9. Page 9
Examples of motivation
scales

10. Examples of
motivation scales
• Intrinsic
• Monetary
• Security
• Advancement
• Work-life balance
Page 10

11. Page 11
Sources of job motivation

12. Sources of job
motivation
• Work content
• Job autonomy
• Loyal work
environment
• Motivation via the
boss
• Customer contact
• Payment
• Performance pay
Page 12

13. Page 13
Drives for motivation

14. Drives for
motivation
1 of 2
• Drive to acquire
• Drive to bond
• Drive to learn
• Drive to defend
Page 14

15. Drives for
motivation
2 of 2
• Features
• How drives affect
needs
• Social norms,
personal values and
past experience
• Learned needs
theory
Page 15

16. Page 16
Elements which need to be
present for motivation

17. Elements which
need to be
present for
motivation
• Choice
• Competence
• Meaningfulness
• Purpose
Page 17

18. Page 18
Leadership and motivation

19. 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

20. Page 20
The seven rules of
motivation

21. 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

22. Page 22
Strategies to develop
employee motivation

23. 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

24. Page 24
Practices to inspire
motivation

25. 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

26. Page 26
Keys to successful
commitment

27. Keys to
successful
commitment
• Strong desire
• Keystone action
• Count the costs
• Act on commitments
rather than on feelings
Page 27

28. Page 28
Job insecurity and
organizational
commitment

29. Job insecurity
and
organizational
commitment
• Definitions
• Coping
• Impact of increased
perceptions of job
insecurity
Page 29

30. Page 30
Long-term
morale-building strategies

31. Long-term
morale-building
strategies
• Institute a mentoring
program
• Give them something to
be proud of
• Always be truthful
Page 31

32. Page 32
Why are you still here?

33. 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 boss
Page 33

34. 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

35. 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

36. Page 36
Knowledge hiding and
creativity

37. Knowledge
hiding and
creativity
• Definitions
• Perceived and
reciprocated
knowledge hiding
• The creativity
required for a
particular position
• Mastery climate
• Performance climate
Page 37

38. Page 38
Challenges of motivating
employees

39. Challenges of
motivating
employees
• Revised
employment
relationship
• Flatter
organizations
• Changing
workforce
Page 39

40. Page 40
The expectancy theory of
motivation

41. The
expectancy
theory of
motivation
• Effort
• E-to-P
expectancy
• Performance
• P-to-O
expectancy
• Outcomes and
valences
Page 41

42. Page 42
Self-determination theory

43. Self-determination
theory
• A framework
• Social
environment
• Individual
differences
• Organizational
behavioural
outcomes
Page 43

44. Page 44
The equity theory of
motivation

45. 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

46. Page 46
Herzberg’s two factor
theory

47. Herzberg’s
two-factor
theory
• Motivation-
hygiene theory
• Satisfiers
• Dissatisfiers
Page 47

48. Page 48
Case study A

49. Page 49
Case study B

50. Page 50
Conclusion, summary and
questions

51. Page 51
Conclusion, summary and
questions
Conclusion
Summary
Videos
Questions