This course will enable participants to understand and use the concepts and approaches to developing and measuring motivation in work settings. We will critically evaluate the primary motivations and interventions designed to affect motivation at work. In doing so, we will use an evidence-based, critical approach. We will critically explore current models, methods and technologies for managing motivation inside the HRM process.
Every topic covered in the course will have an introductory theoretical immediately followed by a practical/concrete part where the participant will be asked to operationalise what learned into practice.
- Understand and evaluate theories of motivation at work in your organisation.
- Understand motivation in the context of the employment relationship
- Recognise the impact of changes in the employment relationship (such as pay, job design, employee involvement and opportunities) on motivation
- Understand and evaluate issues related to diversity in the workplace.
HR managers and specialists, L&D managers and specialists.
Instruments, concepts and measures of motivation and performance
- Motivation: definition and characteristic
- What to measure
- Level of motivation
- Causes of motivation
- Type of motivation
- Intrinsic vs. Extrinsic Motivation (Deci and Ryan)
- Motivation vs. Demotivation (Herzberg)
- Similar constructs
- Job Satisfaction
- Instruments to measure motivation
- Intrinsic motivation
- Extrinsic motivation
- Work effort
- Intrinsic job motivation
- Task performance
- Worker motivation
- Turnover intentions
- Performances: definition
- Problem with measurement
- The competency model
- Is performance as a measurable personality trait?
- Performance and goal-setting
- Causes of performance
- Behavioural modification
- Individual differences
- Knowledge and Skills
- Job design
- Motivation strategies based on personal needs
- Motivation strategies based on personal values: the importance of values in understanding organisational behaviour
- Motivation strategies based on personal strengths: the positive psychology approach
- Equity Theory: how to tackle employee responding to perceived unfairness and inequity in the workplace.
- Expectancy Theory: how humans make choices among alternative courses of action.
- Motivate through setting proper objectives (Goal setting and control theory)
- How to define practical goals
- Traps that lead to counterproductive behaviour
- Enhancing the benefits and overcoming the pitfalls of goal-setting
- The self-determination theory
- Internal vs. external value orientations and outcome
- Job enrichment
- Job rotation
- Job enlargement
- Task Significance
- Pay and Performance: Individuals, Groups, and Executives
- The Role of performance-related Pay in renegotiating
- A critical review of the psychological contract
- Psychological contracts in the workplace and motivation
- Violating the psychological contract
The documentation used in the classroom will be made available for consultation to participants through the huract.online LMS (Learning Management System) for one year from the course date.