c

• Motivating

• Delegating

• Empowering

•

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This session will allow you to:

Identify and explain the range of motivational theories

Examine what motivates individuals in the workplace

Apply motivational techniques in the workplace, based on theory

Explain the principles of leadership and delegation

Explain the link between empowerment and motivation

Learning Outcomes

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1. Complete the

activity - Why is

Motivation

Important?

Starter

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• As you work your way through your sessions, you will be provided with a glossary

• Throughout this apprenticeship, you will read and be spoken to in a range of specialist terminology

• It is important that you show professionalism in the workplace and using these words will help you to develop your communication skills

• The glossary will also ask you to define each word and apply this to the workplace

• Your Skills Coach may question you on these terms during their next visit

• You may choose to have one big glossary, or a glossary for each session

Glossary

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• Motivation is a need that requires satisfaction. It could

be from desires that comes from culture or influence.

• Motivation is an internal drive that causes an

individual to take action.

• The key function of team leaders and supervisors is

‘getting things done’ through employees.

• Team leaders and supervisors should be aware of the

various motivational theories and how the

motivational theories could be implemented in a

professional context to achieve organisation’s goals

and objectives.

Motivation

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Motivational Theories

The motivational theories that will

be reviewed in this session

include:

1. Maslow’s Hierarchy

2. Herzberg’s Two Factor

3. Adams Equity

4. Vrooms Expectancy

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In order to be motivated at work,

Maslow argued employees needs

should be satisfied.

Maslow organised these needs into

a hierarchy of importance, where

the lower needs have to be satisfied

before the individual moves on to

the higher order needs

For example, if one of the

physiological needs are not met,

such as food, until that hunger is

satisfied, the individual will find it

difficult to think about the next

stage

Maslow’s Motivational Theory

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People will move around the stages, depending on what is going on in their life

As a team leader or supervisor, you may see behaviours in your team members that are difficult to explain

Through discussions, you may learn about issues outside of the workplace that are having an impact on their performance and behaviour

By understanding Maslow’s hierarchy of needs, you will be able to talk through these issues and recognise the stage where your team member is.

This will help you determine what help and support they may need

• Think about yourself. What stage would you place yourself on Maslow’s hierarchy?

The Stages of Maslow

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1. Complete the activity -

Application of Maslow’s

Hierarchy of Needs

2. Discuss with your Skills

Coach/Colleagues

Maslow Activity

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1. Click on the image on this

presentation

2. Watch the 10 minute video

and complete the activity –

Herzberg’s Two-Factor Theory

3. Complete all activities and

discuss your findings with your

colleagues/Skills Coach

Herzberg’s Two-Factor Theory

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• Adams' Equity Theory suggests the significance of obtaining a balance between employee inputs and outputs.

• This theory proposed positive outcomes and high levels of motivation can only be expected when employees recognise their treatment to be fair

• In terms of applying Equity theory to the workplace, each individual employee will seek fair balance between what they put into their job and what they get out of it.

• But how do we decide what is a fair balance? Discuss how the fairness perspective of one employee may be different to another and why?

Adams Equity Theory

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• Maslow and Herzberg theories focus on the relationship between internal needs and the resulting effort used to fulfil them

• Vroom's expectancy theory separates effort (which arises from motivation), performance, and outcome

Use the case study to complete the research task activity sheet:

1. Explain what Vroom’s Expectancy theory is?

2. How does the Expectancy theory compare to other theories covered in this session?

3. How can Vroom’s Expectancy Motivation theory be applied to the workplace?

4. Discuss your responses with your Skills Coach/Colleagues

Vroom’s Expectancy

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1. In pairs/small groups,

complete the question

sheet – can you

complete them all?

2. You will be asked to

feedback your answers

Motivation – Knowledge Check

Delegating

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• Delegating isn't always easy. Discuss the following topics:

1. What is downside of not sharing your workload?

2. If you try to handle too many tasks on your own, what might you risk?

3. If you delegate to the wrong work colleague, what may the consequences be?

Delegation

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• Burnout and producing poorer quality work.

• You may also hold a staff member's career back by not providing enough challenging assignments for him or her to develop the skills necessary to move to the next level.

• You may also reduce motivation through controlling micro management and not trusting your staff.

• If you do delegate to the wrong person, you risk monetary loss, poor reputation and service level.

Typical Responses

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• So how do you

delegate effectively?

1. Discuss and make a list

of what makes for

effective delegation

Activity

19

• It is good leadership practice to support and develop staff, this can only happen by building their confidence and competence in their ability through supportive delegation.

1. Determine what to delegate. Be specific, identify and list responsibilities that need to be assigned to others.

2. Match projects to staff members. Determine which assignments would be best suited to each employee.

3. Follow up. Successful delegation doesn't end after assigning the project.

4. Show appreciation. Knowing how to thank someone for a job well-done is just as important as selecting the right assignments for each person.

The most successful leaders are those who understand their staff and know how to motivate them through trust and personal development.

Effectively Delegate?

Empowerment

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The English Dictionary defines empowerment as:

A verb (used with object)

• To give power or authority to; authorise, especially by legal or official means:

I empowered my agent to make the deal for me.

• To enable or permit

Empowerment?

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• There are four main characteristics that can be attributed to the employee when they feel that they are empowered:

1. An employee who feels empowered will feel that their personal work is important to the organisation.

2. An employee who feels empowered will be better able to perform tasks successfully.

3. An employee who feels empowered will be free to choose how to begin and end tasks that they have been given.

4. The personal behaviour of an empowered employee will contribute to important outcomes within the organisation.

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1. Watch the short video

presentation on the link

below.

2. Make notes on the link

between empowerment

and motivation.

• https://youtu.be/6qO9V

D5FiBQ

Activity

24

• Complete the quiz

Knowledge Check

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• Can you gather evidence of the following behaviours:

• Takes Responsibility – determination when managing difficult workplace situations (B4)

• Inclusive – seeking others opinions (B3)

• Professionalism – operates within organisational values (B4)

Behaviours

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Knowledge Check

How confident are you in what we have covered today?

Can you give specific examples for each?

I can explain Adam’s

Equity theory?

I understand what is meant

by Maslow’s staged-based

theory?

I can identify and explain

the five stages Maslow

identified?

I can provide examples of

how Maslow’s theory is

applied to the workplace?

I can explain Herzberg’s

two-factor theory?

I can give examples of

intrinsic and extrinsic

rewards?

I can explain the

purpose of delegation

in the workplace?

I can explain

empowerment in the

workplace?

I can explain the difference between

Vroom’s Expectancy theory with

other theories learned?

I can explain the link

between motivation,

delegation and

empowerment

We’re at our best when helping our clients achieve their best.

Making a meaningful impact on the world together.

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