MOTIVATION AND JOB PERFORMANCE SKILLS

This course provides an answer to the following questions:
How are decisions taken to stimulate, encourage and reproach employees and co-workers?
What determines successful attempts to create stimulating working environment, motivated and productive organisation and loyal, responsible and active human capital?
Who and what drive teams and events, departments and organisations?
What are the consequences of ineffectively formulated motivational programmes, inadequate working plans and invalid employee stimulation choices?
When do bonuses demotivate?
What does competent self-motivation mean?
How is the inner motivation of working groups influenced for success?

Key thematic areas
Work motivation, organisational psychology and performance management
- Job motivation elements, setting goals and behaviour change
- Motivation process models
- Inner needs, inner incentives and goal dynamics
- Eliminating manipulations and constraints
- Inner motivation

Individual and team motivation methods
- Ensuring employee’s loyalty
- Motivational structure
- Directing motivation
- The S.C.O.R.E. and V.I.E. models

Goals, priorities and stimulation
- Goal setting and planning styles
- Organisational development contribution
- Selecting goals and identifying priorities
- Interim goals and instrumental results
- Acquiring target dispositions
- Establishing willingness to perform
- Guiding stimulation

Specific objectives

1. Actively learning the psychological, organisational and management characteristics of the individual and group motivation, devoting practical attention to:
•Managing motivation
•Business stimulation models
•Effects of job manipulations and work constraints
•Agency and unconscious motives
•Motivation, modern managerial methods and organisational systems
•Inner motivation, self-determination and competent organisational behaviour self-control

2. Developing skills for effective individual influence on self-motivation and resolute employee behaviour performance:
•Motivational profile fulfilment through choosing an optimum programme for effective influence
•Examination and modification of individual demotivation

3. Group practice:
Improving and mastering non-manipulative motivational techniques for positive work floor performance stimulation

4. Sharing experience of increasing in-company motivation in the framework of:
•Motivational types and concrete organisational reactions
•Organisational team approaches and methods, motivational dispositions and behaviour
•Inner needs, inner incentives and goal dynamics as motivational process components
•Psychological factors and organisational conditions affecting motivation

5. Appling:
•Practical skills to successfully integrate organisational interests with key employees’ occupations
•Innovative communicative methods to guarantee performance management durability
•Motivating feedback to subordinates, colleagues and business partners
•Effective working atmosphere motivation techniques

6. Developing skills in formulating and implementing result-oriented performance stimulation plans:
•Target based labour remuneration
•High tech compensation packages contributing to organisational development
•Company loyalty provisions
•Direct premiums, bonuses and rewards
•Optimising systems for indirect material and psychosocial stimulation

7. Individual practice:
•Performance management and organisational change cases
•Developing organisational motivation models

8. Drawing up professional programmes for maintaining and developing employee loyalty, taking into account:
•Hidden churn risks
•The psychological classification of loyalty types
•Uniqueness of corporate cultures

9. Choosing and adapting effective performance management strategies and planning, stimulation and motivational tools