To achieve their business objectives, organizations need to have motivated employees. It is therefore important that employees are sufficiently motivated (quantity of energy) but, above all, driven by good motivation (quality of the energy invested). The goal of this training will be to understand what motivation at work is, to know how to stimulate the most adaptive forms of motivation and to demystify certain preconceived ideas about motivation at work.
Goals
- Know what motivation is.
- Know, identify, and name the four types of work motivation.
- Recognize and identify different economic, behavioral, psychological and physical consequences of different types of work motivation.
- Know, identify, and name the psychological needs that can stimulate autonomous motivation and decrease controlled motivation.
- Know the three main organizational levers of intervention (work organization, leadership, compensation) to stimulate self-determined motivation and decrease controlled motivation.
This activity is based on more than five decades of solid scientific research to help participants demystify, understand, and stimulate motivation at work according to self-determination theory.
First, we discuss the different types of work motivation and the innate and universal psychological needs that help stimulate the most adaptive forms of motivation.
Secondly, we will talk about some of the major intervention levers that can be used to stimulate the positive types of motivations, which includes justice, job design, fairness, leadership, psychological safety and money (in some circumstances) among others. According to scientific research, some target of interventions can be positive and/or negative and the presentation will help understand when and how this is the case.
Third, positive psychology will be discussed. Strengths-based management, as opposed to weakness or deficit management, is an innovative and effective way to stimulate optimal functioning at work. It is a complementary approach to current approaches to optimize performance and development of workers. What is this new approach? How can we concretely implement it in our daily lives? This is what you will discover in this training.
Other information
- Conferences are usually 45 to 60 minutes long, but it is possible for Jacques to have you learn and reflect for 90 minutes.
- Training sessions are usually half a day to a full day
- Can be given in French or English
- Content can be customized
