Employee motivation is an intrinsic and internal drive to put forth the necessary effort and action toward work-related activities. Managers need to understand how employees are motivated and how to motivate them. Thus, this unit examines theories of motivation and how to use regular performance appraisals and incentives to improve the performance of employees and execute company strategy. Engaged and motivated employees have higher levels of job satisfaction and are more productive.
Completing this unit should take you approximately 8 hours.
This video indicates that a reward-based incentive may work for routine or mechanical tasks. When creativity or problem-solving is required, the reward system is ineffective in improving performance.
Training and development involve improving the effectiveness of organizations and the individuals and teams within them. Training may be viewed as related to immediate changes in organizational effectiveness via organized instruction, while development is related to the progress of longer-term organizational and employee goals. While training and development have differing definitions, the two are frequently used interchangeably or together. This section explores how training is closely associated with human resources and talent management.
This article reiterates that employees need training to succeed and provides an overview of the 360-degree performance appraisal system.
Frequent feedback on high and low performance is distinguished from the performance appraisal. This resource considers the components of an effective appraisal system and provides tools for conducting an effective performance appraisal meeting.
This video argues that you should keep the annual performance review in a new form. The professor posits that any performance requiring corrective feedback should be given when the action needs to be taken.
How feedback is delivered to employees is critical if a manager wants to change performance in the firm. The resources and videos in this section will give insight and tips on effectively giving and receiving feedback. After completing the section, consider unique ways modern organizations can use performance appraisals and feedback effectively.
This video discusses the process of asking for feedback from our colleagues. Knowing how we receive our performance feedback from our supervisors will help us develop our feedback delivery to others. Note that this approach to coaching and receiving feedback relies on trust in the employee and their desire to perform well.
Watch this video for tips on using effective management skills to deliver employee feedback. Note that it is important to focus on examples of behavior that can help employees improve their performance.
All managers and leaders have to occasionally face a situation where they have to engage in difficult conversations with employees. Generally, this occurs when the employee is just not meeting their expectations. As a manager and leader, one of the first questions is whether the employee's expectations or goals were appropriately set and understood. If the answer to this question is yes and the employee has still failed to measure up, there are some tough decisions. Sometimes the manager has to decide whether the employee should be let go, but more likely, the manager wants the employee to improve. This section addresses having those difficult conversations in a way that will lead to improvement.
This video focuses on managing poor performance using reframing as an integral part of day-to-day management.
Having difficult conversations is what spurs growth. Watch this video to see how we can learn how to do it with practice.
In this video, Joy Baldridge will give you tools to work with language and personality types. It points out that the future workforce must be flexible and adaptable.
This text offers the goals when delivering negative news. It also offers information on how to mitigate the risk of litigation and how to avoid polarizing terms.
The differences in what motivates and satisfies millennials versus baby boomers are explored in this resource. Millennials are now the largest demographic segment in the workforce, outnumbering Gen Xers and Boomers. Thus, outdated performance systems will not serve modern employees and organizations. This text explores millennials' values and characteristics and their relationship with management.
This resource reminds managers and leaders that compensation packages need to align with the company's core values.
This review video is an excellent way to review what you've learned so far and is presented by one of the professors who created the course.
Watch this as you work through the unit and prepare to take the final exam.
You can also download the presentation slides so you can make notes.
We also recommend that you review this Study Guide before taking the Unit 2 Assessment.
Take this assessment to see how well you understood this unit.