Module 2 Managing People

GWA

Leadership and

Management Level 3 Certificate

Welcome

GWA In this second module we’ll be thinking about the issues around managing people. This is possibly the most complex area and the one that many leaders struggle with most – after all it’s the people that can make or break a project! We’ll be looking mainly at motivation, considering what motivates us, but also what motivates others. Is it the same, or are we all motivated by different things? We’ll take a look at motivational theories so that you understand what the key writers have to say on these topics, but then we’ll consider how these actually apply to you and people you work with. Do they actually work, or is it just a lot of hot air! We’ll think about using motivation to improve performance. Finally we’ll look at employee empowerment and consider how this differs from motivation and how we might be able to implement this with our situations.

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Learning Outcomes

Learning Outcomes for

Module 2 GWA

By the end of this modules you will • be able to describe what motivation is

• understand what motivates you (and others)

• be able to identify a range of factors which affect motivation

• be able to explain the impact of low motivation on performance

• know and be able to describe at least three motivational theories

• understand how motivational theory can help in the workplace

• understand the concept of employee engagement and how it can be used to improve performance

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Learning Activities

Learning Activities for

Module 1 GWA The learning activities for the Managing People Module are divided into Learning Blocks, as follows:

Block 1: Defining Motivation (30 minutes*)

Block 2: What Motivates Me – Others? (30 minutes*)

Block 3: Motivational Theories (1 hour*)

Block 4: Using Motivation at Work(1 hour*)

Block 5: Employee Engagement (1 hour*)

By dividing the learning in this way we are providing you with what we feel are natural breaks in the programme. You can see from the suggested times how long each block might take so you can plan your time appropriately to cover each area *The times shown here are just a guide and you may spend more or less time on each section.

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Learning Block 1:

Defining Motivation

Learning Block 1: Defining Motivation Activity: Defining Motivation

We hear people talk about motivation – but what does it actually mean? And more to the point, how do we actually achieve it? Before we can use ‘motivation’ we need to know what it is – and indeed what it isn’t!

What do we mean by ‘motivation’

Take a moment to define ‘motivation’. If it helps you can start with the words ‘Motivation is…’ and finish the sentence. Write your sentence down in your learning log

Move on to the next screen when you are finished…

Learning Block 1: Defining Motivation Definitions

So – what did you come up with? A carrot, a stick, or a bit of both? Let’s see how some other people describe motivation…

“A motive is something which impels a person to act, a reason for behaviour. If, therefore, we want people to behave in a certain way so that the organisation can achieve its goals, then we need to understand the kind of motives that will prompt them to do so. Motivation is not manipulation. It is about understanding the needs or urges which prompt people to do things and providing ways of helping them to satisfy those needs through the organisation, while, at the same time, harnessing their contribution to satisfy its needs.”

“…an inside process. We are stimulated in some way in our environment, we make some decisions about becoming motivated. Motivation is the act of moving forward.”

“Getting the group and its individual members moving - or keeping them moving - in the desired direction.”

Time to Read:

Read the Briefing Sheet Defining Motivation This will give you more information about the quotations on motivation and additional ideas about defining the term.

Learning Block 1: Defining Motivation Definitions

You’ve finished this Learning Block, this is a good time to take a break…

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Learning Block 2:

What Motivates Me – Others?

Learning Block 2: Motivation Me - Others Activity: What Motivates Me?

Now that we’ve thought about the term motivation we’re going to spend some time thinking about you and what your experiences are of being motivated, and de-motivated!

What motivates you?

Think about the last time you were motivated by something – what was it and how did it make you feel? Think about the last time you were de-motivated by something – what was it and how did it make you feel? Write both of these examples down in your learning log…

Move on to the next screen when you are finished…

Learning Block 2: Motivation Me - Others Activity: What Motivates Me?

What motivates you?

Make a list in your learning log of at least ten things that you think motivate you, either at work or at home…

Move on to the next screen when you are finished…

Learning Block 2: Motivation Me - Others Activity: What Motivates Me?

What motivates others?

Talk to some other people you know and make another list in your learning log of the things which motivate them…

Move on to the next screen when you are finished…

Learning Block 2: Motivation Me - Others Activity: Analysing Motives

Analysing motives

1. What motivators do you share?

2. Which motivators are different?

3. Why do you think people have different motivators– is it just personality or are there other influential factors, if so what are they?

Move on to the next screen when you are finished…

Compare the two lists you have made – the things which motivate you and the things which motivate others and answer these questions in your learning log…

Learning Block 2: Motivation Me - Others Activity: Analysing Motives

Analysing motives

1. What patterns can you see between the

motivators

2. Which ones are internal to the person being motivated

3. Which ones would you describe as external to the person being motivated

Move on to the next screen when you are finished…

Finally let’s look at all the motivators you have identified both for you and other people

Time to Read:

Read the Briefing Sheet Individual Differences in Motivation This will give you more ideas about the different things which motivate people – remember – we are not all the same!

Learning Block 1: Defining Motivation Definitions

You’ve finished this Learning Block, this is a good time to take a break…

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Learning Block 3:

Motivational Theories

Learning Block 3: Motivational Theories Introduction

Take a look at these pictures. What do you notice about them?

Motivational Theories

Move on to the next screen when you are ready…

Learning Block 3: Motivational Theories Introduction

Motivational Theories

These men are some of the key figures in motivational theory. You may have noticed that all these pictures are in black and white – which tells us that they were taken some time ago! Much of the motivational theory we use today is based primarily on research done in the 1950s and whilst there has been additional work done in this field it’s important that you have a key understanding of the people who were among the first to start writing about motivation. You may have heard of them already – Maslow, Herzberg, McGregor

Herzberg McGregor Maslow

Learning Block 3: Motivational Theory Exploring Motivational Theory

Exploring Motivational Theory We’re going to spend a little bit of time now looking at three different motivational theories. Read the Briefing Paper on Motivational Theories – An Introduction as a starting point then look at these useful links for more information on each of the writers.

Hierarchy of Needs Maslow http://en.wikipedia.org/wiki/Maslow%27s_hierarchy_of_needs http://www.businessballs.com/maslow.htm http://webspace.ship.edu/cgboer/maslow.html http://www.maslow.com/ http://www.netmba.com/mgmt/ob/motivation/maslow/

Motivation and Hygiene Factors Herzberg http://www.businessballs.com/herzberg.htm http://en.wikipedia.org/wiki/Frederick_Herzberg http://www.netmba.com/mgmt/ob/motivation/herzberg/

X and Y McGregor http://www.businessballs.com/mcgregor.htm http://en.wikipedia.org/wiki/Douglas_McGregor http://www.netmba.com/mgmt/ob/motivation/mcgregor

Learning Block 5: Employee Engagement Activity: Assessing Leadership Approaches

Time do something… Now it’s time to analyse your own approach to motivation in relation to all that you have learnt on this module so far. We’ve created a some diagnostic tools for you to use which will give you some idea how to map what motivates you (and in some cases your team) against the theories of McGregor, Maslow and Herzberg Download and complete the following Learning Activities:

• LA Motivational Questionnaire Maslow

• LA Motivational Questionnaire McGregor

You’ve finished this Learning Block, this is a good time to take a break…

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Learning Block 4:

Using Motivation at Work

Learning Block 4: Using Motivation at Work Introduction

Time to think… Take five to write down in your learning log as many ways you can think of to motivate people… Here’s the challenge – can you come up with more than 20!

When you’re ready move on to the next screen …

Time to Read:

Read the Briefing Sheet Practical Motivation Ideas Which ones of these do you think you could use at work – which ones could never work!

Learning Block 1: Defining Motivation Definitions

You’ve finished this Learning Block, this is a good time to take a break…

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Learning Block 5:

Employee Engagement

Learning Block 5: Employee Engagement Introduction

Employee engagement is a recently new term and you will find it being used more frequently. In this final learning block we’ll find out what it means, how it differs from ‘motivation’ and what you need to understand about it in relation to you own role as a manager

What do we mean by ‘employee engagement’’?

Take a moment to consider what ‘employee engagement’ is and how you think this differs from motivation. Make a note in your learning log of your ideas

Move on to the next screen when you are finished…

Learning Block 5: Employee Engagement Introduction

Here’s a few descriptions

Employee Engagement

An "engaged employee" is one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization's interests.

http://en.wikipedia.org/wiki/Employee_engagement

http://www.engageforsuccess.org/about/what-is-employee-engagement/

Employee Engagement

http://www.cipd.co.uk/hr-resources/factsheets/employee-engagement.aspx

A recent CIPD commissioned research report (Alfes et al 2010) identified engagement has having three dimensions: Intellectual engagement Affective engagement Social engagement You’ll find an overview of this as shown opposite at the website address provided below. Take some time to read this article to help you understand more about employee engagement (you will have to log on to the CIPD website to read this in full

https://www.i-l-m.com/Insight/Inspire/2013/May/Employee-engagement-levels-rising-according-to-new-report

Another useful article is this one written in 2013 and published on the ILM website – available at the address shown opposite Read this article too to enhance your understanding about ‘employee engagement’.

How can organisations generate employee engagement? Holbeche and Matthews (2012) suggest four drivers for engagement:

Connection: Employees need a sense of identification with, and pride in working for, the employing organisation; there has to be a common sense of purpose and shared vision Voice: Managers need to keep employees informed of the organisations progress and of organisational change, and listen to employee's views so that they feel involved in the business Support: Employees need to be treated as individuals and enabled to do their job; they should feel they are valued and receive a ‘fair deal’ from their employer, and believe their employer is concerned with their well being Scope: Work should be purposeful and provide employees with the opportunity for growth and accomplishment; it should allow for autonomy and be underpinned by mutual trust

References: Holbeche and Matthews (2012) ENGAGED: Unleashing your organisation’s potential through employee engagement. Chichester: Wiley/Josey Bass Alfes et al 2010 Creating an Engaged Workforce: Findings from the Kingston Employee Engagement Consortium Project. London: CIPD

Learning Block 5: Employee Engagement Activity: Assessing Leadership Approaches

Time do something… Now it’s time for you to do some research on how companies are approaching employee engagement. Using the internet look at some company websites and see if you can find out what they are doing about employee engagement. One of the typical responses is to conduct a staff survey – so to start you off here’s a link to Nottingham University and their recent staff engagement survey results (by the way – the HR pages are a good place to start)

http://www.nottingham.ac.uk/hr/staff-engagement-survey/staff-engagement-survey.aspx

You’ve finished this Learning Block, this is a good time to take a break…

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Review Questions

Review Questions

GWA You’ve now covered all the core learning for Module 2 and you are now ready to undertake the associated review questions. Download the Module Unit Review Book and work through the questions. Remember that some of these questions are assessed and will be used as your answers for the ILM assignment. Some are more personally reflective and designed for you to consolidate your own thinking about the learning covered in this module and create a short action plan. The following slides explain the ILM requirements of the Understanding How to Motivate to Improve Performance It’s a good idea to read though this before you start the assignment.

ILM Unit Requirements

GWA ILM Unit: 8600-310 Understanding How to Motivate to Improve Performance Overview of the Task The purpose of this unit is to develop knowledge of why motivation is important, what motivates people and how understanding this can be used to increase motivation in the workplace with resulting improvements in performance. The first section of this task asks you to describe and reflect on what factors influence motivation levels. The second section requires you to show how knowledge of motivation theory can enable you to improve motivation levels within the workplace.

Advice on Completing

the Unit GWA Check your assignment carefully prior to submission using the assessment criteria (AC). To help you understand what is required the Refer and Pass sufficiency descriptors have been included for each AC. Read these carefully as the describe precisely what is required and will be used by the assessors a the marking benchmarks. Note that every question carries a percentage which is representative of how much this answer will contribute to the overall assessment . Make sure that you take note of this and give more attention to those questions with higher percentage ratings. The 'nominal' word count for this assignment is 1000 words: the suggested range is between 800 and 1200 words. You can calculate the appropriate length of each section by using the percentage provided. Although there are no penalties for exceeding or not meeting the word count it is unlikely that you will be able to answer the questions sufficiently in much less than the minimum shown here and we also reserve the right to ask you to edit and resubmit anything which is more than double to upper limit.

Instructions for

Completion GWA PLEASE do not alter or remove any text which has been included in the assignment, all text is included both for your benefit and for the marking team. We ask you to enter your words in blue as this enables the markers to easily find and identify what you have written. We are happy for you to use bullet points and indentation but not to change the line spacing or the layout. Thank you for your help with this. It is an ILM requirement that you complete the Submission Cover Sheet for each Unit you send us, so please make sure that you do this.

Good Luck!

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When you have completed your assignment please return your completed Unit Review Book to the GWA team via email jmw@gwa.co.uk

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Key Learning Points

Key Learning Points

GWA Here is a summary of what we think are the key learning points for this Module: Motivation is about providing the right atmosphere and environment in which people feel motivated to perform to the best of their ability Motivation is about getting yourself and others started, but it’s also about maintaining the momentum and keeping going towards an agreed goal. People are not all motivated by the same things and a good leader will take care to know their staff well and to know what will challenge them just enough to stretch them, without snapping them! Effective motivation will result in performance – if it doesn’t then it’s not motivation, it’s just a dream!

And Finally…

GWA An interesting take on motivation from Dan Pink… http://www.ted.com/talks/dan_pink_on_motivation.html

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Explore further…

Explore Further

GWA If you are interested in learning more here are some topic areas and resources you can use. Please note that any time you spend on this will be in addition to the guided learning hours for this Module. ILM have

additional learning resources available from these links: Identifying Your Staff Members’ Motivation http://ilm.lms.crossknowledge.com/candidat/product_sheet.php?registration_id=21495&trainingcontent_id=1573&step_id=217

How to Deal with Demotivation http://ilm.lms.crossknowledge.com/candidat/product_sheet.php?registration_id=21495&trainingcontent_id=1572&step_id=217

Explore Further

GWA Further Reading ALFES et al 2010 Creating an Engaged Workforce: Findings from the Kingston Employee Engagement Consortium Project. London: CIPD BUCHANAN, D and HUCZYNSKI, A (2010) Organisational Behaviour, 7th edition, London: FT/Prentice Hall. HOLBECHE AND MATTHEWS (2012) ENGAGED: Unleashing your organisation’s potential through employee engagement. Chichester: Wiley/Josey Bass MINTZBERG, H (2009) Managing MULLINS, L.J (2013) Management and Organisational Behaviour, 10th edition, Harlow, Prentice Hall