MOTIVATION THROUGH LEADERSHIP

Motivational strategies are tactics, techniques, or approaches to encourage learners or

students to participate in the teaching and learning process.

MAIN STRATEGIES:

empowerment

Create a Positive Work Environment: Motivate employees by offering an upbeat, positive

work environment. Encourage teamwork and idea-sharing, and make sure staffers have the
tools and knowledge to perform well. Be available when employees need you to be a
sounding board or a dispute mediator. Eliminate conflict as it arises, and give employees
freedom to work independently when appropriate.

Set Goals that are Reasonable and Achievable: Help employees become self-motivated by
helping establish professional goals and objectives. Not only does this give employees
something to strive for, but your business benefits when goals are tied to corporate
contributions. Make sure goals are reasonable and achievable so employees don’t get
discouraged. Offer encouragement when workers hit notable milestones.

Participation

Giving employees a voice in making decisions about their work.

(Areas of participation for employees): making decisions about their jobs/Decisions about
administrative matters (ex: work schedules)/decisions about broader issues product quality.

Job enrichment
Provide Professional Enrichment
Encourage employees to pursue additional education or participate in industry organizations.
Provide tuition reimbursement or send employees to skills workshops and seminars. If an
employee is motivated to an upward career path, offer mentoring and job shadowing
opportunities. Promote from within whenever possible and create opportunities to help
employees develop from a professional standpoint.

MANAGING CONFLICTS
Workplace conflict is inevitable when employees of various
backgrounds and different work styles are brought together for a
shared business purpose. Conflict can and should be managed and
resolved. Experts offer several causes of workplace conflict,
including:

 Personality differences.
 Workplace behaviours regarded by some co-workers as
irritating.
  Unmet needs in the workplace.
 Perceived inequities of resources.
 Unclarified roles in the workplace.
 Competing job duties or poor implementation of a job
description—for example, placing a nonsupervisory employee
in an unofficial position of "supervising" another employee.
 A systemic circumstance such as a workforce slowdown, a
merger or acquisition, or a reduction in force.
 Mismanagement of organizational change and transition.
 Poor communication, including misunderstood remarks and
comments taken out of context.

The first steps in handling workplace conflict belong, in most cases,

to the employees who are at odds with one another. The employer's
role exercised by managers and HR professionals is significant,
however, and is grounded in the development of a workplace culture
designed to prevent conflict among employees to the extent
possible. The basis for such a culture is strong employee relations,
namely, fairness, trust and mutual respect at all levels.

How to Handle Conflict in the Workplace

 Talk with the other person.
 Focus on behaviour and events, not on personalities.
 Listen carefully.
 Identify points of agreement and disagreement.
 Prioritize the areas of conflict.
 Develop a plan to work on each conflict.
 Follow through on your plan.
 Build on your success.