Motivational Training-

Content and Design

PRESENTED BY
K R I S H N A P R I YA S K U M A R
CUASMGT025
4TH SEMESTER MBA
DCMS
 Motivational Training
Motivational training emphasis on self motivation technique constructed on a set of norms followed
the world’s best .This allows the employees to push themselves and reach goals they have set for them
selves
Motivational training is the key for consistent organizational growth and performance that is focused
for managers and leaders.
It is vital for business executive to understand when an individual or a team needs to be inspired and
motivated. When they are better coaches and trainers to their respective teams, there will be more
positively in the general work atmosphere and that helps the organization immensely .
The motivational training program is focused on each employee contributes to the overall work of the
organization
Motivational training is a product produced through internal and external factors that fuels the desire
and energy of being committed to the role or job and is focused and motivated towards constant goals
 Objectives of motivational training
 To increase loyalty against company.
For improve discipline and with pride and confidence in cohesive manner so that the goal of an
organization are achieved effectively.
Motivation techniques utilized to stimulate employee growth.
For the motivation you can buy man’s time. Physical presence at a given place.
You can even buy a measured number of skilled muscular motions per hour or day.
Performance results from the interaction of physical, financial and human resource.
For the achieve a desire rate of production.
 Types of motivational training
1. Achievement Motivation:
It is the drive to pursue and attain goals. An individual with achievement motivation wishes to
achieve objectives and advance up on the ladder of success.Here, accomplishment is important
for its own sake and not for the rewards that accompany it. It is similar to ‘Kaizen’ approach of
Japanese Management. This motivation is more important for professionals.
2. Affiliation Motivation:
It is a drive to relate to people on a social basis. Persons with affiliation motivation perform work
better when they are complimented for their favorable attitudes and co-operation. This
motivation is of greater use where money cannot be used to motivate, especially minimum-wage
employees and contingent professionals.
3. Competence Motivation:
It is the drive to be good at something, allowing the individual to perform high quality work.
Competence motivated people seek job mastery, take pride in developing and using their problem-
solving skills and strive to be creative when confronted with obstacles. They learn from their experience.
Specialists, like heart surgeons would feel motivated if they get chances to operate upon unique cases.
4. Power Motivation:
Power motivation is a motivational factor that says people are motivated by control over their own lives
and the lives of others. Everyone wants choices, and people are often motivated to increase their overall
life-options and control the environment around them
5. Attitude Motivation:
Attitude motivation is how people think and feel. It is their self- confidence, their belief in themselves,
and their attitude to life. It is how they feel about the future and how they react to the past.
6. Incentive Motivation:
It is where a person or a team reaps a reward from an activity. It is “you do this and you get that”,
attitude. It is the type of rewards and prizes that drive people to work a little harder. Most of the
unorganized job workers get motivated when they are offered more money.
7. Fear Motivation:
Fear motivation coercions a person to act against will. It is instantaneous and gets the job done
quickly. It is helpful in the short run. Managers following Theory x come into this category. In
Indian army, this kind of motivation is very popular
 Steps in motivational training process
1. Identify Unsatisfied Needs and Motives
The first process of motivation involves unsatisfied needs and motives. Unsatisfied needs
activated by internal stimuli such as hunger and thirst.They can also be activated by external
stimuli such as advertisement and window display.
2. Tension
Unsatisfied needs to create tension in the individual. Such tension can be physical, psychological,
and sociological. In this situation, people try to develop objects that will satisfy their needs.
3. Action to satisfy needs and motives
Such tension creates a strong internal stimulus that calls for action. The individual engages in
activities to satisfy needs and motives for tension reduction.For this purpose, alternatives are
searches and choice are made, the action can be hard work for earning more money
4. Goal accomplishment
Action to satisfy needs and motives accomplishes goals. It can be achieved through reward and
punishment. When actions are carried out as per the tensions, then people are rewarded others are
punished. Ultimately goals are accomplished.
5. Feedback
Feedback provides information for revision or improvement or modification of needs as needed.
Depending on how well the goal is accomplished their needs and motives are modified.
 Designing motivational training
program
1.Identify Your Learner’s Motivators
Even in compulsory training, your learners can be intrinsically motivated to engage for a number
of reasons. Motivation can be affected by many internal and external factors—such as the
learning environment, time of day, the learners’ socio-economic background and personal values,
other people around them, and even the different food they have been eating—using our
knowledge of learner motivators is a powerful method of keeping engagement at its highest in
conjunction with other learner engagement strategies
2. Know When to Teach or Facilitate
Teaching is when we impart our knowledge to our learners in a traditionally more teacher-
centered, dictatorial methodology, whereas facilitation is when the educator creates a learning
environment that encourages self-exploration to the extent that learners “learn how to learn” for
themselves.
3. Foster Flexible Engagement
You also can design training that provides engagement flexibility, such as enabling learners to enroll
when and how they like to engage with your content when and how they like, to apply your theory
into their own practice in their own way and to feel as though they are responsible for their own
practical and theoretical success as they progress through your training program—yet do it in a way
that does not leave them isolated and alone.
4. Foster Willingness to Attend
One of the great things about teaching in the post-compulsory sector of education is that most learners
engage voluntarily. When learners want to learn, this makes for a much smoother educational process.
However, in the case of some workplace learning, welfare-sector training, and prison education, I can
say from significant personal experience that learners frequently have no choice. They must enroll. In
these circumstances, more than ever, the course creator and facilitator must ensure they have planned
the training in a way that will enhance the participant’s motivation to learn—so that after the first
session, they continue to come back willingly.
5. Show Appreciation and Respect
Our learners want to be respected as much as we do. As such, managing our classroom, virtual or
physical, needs to be done in a way that ensures our learners feel equal to us. Check your language
for condescending connotations, your physical position looking down or up at them and make sure
you coming across as sharing information rather than “dictating” it.
6. Nurture a Collaborative Community
Research shows that learning is enhanced when it occurs in a network or community. Even
Maslow’s hierarchy of needs shows us that a “sense of belonging” is critical to survival. If you can
design your training to make your learners feel like they belong to something, that they and their
circumstances are similar to others, and that they matter, you will enhance the learning experience
for them. Facilitate an environment  where learners feel comfortable asking each other for help and
advice, where they work together, collaborate, and build friendships outside of the formal learning
schedule.
7. Formalize Action and Implementation
True transformation only happens when learners have had the opportunity to implement strategies that
will move them from point A to point B. Ensure that you have designed specific opportunities and
scheduled time for “doing” and implementing what they have learned in your training.
As learners progress through the training, the more tangible results you can obtain for them, the
higher their motivation and overall appraisal of the training is likely to be.
8. Conduct Critical Reflection
Reflection is a powerful learning methodology in adult education. It is about creating much deeper
cognitive, affective, and perceptual transformations in your learners by facilitating reflective learning
in your program. This is about getting them to look retrospectively and from different viewpoints at
their topic, and consider their progression through it in a way that can provoke learning beyond the
scope of the curriculum.
9. Facilitate Self-Direction
Adult learners hate to feel controlled, manipulated, or stifled by anyone or anything. The more
we can allow for individual influence and self-directed learning opportunities in our training
programs, the more motivated our learners will feel to continue engaging in it.
 Benefits of Motivational training
Fresh Ideas:
From time to time, teams experience a mental block in conceptualizing creative ideas. The ripple
effect of this slump can cause profits to slide, affect morale and bring down competitive
advantage. A motivational speaker can enable employees in developing actionable ideas by
sharing their inspirational ideas and expertise.
 Boost Morale:
Individual morale is a sensitive area that gets affected by events, regardless of their severity. For
instance, if there are rumors of a layoff, employee morale takes a hit resulting in a toxic work
environment. A motivational speaker gets to the root of employees’ negative attitudes, helps them
gain a fresh perspective on their roles and responsibilities, thereby restoring confidence and
passion.
 Breaking Complacency:
Often, employees tend to get complacent within their roles. This is a warning sign for companies
as there is no scope left for growth because of such attitudes. Motivational speakers can bring in
fresh insights and empower the workforce to explore new possibilities and ideas.
 Push Sales & Profits:
Is your organization experiencing a slump in sales figures and dwindling profits? All the more
reason why you need a motivational speaker in the house. Teams can hugely benefit from fresh
ideas and strategies formulated by a motivational speaker. Through their expertise and training,
employees can spring back into action and spur desired growth.
Ease Internal Conflicts:
Conflicts are inevitable within any team. And in a way, conflicts can help identify problems in a team.
However, things change for the worse when personality issues take precedence and result in a
deadlock. A motivational speaker can come to rescue and provide guidance on communication, conflict
resolution and handover skills that teams can use to tackle future issues, preventing these from
affecting business.
It contributes in accomplishment of business goals
In technical terms, the success of a business depends on the harmonized relationship of three elements:
utilization of resources, employees work dedication and friendly work environment. All these aspects
work together when there is mutual understanding and corporation among employees that can be
achieved by motivation. Motivated employees are more determined, focused and productive.
.
It bring stability of work force
Stability of workforce is all concerned to the goodwill and market reputation of a company.
Motivational training sessions encourage employees to make valuable contributions in their
company’s targets and participate in administrative tasks. It makes them loyal towards the
organization and brings workforce stability. This marks an impression on customers and clients
as well.
It activates human resources of organization
Human resources are the valuable asset of a company. Efficient and effective utilization of
human resources can change the success graph of business, which can be achieved only through
motivation. Motivation works as fuel that creates an intense desire and willingness in employees
to perform well.
 Disadvantages
Higher training cost
Employees may suffer stress from taking on too much
Unmotivated employees do not take an interest in their organization.
They include in spreading 'rumors'.
There is no co-operation from unmotivated employees.
The threats of strikes, demonstrations, etc. creates problems for the management.
THANKYOU