Fuel your drive, ignite your results — master motivation like a champion.
Push Boundaries. Break Limits. Build Relentless Motivation and Achieve More Than You Ever Thought Possible.
Unleash unstoppable productivity with our Motivating for Productivity course. You will explore proven strategies like Herzberg’s Motivation-Hygiene theory, Maslow’s Hierarchy of Needs, and Vroom’s Expectancy Theory to master what truly drives performance. By mastering goal setting, reinforcement techniques, and personalized motivational plans, you will transform your work environment into a powerhouse of achievement. Each module systematically builds your skillset, ensuring you finish empowered, energized, and equipped to drive lasting results. Ready to take control of your motivation? Let's make it happen.
Learning Objectives
By the end of this course, you will be able to:
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Define motivation and its critical role in achieving organizational success.
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Apply psychological theories like Herzberg’s and Maslow’s to practical motivation strategies.
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Differentiate between positive and negative motivation using object-oriented theory.
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Implement reinforcement theory techniques to shape productive workplace behaviors.
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Utilize expectancy theory to align employee effort with desired outcomes.
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Identify and adapt motivational strategies based on different personality types.
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Set and evaluate SMART goals to drive sustained motivation and performance.
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Build a personalized motivational toolbox tailored to team and individual needs.
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Develop systems to sustain high motivation across entire organizations.
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Address specific morale issues proactively to maintain team and company-wide momentum.
Course curriculum
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How to Navigate Your Course
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Overview
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Learning Goals
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Overview
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Understanding Herzberg’s Motivation Principles
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Exploring Maslow’s Model of Human Needs
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Comparing Key Motivation Frameworks
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Scenario Exploration
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2 || Review Questions
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Overview
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Reward Strategies
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Using Discipline Effectively
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Nurturing Growth for Motivation
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Scenario Exploration
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3 || Review Questions
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Overview
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Origins of Reinforcement Theory
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The Four Steps to Shaping Behavior
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Best Practices for Workplace Reinforcement
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Scenario Exploration
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4 || Review Questions
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Overview
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The Development of Expectancy Theory
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Breaking Down the Three Key Elements
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Applying Expectancy Concepts at Work
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Scenario Exploration
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5 || Review Questions
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About this course
- $50.00
- 67 lessons
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What did Carlos and Henrietta use to evaluate motivation?
Herzberg’s Motivation-Hygiene Theory.
What motivated Henrietta to improve her work?
She felt overtime wasn’t compensated enough for her effort.
What are the two key factors in Herzberg’s theory?
Motivators and hygiene factors.
What did Carlos and Henrietta identify about their motivation?
They identified motivating factors and dissatisfaction factors.
What does Herzberg’s Hygiene factor represent?
External elements that prevent dissatisfaction but don’t motivate.
How did Carlos and Henrietta resolve the motivation issue?
By addressing Henrietta’s dissatisfaction with pay and overtime.
PS-036
What problem did Georgie and Wanda face with their baker?
The baker was arriving late and lacked motivation.
What theory did Georgie and Wanda use for motivation?
The carrot and whip theory.
What did the carrot represent in the theory?
Incentive and reward for motivation.
Why didn’t Georgie and Wanda use the whip approach?
They thought it was too harsh for their workplace.
How did Georgie and Wanda address the baker’s behavior?
They set incentives for arriving on time and working hard.
What was the outcome of applying the carrot approach?
The baker’s productivity and punctuality improved.
PS-036
What was Pete's main issue in the workplace?
Pete was lazy and avoided contributing to the project.
How did Julian and Julio address Pete's behavior?
By using the four steps of Behavior Modification.
What was the first step in modifying Pete's behavior?
Defining the behavior to be modified.
How did changing consequences affect Pete's motivation?
It motivated him to improve his effort and help more.
What was the result of applying behavior modification to Pete?
Pete became more engaged, contributing to the success of the project.
Why is reinforcement important in motivating employees?
It encourages desired behaviors and strengthens overall performance.
PS-036
What issue did Hernando and Jerome face in their newsroom?
Their team was unmotivated due to unclear expectations and resources.
How did Hernando and Jerome use Expectancy Theory?
By clarifying the goals and ensuring resources were available.
What is Valence in Expectancy Theory?
The importance placed on the expected outcome by the individual.
How does Expectancy impact employee motivation?
It ensures effort leads to performance by providing the right conditions.
What did Hernando and Jerome improve to motivate their team?
They aligned expectations with realistic rewards and resources.
Why is Instrumentality important for motivation?
It ensures that performance is linked to tangible rewards.
PS-036
How did Frank and the team identify each other's personality types?
By playing the "desert island game" to understand priorities.
What personality type did Frank identify as?
A problem solver, focused on finding solutions.
How did Tyrone contribute to the team’s motivation?
As a nurturer, he supported team morale and comfort.
Why is understanding personality types important for team success?
It helps allocate roles and enhances team collaboration.
How did Kelly contribute as a humorist?
By lightening the mood and keeping the team engaged.
What role did Jo play as a consensus seeker?
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PS-036
What method did Jerry and Ken use to set goals?
They used the SMART goal technique.
How did the SMART goal technique help Jerry and Ken?
It made their goal clear, structured, and achievable.
What does the "M" in SMART stand for?
Measurable — goals that can be tracked and evaluated.
Why is it important for goals to be realistic?
To ensure they can be realistically achieved within available resources.
What does the "T" in SMART represent?
Timed — specifying a clear time frame for goal completion.
How did SMART goals affect Jerry and Ken's task completion?
They completed the task efficiently with minimal struggle.
PS-036
What mindset did Cassidy introduce to the team?
The "glass half-full" perspective.
Why did Jessica and Cassidy feel their team was demotivated?
The team was struggling with negative feelings after cutbacks.
How did the "glass half-full" concept change the team’s outlook?
It shifted their focus to opportunities instead of setbacks.
Why is a positive perspective important for motivation?
It helps overcome challenges and boosts team morale.
How did the "glass half-full" perspective impact team productivity?
It motivated the team to return to work with enthusiasm.
What role does mindset play in employee motivation?
Mindset can either hinder or enhance motivation and productivity.
PS-036
What motivated Hernando and Jerome to refine their process?
They wanted to improve employee motivation and meet deadlines.
How did Hernando and Jerome apply Expectancy Theory?
They addressed Valence, Expectancy, and Instrumentality with their team.
What is the importance of Valence in motivation?
It’s the value placed on the expected outcome or reward.
What does Expectancy refer to in motivation?
The belief that increased effort will lead to improved performance.
How did Instrumentality factor into their motivation strategy?
They ensured employees trusted the promised rewards for good performance.
How did applying the Expectancy Theory improve their process?
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PS-036
How did Josephine and Larry notice Delia's low morale?
By recognizing she was less focused and needed breaks.
Why did Delia delay the project completion?
Due to personal issues that affected her focus.
What was Josephine's solution to Delia’s morale issue?
Have a conversation to understand and address concerns.
How did Josephine and Larry help Delia regain motivation?
They listened and found a solution together.
What did Josephine and Larry’s approach show about morale?
Morale is personal and can be restored through understanding.
What can team leaders learn from Josephine and Larry’s actions?
Addressing morale requires listening and taking proactive steps.
PS-036
What was the main challenge faced by the team?
Low employee motivation after a decade in business.
What solution did Isaac propose for boosting motivation?
Organize a motivational seminar and team-building weekend.
Why was it important for employees to reveal their motivators?
It allowed the company to tailor support to their needs.
How did the seminar impact employee motivation?
Employees became more motivated and engaged in their roles.
What role did team-building play in motivation?
It helped employees connect and align their goals with the company.
What lesson did Dean, Isaac, and Caitlin learn about motivation?
Understanding individual motivators and supporting employees is key.