Training

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How to become a Motivational Leader

Workshop

By: Breanna Rolle

PUB 5409

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Appendix

Background …………………………………….3

Purpose of the workshop………………………. 3

Motivation Leadership Styles …………………. 4

Case Study Tesco Company……………………. 6

Case Study City of Telsa elementary ……………6

Group Activity 1…………………………………7

Group Activity 2…………………………………7

Workshop Summary& Course Feedback…………8

Course Assessment………………………………..8

Reference…………………………………………10

Appendices………………………………………..11

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Background

Broward county Florida has a population of 1,884,545 and under the Broward County Health

department is one of 67 public health departments under the Florida Department of Health. The

health department currently has 610 employees. The demographic of employees in the

department are as follows 28% Hispanic, 16% Asians, 47.4% African American, 19.5%

Caucasian and 1.5% other. Broward County health department is experiencing a turnover of 21%

of employees retiring which makes up 88% of the supervisors, managers, and executives in the

department. Due to the high rate of management turnover, the department must promote these

leader roles in an effort to fill those positions. The "How to Become a Motivational Leader"

session has been developed to address the high turnover rate and motivate both current and

future employees to assume leadership roles and advance the department's values and objectives.

Purpose of this workshop

The purpose of this workshop is to assist the department in comprehending what a motivational

leader is and how to implement this type of leadership ahead of time. This workshop will educate

current and aspiring leaders how to apply these strategies to build successful organizations. In

the workshop the participants will learn the following:

• Motivational style of leadership

• Theories and Practices

• Case studies and Motivational leadership

• Motivational leadership implementation

The workshop will be an in-person training and the duration of one hour. Motivational leadership

development is key for an organization to keep employees and promote advancement. This

workshop will provide concepts on how to be a motivational leader and understand different

types of motivators that maybe useful. There will be two case studies to demonstrate the

motivation theory in real world situations and the outcome of each case. Furthermore, the

participants will complete two activities the first is a scenario-based worksheet where a problem

will be given, and each group will need to provide an answer. Second activity will be a

worksheet to comprehend the differences in hygiene theory and motivational factors. Lastly,

there will be a short five question course assessment on the material that was learned in the

workshop. Course feedback will also be provided for any recommendations and comments for

improvements to the workshop.

Motivational Leadership styles

In this section the presenter will compare intrinsic and extrinsic motivation in this segment of the

course, as well as define motivation and how theses motivators are related to leadership. Next,

the instructor will go over the theory and methods of leadership and dive into the different types

of motivational theorist. Specifically, Locke’s Goal setting theory and the five principles clarity,

challenge, commitment, feedback, and task complexity. Next, Adams Equity theory of

Motivation covering the inputs and outputs that can change the outcome the of the department.

Finally, Herzberg’s motivation hygiene theory and the satisfiers versus the dissatisfiers that will

help to improve the departments job satisfactions.

With the manager and supervisory leadership positions having an increased in turnover this

workshop will help to encourage the employees to take on a leadership role. The participants are

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going to be asked certain questions pertaining to motivational leadership within the department

such as:

• What incentives are given to current employees to promote advancement?

• What type of motivational leadership attributes does your current employer have that

keeps you motivated?

• As an employee what motivates you in your position?

• What are some changes that can take place in the department to keep employees

satisfied?

• Does your department offer incentives or provide recognition to employees? If so, what

are some of the incentives? How does your department show recognition?

The purpose of these questions is for the department to understand what motivational leadership

is being used and identify the leadership attributes associated with them.

Locke’s Goal Setting Theory

In this section the instructor will discuss Locke’s goal setting theory and the five principals that

are associated with this theory. The goal setting theory as it pertains to the department will focus

on what specific short-term goals can be achievable and how have leadership in the past attained

these goals. As the department start to look into their goals, they must utilize theses 5 principles

which are as follows:

• Clarity- creating clear and measurable goals. The most effective goals can be

accomplished if there are specific deadlines in place.

• Challenge- the goal that is set should be challenging that way it will promote motivation

to see that through the obstacles the task was accomplished.

• Commitment- Make sure that your department creates a contract to hold accountability

in completing the task.

• Feedback- create a communication system allowing for suggestions and comments on

how to improve the goal, there should be a collaboration.

• Task Complexity- Make sure there is enough time to go beyond the learning curve

necessary to complete a goal if it is very difficult.

Participants will receive the skills they need to put this strategy to use in their everyday tasks and

formulate a specific, achievable goal. The participants will assess current or upcoming tasks that

the department was required to execute and, if any of the five concepts were used, what

adjustments or suggestions may be made to better achieve their goal. Along with ensuring that

the department can collaborate to develop a setting that will retain their motivation to their

employees.

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Adam’s Equity Theory of motivation

In this section participants will learn and discuss Adam’s Equity Theory of motivation and

improve employees job satisfaction and motivation levels as a leader and try to be fair and

balanced with inputs and outputs. The instructors will review the history of Jane Stacy Adams

and the different inputs which are the contributions and outcomes referring to rewards. The

participants will evaluate their departments to answer the following questions:

• Does the department provide rewards for employees who contribute to the task? Is the

reward intrinsically fair?

• Are the rewards being received the same as the reward that every employee would

receive in completing similar tasks?

Participants will discover how crucial it is to provide fairness while offering rewards for the job

that is being accomplished. The employee will remain motivated if they believe they will receive

an award that is consistent with their contribution. Some of the inputs and outputs that will be

discussed in the workshop are:

• Inputs: time, commitment, adaptability, and determination

• Output: salary, expenses, job security, sense of achievement

Herzberg Motivation- Hygiene Theory

In this section participants will learn the importance of employee satisfaction and to create a

work environment that will keep employees motivated and decrease the turnover rate. The

instructor will go over Herzberg’s theory on employee’s satisfaction and the two dimensions of

hygiene and motivators. Participant will learn how hygiene issues such as salary can help to

reduce employee dissatisfaction and recognition can help increase employee motivations. The

following are a few hygiene and motivators that the instructor will focus on

• Hygiene factors dissatisfaction

o Salary

o Working conditions

o Policies and regulations

• Motivators satisfactions

o Recognition

o Job status

o Personal growth

The participant will know what the hygiene issues are as dissatisfiers and what the motivators are

as satisfiers at the conclusion of this course. They will learn how important these aspects are in

job satisfaction and how to recognize them in the department.

Case Study Tesco Company

In this section participants will see a case study of how the Tesco company motivates it’s

employees and successfully run 2,200 stores. Tesco was founded by Jack Cohen and formed a

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merger with T.E. Stockwell the store opened in 1929. Cohen knew that for Tesco to thrive the

staff needs to be motivated, flexible and well-trained to identify the customer needs and provide

excellent customer service. The company knows that motivated employees are less likely to

make mistakes and cause mishaps or conflict in the workplace. Tesco focused on creating a

motivated workplace by achieving greater output in less time to reduce labor cost which requires

less supervision and in turn employees will value their work and this will reflect to customers.

Tesco company used the following tools to motivate its employee’s and run a successful

organization:

• Tesco discovered that valuing employees helps the business establish goals and create an

environment where workers will feel driven.

• Tesco provided “Employee Reward Programme” this program is a financial package that

promotes each employee's unique lifestyle with appropriate and focused benefits. Each

employee will receive increases or health benefits they need to help them succeed in their

job.

• Each year Tesco has their employees participate in a staff satisfaction survey called

Viewpoint where the employee can provide feedback on their work challenges and

working for the company itself. The survey helps the company to see what they will need

to implement to keep their employees motivated.

• Professional development training is offered to employees in job development and

leadership to help promote and advance their employees

• Every employee has a personal development plan this helps leadership focus on each

employee’s individual needs and can provide accurate feedback.

Tesco company is a prime example on how organizations employee satisfaction is important and

to keep employee at the forefront. In the end the company will flourish because they have

motivated employees who want to make a difference and see potential in moving up the ranks in

leadership.

Case Study Elementary School in Talesh City

In this case study participants will see how the City of Talesh surveyed their teachers to

understand the satisfaction and dissatisfaction and what motivates the teachers in elementary

education. Teacher motivation is important for the quality of teacher learning process and the

student’s learning outcome. The researchers looked at three factors that affected job satisfaction

• Factors intrinsic to teaching

• Factors operating at the school level

• Factors operating at the system level

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The research conducted was done at 830 elementary school and 262 teachers were selected for

the survey sample. The survey was focused on the factors that affected job satisfaction and the

teachers were classified into three groups based on the survey which were low, medium, and

high. Based on the results it showed that satisfaction of colleague’s behaviors, delivery of service

to students and the need to implement curriculum were the priority. The researchers have also

concluded that the education system need to implement teacher appreciation, include teachers in

the organizations decision making and promote teacher professional development. The

participants in this workshop will learn how to conduct a survey in their organization and to see

what the effects of job satisfaction are and implement new policy and or incentives for their

employees.

Group Activity 1

For the breakout session each group of five will be placed in a room for twenty minutes and

asked the following question:

Scenario: Your company just received their performance evaluation, and the results show that

employee performance is extremely down. The CEO of the company has ask the department

manager to provide an explanation to why employee work performance is low and what

improvements will the company need to implement.

Each group will need to provide five work performance issues that can be factor to poor work

performance and five motivators.

The goal of this activity is for the group to understand the inputs and outputs of the company and

provide motivators based on the previous lesson learned that will help to regain employee

satisfaction in the company.

Breakout Session Reflection

After the groups have deliberated, they will be returned to the main room and present to the other

groups what their findings are. Once each group has presented, all the groups collectively will

choose the best approaches for the company and help make improvements. The purpose of this

exercise is for the groups to collaborate on the approaches they feel will best fit the scenario.

Group Activity 2

For the second breakout session the same groups can work together to complete the Motivational

Hygiene Factor worksheet. The group will utilize the material that was presented earlier in the

workshop on the segment of Herzberg’s hygiene theory and identify the hygiene factors and

motivational factors from each category listed on the sheet. The worksheet will be provided in

the Appendix. At the end of the activity the groups would have learned the different satisfiers

and dissatisfiers that play a role in their departments and will adapt this learning in their current

roles.

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Workshop Summary & Course Feedback

At the end of this workshop the participants will have the knowledge on motivational leadership

and how to utilize each theory in their current role at their organization. The participants should

leave this course with the knowledge in the following areas:

• An understanding of the different motivational styles of motivation leadership and the use

in the workplace

• Case studies on the method used to implement the motivational factors.

• Activities to help understand how to adapt motivational leadership practices in the

workplace

Participants will take a workshop survey to provide feedback on the course and any

recommendations that they have. The survey page will be provided in the appendix.

Course Assessment

Participants will complete an assessment on the overview of the course. They will need to

complete a short five question quiz on the topics covered pertaining to the motivational styles

and the appropriate method of use. The goal of the assessment is to test the knowledge that was

taught in the workshop such as the motivational leadership style and theory, outcome of the case

studies and a takeaway from the workshop.

Course Question and Answers

1. What does not apply to intrinsic motivation

a. Interest

b. Satisfaction

c. Enjoyment

d. Compliance

Answer: D. Compliance

2. What are the five principals of Locke’s Goal setting theory?

Answer: Clarity, Challenge, Commitment, Feedback, Task complexity

3. For the Tesco company case study what did the company create to help leadership

understand where each individual employee goals were?

Answer: Personal Develop Plan

4. What were the three factors researcher viewed in the City of Talesh case study?

Answer: Factors intrinsic to teaching, Factors operating at the school level, and Factors

operating at the system level

5. Name one key away from the workshop

Answer: answer will vary

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Participants will need to score 90% or higher and multiple attempts are allowed. At the end of

the quiz the instructor will review the questions and the participants will have an opportunity to

re-take the exam if the score was below a 90%.

Impact Analysis

To track the success of the workshop in the department an employee survey will be sent out after

six months to see if the department has made changes and implemented the strategies. The

survey will ask employees the following questions:

• How is the department tracking your work performance? If they are how do you receive

feedback?

• Is your department providing leadership development opportunity for career

advancement?

• Do you feel motivated in the work that you are currently doing? please provide why or

why not.

• If you are performing task at a level that is past your colleagues, are you being

recognized for your work? If so, how is the department giving you recognition?

The responses will be used to create an employment feedback chart to display what the

department strengths and weakness are with employment satisfaction. Based on the data that is

pulled the department will be provided recommended feedback and workshops to assist with

motivational leadership training.

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Reference

Broward County Flordida health. (2019). Florida Department of Health in Broward County Workforce

Development Plan Adopted September 16, 2019 2019-2022. https://broward.floridahealth.gov/about-

us/_documents/broward_wfdplan_2019-2022.pdf

Bussiness Case Studies. (2019, September 20). Motivational theory in practice at Tesco – Case

Study. Business Case Studies. https://www.potentialunearthed.co.uk/wp-

content/uploads/2017/09/Motivational-theory-in-practice-at-Tesco.pdf

Charlotte Nickerson. (2021, October 9). Herzberg’s motivation theory (two-factor theory). Study

Guides for Psychology Students - Simply

Psychology. https://www.simplypsychology.org/herzbergs-two-factor-theory.html

Nosraty, S., Khosravipour, B., Monavvarifard, F., Hamidi, F., & Salehi, L. (2015). Analyzing the

role of motivation factors in Herzberg’s theory on teacher’s job satisfaction (Case study:

Elementary schools in Talesh city). International Journal of Advanced Biological and

Biomedical Research, 3(1), 87-92.

Syptak, J., Marsland, D. W., & Ulmer, D. (1999, October 15). Job satisfaction: Putting theory

into practice. AAFP American Academy of Family

Physicians. https://www.aafp.org/pubs/fpm/issues/1999/1000/p26.html

Tai, K. (2022). Module 3: Organizational Behavior [Powerpoint ].

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Appendix

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