3 Responses

1. use diverse research
   For what its worth here’s my view on this. Motivation and its group partner morale are very complex issues to ever understand, despite what analysis you carry out. I think it helps to study all the various generic influencing factors and then decide how far the culture should bend towards this whimsical/transient/fickle issue. A brave way to address morale is to run motivation workshops with the population in question that educate them in the topic, re-iterate business goals, discuss issues and generate discussion about tackling morale issues. This avoids the ‘I’ve got the answer’ problem that happens if you suddenly announce a programme of changes to address morale issues. Often, open 2 way dialogue between managers and staff goes along way to alleviating such problems. Don’t lose sight of the two big imperatives;We have to go to work to live and businesses have to make money/operate within budgets there is inevitable conflict here. No magical fixes exist.

   Rick

2. Questionnaires
   Hi,

   I have a number of training needs analysis templates including questionnaires on Work Fufilment and a pre-set format for a brainstorming activity on Communications in the Workplace.

   Please give me a call or e-mail me if you would like these.

   Many thanks,

   Penny Provis
   Internal Communications
   HFS Products & Marketing
   Direct Dial: 0113 235 8756
   e-mail me: [email protected]

3. Found an interesting article “Engage employees to boost perfroma
   The British Psychological Society publishes Selection and Development Review Vol 18 No.2, containing this article about the 6 Core Elements of the Engaged Performance Model; quality of work, work/life balance, inspiration/values, enabling environment, future growth opportunity and tangible rewards.