ILT: Motivating Your Employees Using Equity Motivation Theory
What About Me Motivating Your Employees Using Equity MOtivation Theory.pdfTools: Canva, Web-Based Media, Web-Based Research, Mentimeter
Time: 3 hours in research/content development; 2.5 hours in development.
Client: This is a concept project that would be used with managers looking to motivate their workers. This particular motivation topic applies most to managers who have teams of workers.
Collaborators: Self-created/designed; but in practice this would be created with corporate stakeholders in mind that may be owners of a company, regional managers, or executive level leaders.
Challenge:
The challenge in this project was to create an instructor led training that would allow learners to understand equity motivation theory and how to leverage it to motivate their line staff. This would be useful in large teams and in teams that are experience issues with turnover, retention, and/or productivity of their workers. Motivation can be helpful in solving these issues.
Solutions:
I developed this ILT on equity learning theory. It includes lighthearted GIF's to appeal to audience engagement. It also includes research-based content on equity theory and its implications for managers. The training allows managers to discuss their own experiences with the ideals of equity motivation theory and to discuss their actual experiences and questions.
I used feedback on my presentation to add interactive components like an activity in Mentimeter.
I then designed a facilitation guide for this presentation. This includes a summary of all lessons with estimated time as well as screenshots of each slide with a script for the instructor. Actions and transitional items like breaks are indicated in italics.
Result:
Success with this training would be partly gained with "smile sheets" since it would be beneficial for managers taking the training to have positive feelings about it (especially since it is designed for an in-person format). The other results would come from two areas. One would be numbers of managers who actually implemented the ideas from this theory/training into their workplace practices as this would show transfer of knowledge into practice. This information could be gained from giving surveys to the learners at a set time post training (maybe 1 month) and asking them to tell how or if they are using the concepts from the training course. The second would be data from the company level on retention and turnover rates (with the desire for them to decrease). Additional data on productivity levels (or sales levels, etc.) with desire for an increase would also show that motivation theories had been successfully implemented with concrete and favorable financial and measurable gains.