Project Description

Employee Motivation

When you think of staff motivation, many things may come to mind: more money, a bigger office, a promotion, or a better quality of life. The truth is, no matter what we offer people, true motivation must come from within. Regardless of how it is characterized, it is important to get the right balance in order to ensure that you have a motivated workforce.

This Employee Motivation program will give participants several types of tools to become a great motivator, including goal setting and influencing skills. Participants will also learn about five of the most popular motivational models, and how to bring them together to create a custom program.

  • Define motivation, an employer’s role in it and how the employee can play a part.
  • Identify the importance of Employee Motivation.
  • Identify methods of Employee Motivation.
  • Describe the theories which pertain to Employee Motivation – with reference to psychology.
  • Identify personality types and how they fit into a plan for Employee Motivation.
  • Set clear and defined goals.
  • Identify specific issues in the field and addressing these issues and how to maintain this going forward.


The importance of psychology in achieving and maintaining Employee Motivation is essential. A message can be repeated over and over to a group of employees but unless they believe it and believe in it, the words are empty. The following are some of the key psychological theories which aid employers in their end goal of producing a motivated workforce.

  • Herzberg’s Theory of Motivation
  • Maslow’s Hierarchy of Needs
  • The Two Models and Motivation


Motivation is not all about philosophical needs, of course. A lot of people work better when they have the concrete facts in front of them – something to work towards, something to avoid. Different things motivate different people, and in any given team or workforce there will be a mix of these people. As Herzberg’s Theory suggests, what will motivate everyone will be a mix of satisfaction and non-dissatisfaction. This is like the old theory of the “carrot and whip” – based on the hypothesis of riding a horse and using the carrot to encourage it to speed up, and the whip to prevent it from slowing down too much. Then there is also the idea of the plant – seeing a worker as a “plant” who, given the right mix of the already-discussed factors, will flower beautifully. The carrot, the whip, and the plant are united into the heading of “Object-Oriented Theory”.

  • The Carrot
  • The Whip
  • The Plant


In any organization, there needs to be a mix of personality types. The importance of personality types is decried by some as a kind of fad science, but it is difficult to run an office or any other workplace when everyone has the same “soft skills”. The reason for this is perhaps best explained by the old saying “too many cooks spoil the broth”. Where everyone has the same personality type and a problem arises, there is likely to be conflict as everyone tries to take the same role in solving it. The different personality types are not explicitly defined, and therefore there is no hard-and-fast list, but there is a set of soft skills which all workplaces require, and these are best met by different types of people.

  • Identifying Your Personality Type
  • Identifying Others’ Personality Type
  • Motivators by Personality


It is universally accepted that a business will get nowhere without having targets and ambitions to which to aspire. There is a phrase often used which describes people as “goal oriented”. The meaning of this phrase is that the individual seeks to achieve goals and defines their success by the reaching of these goals. If they fail to meet it, they consider that they have failed overall, no matter the quality of the work they have done to get there, or any obstacles overcome. Though this seems a little negative given the numerous ways in which a person can fail to reach their goals, it does not mean that having goals and aiming for them is not a valuable way to work.

  • Goals and Motivation
  • Setting SMART Goal
  • Evaluating and Adapting


Motivating yourself and others is something that takes no small amount of effort and can sometimes seem like a fruitless endeavour, as motivation initiatives do not always take hold immediately (or at all, in some cases). It is also worth mentioning that, although there are many resources on the Internet for managers and team leaders seeking to motivate their employees, not all of these will work in a specific situation. It is well worth reading the best books and the best sites in order to promote ideas, but the best motivational strategy will always take some account of the exact situation where it is used, so it is worth honing yours somewhat.

  • Building Your Own Motivational Plan
  • Encouraging Growth and Development
  • Getting Others to See the Glass Half-Full


The importance of motivation in any workplace is clear to see. Without motivated employees, any manager or team leader will find it a lot harder to get results out of their team. One can produce a reasonable standard of work without having great motivation, but to exceed expectations and achieve great results it is essential to have superb motivation. Without something to concentrate on as the reward, the reason does the job, it is difficult to produce quality results, because an absence of enthusiasm will always result in flaws.

  • The Key Factors
  • Creating a Motivational Organization
  • Creating a Motivational Job


Maintaining personal motivation is something essential as an important member of a company, particularly in the case where you are responsible for the motivation of others. As a team leader or manager, you will be looked to for reassurance and guidance in a job, and if you give the impression that you are merely going through the motions, your lack of motivation can become contagious. Even if you are responsible solely for yourself, personal motivation remains vitally important. Motivation is what keeps us from giving up and refusing to get out of bed in the morning. Any way we can improve on our level of personal motivation is valuable.

  • Identifying Personal Motivators
  • Maximizing Your Motivators
  • Evaluating and Adapting

All managers, executives, supervisors, team leaders, all support & admin personnel who are involved directly or indirectly with sales & marketing, customer service & front desk

  • Expert Input, Instructions
  • Comprehensive Notes, Workbook & Handouts
  • Group Discussions, Presentations
  • Group & Individual Exercises
  • Video Clips, Brainstorming Sessions
  • Practical Hands On Sessions


  • Accredited iWAM Consultant by Asia Pacific Institute of
  • Approved HRDF Trainer by Ministry of Human Resources
  • Accredited NLP Practitioner and Coach by
  • Certified SEASCF (Southeast Asia Sport Climbing Federation) Level II Climber.

Surain Azhar Victor engages in learning and development for thirteen years. Surain Azhar believes that you can succeed quickly and best by helping others to succeed, he has conducted training programs for corporate corporations, government organizations and learning institutions on topics such as Team Excellence, Creativity and Innovation, Personal Effectiveness Control, Critical Thinking Skills in Decision Making, Train-the-Trainer, Impressive Impressions, Personality Profiles, Personal Leadership, and related topics that meet customer needs. He studies companies, organizations, communities and individuals who are successful in finding patterns of how they can achieve comprehensive achievements. After graduating with a bachelor’s degree in microbiology, he has taught at five institutions of higher learning – both public and private. In addition to delivering learning and development programs, he continues to be busy with wall climbing activities, contributing articles to Petrosains, and reviewing literature on science and psychology. Currently, Surain strives to foster community engage in climbing and developing sports in the country. Its focus is always to create an environment that enables a meaningful learning experience, inspires and empowers



IBM Malaysia, Telekom Malaysia, OCBC, AmBank, Media Prima Sdn. Bhd., Meditop Sdn. Bhd., Kotra Pharma, Pfizer Malaysia, Toshiba (M) Sdn. Bhd., Panasonic (M) Sdn. Bhd., Shimitzu-Nishimatsu-UEM-IJM, Loh & Loh Constructions Sdn. Bhd., AirAsia Academy, Exxon Mobil (M) Bhd., Hitachi Sdn. Bhd., Ajinomoto (M) Sdn. Bhd., BASF Polyurethanes Sdn. Bhd., DHL Express Sdn. Bhd., Malaysian Assurance Alliance, Selayang Mall Sdn. Bhd., Retirement Fund Incorporated, Newspapers in Education of New Straits Times, F&N Dairies (M) Sdn. Bhd.


Dewan Bandaraya Kuala Lumpur, Malaysian Healthcare Travel Council, Ministry of Urban Wellbeing, Housing and Local Government, Institut Sosial Malaysia, Department of Women’s Development, Building and Woodworkers International, Malaysian Red Crescent Society, Young Women’s Christian Association, St. John’s Ambulance of Malaysia, National Co-Operative Organization of Malaysia, National Science Centre, National Planetarium of Malaysia, Unit Belia Pekak KL


University of Malaysia Sabah, International Islamic University Malaysia, University Selangor, INTI International University College, Nilai International University College, Universiti Teknologi MARA (UiTM), Masterskill UC, Taylor’s Lakeside UC, MSU, IACT, Berjaya UC, APIIT, UTAR, Military Academy Malaysia, MAHSA University College, Taylor’s College, SEGI College, Lim Kok Wing University of Creative Technology, SM Stella Maris, SM LaSalle PJ, International School of Kuala Lumpur, Deutsche Schule of Kuala Lumpur, SBP Integrasi Gombak, HELP University College, Sunway University College.

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