Employee Relations and Motivation

• Credit value: 15 credits at Level 7
• Convenor: Dr Aly Kelleher
• Assessment: a two-hour unseen examination (100%)

The study of employee relations and motivation provides you with an opportunity to critically discuss central concepts within the field of organisational psychology. You will engage with, and critically evaluate, the two key theoretical approaches to Motivation Theory and the related academic research. This includes content and process theories of motivation such as self-determination theory and goal setting, and how they influence individuals and the employee-employer relationship.

Within the context of employee relations, we will critically examine the role of motivation in core areas such as the role of power, influence and conflict within organisations. We also explore key concepts and areas that underpin negotiations in organisations. Finally, in extending your understanding of employee motivation, we examine constructs such as proactivity, and the role of emotions (affect) and time perspectives.

Indicative syllabus

• Introduction to work motivation
• Content theories of motivation
• Process theories of motivation and contextual factors
• Contemporary process theories, and rewards and motivation
• Employee relations 1: power and influence in organisations
• Employee relations 2: the employee-employer relationship and negotiation in organisations
• Job (re) design including job crafting and proactive motivation
• Individual factors, affect, and time perspectives in motivation

By the end of this module, you will be able to:

• understand theories of work motivation
• critically evaluate research evidence on work motivation and its relationship with performance, organisational citizenship behaviour and organisational
• commitment
• analyse and evaluate the role of power and influence in shaping organisational behaviour and employee relations
• critically assess the role of negotiations in managing the employment relationship
• synthesise theoretical perspectives and practical insights for improving employee relations and work motivation in organisational contexts
• critically examine theories of job (re)design and proactive motivation, and their role in promoting effective work structures for individual motivation and performance
• demonstrate knowledge of individual factors to extend critical evaluation of motivation, such as the role of affect, affective events theory, and the future time perspective.