1.4.4 motivation in theory and practice Flashcards
(24 cards)
importance of employee motivation to a business
- better productivity - lower unit cost as FC spread over more units of output -> sell prducts lower price
- less wastage - lower unit cost as more efficient –> higher profit margins
- lower levels of absenteeism - content with working - increase productivity
- lower levels of staff turnover - lower training and recruitment costs
- good reputation as an employer - recruit the best workers
- improve product quality - increase repeat purchase + customer loyalty
- more efficiency
Taylor scientific management knwoledge
Main Idea: People are motivated primarily by money
Taylor believed that productivity could be improved by standardising tasks and paying workers based on output (piece-rate pay).
Workers should have clearly defined roles and be monitored closely.
Jobs should be broken down into small, simple tasks so they can be done efficiently.
Workers are seen as parts of a machine – efficiency > creativity.
Key Concepts:
Piece-rate pay = workers are paid per unit they produce.
Specialisation = workers focus on one small part of the process (division of labour).
Tight supervision = managers plan and control work; workers just follow.
Taylor scientific management evaluation
✅ Pros
Increased productivity – Focus on efficiency and output boosts performance
Clear structure – Workers know exactly what and how to do
Cost-effective – Standardisation allows for mass production and lower costs
Easier to train workers – Simplified tasks
Suitable for unskilled jobs – Ideal for repetitive, manual work (e.g., factory roles)
❌ Cons of Taylor’s Approach to Motivation
Lacks motivation for non-financial needs – e.g. job satisfaction, responsibility, or recognition
Can lead to boredom – Repetitive tasks
No creativity or input from workers – undervalued
Poor relations between workers and managers
Piece-rate pay can reduce quality – Focus on quantity may encourage rushed or sloppy work
Mayo Human relations approach
Main Idea: People are motivated by social needs, not just money.
Mayo believed that motivation improves when workers feel valued, involved, and part of a team.
Based on findings from the Hawthorne Studies (1920s–30s), where worker productivity increased when management showed interest in their wellbeing.
Teamwork, communication between worker and manager (Hawthrone effect), and greater managment involvement (Hawthrone effect) are key to motivation.
Key Concepts:
Informal groups at work influence behaviour and motivation.
Involvement in decision-making boosts morale.
Recognition and attention from managers are powerful motivators.
A sense of belonging matters more than pay in some roles.
Maslows hierarchy of needs
Main Idea: People have a hierarchy of needs, and they must satisfy lower-level needs before they can be motivated by higher-level needs –> therefore a business should offer different incentives to different workers
The Five Levels :
Physiological Needs
In business: fair pay, safe working conditions.
Safety Needs
In business: job security, health and safety, clear rules.
Social Needs (Belonging)
In business: teamworking, social events, friendly culture.
Esteem Needs
In business: praise, promotion, awards, increased responsibility.
Self-Actualisation
In business: opportunities for leadership, innovation, autonomy.
Herberg’s 2 factor theory
Main Idea: There are two types of factors affecting motivation at work:
Motivators: Factors that increase job satisfaction and actively motivate employees to perform better. Hygiene Factors: Factors that prevent dissatisfaction, but don’t actually motivate if improved.
✅ Motivators (create satisfaction and motivation):
Achievement, Recognition, Work itself (interesting/challenging), Responsibility, Advancement/promotion, Personal growth
❌ Hygiene Factors (prevent dissatisfaction, but don’t motivate):
Pay and benefits, Company policies, Working conditions, Supervision quality
Maslows hierarchy of needs pros and cons
✅ Pros of Maslow’s Approach to Motivation
Holistic view of motivation – Recognises that money isn’t the only motivator.
Structured framework – Helps managers identify and meet different employee needs.
Highlights long-term motivation – Encourages development and progression.
Supports employee wellbeing – By focusing on safety, belonging, and self-esteem.
Can improve productivity – Motivated employees are more engaged and perform better.
❌ Cons of Maslow’s Approach to Motivation
Not everyone follows the same order – Some may value esteem over social needs, for example.
Difficult to measure needs – Psychological needs are hard to quantify.
Assumes all needs must be met in order – In reality, people might focus on multiple needs at once.
Time-consuming for managers – Requires effort to understand each employee’s individual needs.
May not suit all roles or cultures – In some jobs, practical or financial needs may always dominate.
Herberg’s 2 factor theory pros and cons
✅ Pros of Herzberg’s Approach to Motivation
Focuses on job enrichment – Encourages giving employees more meaningful and fulfilling tasks.
Helps reduce turnover – Motivated employees are Improves long-term motivation – Goes beyond quick fixes like pay rises.
Recognises different needs – Balances avoiding dissatisfaction and building satisfaction.
Useful for job design – Helps managers structure jobs that motivate (e.g. more autonomy, responsibility).
❌ Cons of Herzberg’s Approach to Motivation
May not apply to all jobs – Repetitive or low-skilled jobs may offer few motivators.
Motivators are subjective – What’s fulfilling for one person may not be for another.
Can be hard to implement – Enriching jobs takes time, planning, and cost.
Hygiene factors are still essential – If neglected, they csn cause major issuse
Assumes all employees are motivated the same way – Some may still prioritise pay or job security.
financial incentives
wage - paid per hour received at end of week
salary - annual and paid monthly
Performance related pay - employees who meet certain targets
commission - paid according to number products they sell
profit share - receive a proportion of company’s profit
Bonus System - when certain targets has been achieved (by company)
share options - e.g. senior meneger -> shares of the company
fringe benefit - items an employye receives in addition to their normal monthly wage/salary
non-financial incentives
- job empowerment - delegating power to employees (own decisions)
- praise
- promoting
- Job enrichment - more challanging and interesting tasks
- job rotation - moving through range of relate d jobs /tasks
- job enlargement - more similar tasks
- better communication - e.g. feedback
- woring environment - safe, clean, coomfortable
- team work - meet social needs + empowerment for team
- flexible working - e.g. part time, job share
piece reate pay pros and cons
+ requires low levels of managerial supervision
+ encourages high speed production
+provides strong incentive for workers who are primarily motivated by pay
-focuses workers on quantity not qual –> defects and mistakes
-repetitive and demotivating
-eployees accustomed to one productino method
commision pros and cons
+ direct link between effort and pay
+ encourages employees to increase performace
-sales affected by external factors
-high pressure environment –< stress and unethical sales
bonus pros and cons
+ increased motivation by offering financial reward for hard work
+ helps businesses align employee efforts with company goals
-bonuses are too small –> not suffiecient motivation
-create resentment if seen as unfair of inconsistent
profit share pros and cons
+ aligns employee interest with business success
+ encourages teamwork and loyalty
+ helps break down barriers between managers and workers
-profits fluctuate, making earning unpredictable
-employees not feeel their individual contribution affect company performance
preformance related pay pros and cons
+ allows managers to measure individuak employee contribution
+ helps align employee objectives with business goals
-discourages temamwork by fostering unhealthy competition
-hard to measure performance fairly in some roles
-if incentives are too low they may not be motivating
delegation pros and cons
✅ Pros
Increases trust and motivation. Frees up managers’ time. Develops employee skills.
❌ Cons
Risk of mistakes if not trained. Can feel like passing down unwanted tasks. May cause stress if workload increases.
consutation pros and cons (Asking employees for input before making decisions.)
✅ Pros
Makes staff feel valued and involved. Improves decision quality with more perspectives. Builds trust and morale.
❌ Cons
Time-consuming. Ideas may not be used, causing frustration. Not all employees want to be involved.
empowerment pros and cons
✅ Pros
Boosts confidence and job satisfaction. Encourages creativity and problem-solving. Increases commitment to the business.
❌ Cons
Needs training and support. Can lead to inconsistent decisions. Not all staff are comfortable with responsibility.
team work pros and cons
✅ Pros
Encourages support and shared goals. Boosts communication and morale. Can increase efficiency and innovation.
❌ Cons
Conflict may arise between team members. Some may rely too much on others (free-riding). Not suitable for all tasks or personalities.
flexible working pros and cons
✅ Pros
Improves work-life balance. Increases staff retention and attraction. Can reduce absenteeism.
❌ Cons
Harder to monitor performance. May reduce collaboration or communication. Not suitable for all roles (e.g. customer-facing).
job enrichment pros and cons
✅ Pros
Increases motivation and personal growth. Reduces boredom. Encourages responsibility and achievement.
❌ Cons
Not all employees want more responsibility. Can lead to stress or burnout. Needs good job design and support.
job rotation pros and cons
✅ Pros
Reduces boredom and increases variety. Develops new skills. Improves understanding of the business.
❌ Cons
Can reduce efficiency while learning new roles. Some may prefer routine. Training takes time and resources.
job enlargement pros and cons
✅ Pros
Adds variety to routine work. Can improve engagement and satisfaction. May reduce monotony.
❌ Cons
Tasks may still be low-skilled or unchallenging. May increase workload without extra pay. Not always motivating if seen as "more of the same".
Mayo evaluation
✅ Pros of Mayo’s Theory :
Improves employee morale and loyalty – Workers who feel valued are less likely to leave, reducing recruitment costs.
Encourages teamwork – Can boost productivity through better cooperation and shared goals.
Better manager-employee relationships – Leads to smoother communication and fewer disputes.
Higher motivation without high financial cost – Social recognition is often cheaper than bonuses or pay rises.
Supports employee engagement – Involving staff in decisions can lead to better ideas and innovation.
❌ Cons of Mayo’s Theory (in a business context):
Time-consuming for managers – Regular meetings and involvement take up time and resources.
Not all employees are socially motivated – Some may prefer financial rewards or independence.
Risk of groupthink or conflict – Too much focus on group work can reduce individual responsibility or cause disagreements.
Hard to measure social impact – Improvements in motivation may be difficult to track or prove.
Less effective in highly automated or isolated roles – Where teamwork and communication are limited, the theory may not apply.
