1.4.4 Motivation in Theory & Practice Flashcards
(15 cards)
Define ‘motivation’
Refers to the inner desire or willingness a person has to succeed
What impact does motivation have on productivity?
- Motivated employees are more productive and efficient as they are more likely to be engaged in their work and take initiative to meet or exceed their goals
- They will generate higher levels of output and quality
- Increased productivity results in higher profits for the business
What impact does motivation have on the reliability of workers?
- Motivated employees are more likely to be reliable and dependable
- They take pride in their job, show up on time, meet deadlines, and take fewer sick days
- This leads to increased trust between the business and its employees and higher productivity
What impact does motivation have on turnover rates?
- Motivated employees are more likely to stay with the company long-term which reduces the turnover rate
- Lower turnover rates reduce the need for costly recruitment and training
What type of financial incentives are there to help improve performance & productivity?
-
Piecework- Employees are paid according to the number of units or pieces they produce-
Commonly used in manufacturing -
Commission
A percentage of sales revenue paid to workers who sell products or services -
Bonus
An additional payment is given to staff as a reward for achieving specific goals etc. -
Profit share
A portion of the company’s profits are distributed among staff -
Performance-related pay
Staff are paid based on their performance which (theoretically) motivates staff to work harder
What non-financial incentives are there to improve performance?
Delegation
* Involves transferring responsibility from a manager to their staff
Consultation
* Involves seeking the input of staff on decisions that affect their work
This inclusion can increase staff engagement and commitment
Empowerment
* Involves giving staff the authority and resources to make decisions and take action without first receiving management approval
Team Working
* Involves creating opportunities for staff to work collaboratively
Flexible Working
* Involves providing staff with the option to work remotely, or to adjust their hours to suit their lifestyle
Job enrichment
* Involves adding more challenging or meaningful tasks to a job
* Staff feel more motivated and engaged, leading to improved productivity
Job rotation
* Involves moving staff between different roles in the business
Job enlargement
* Involves expanding staff’s job duties to include additional tasks or responsibilities
What was Taylor’s Scientific Management theory of motivation?
Developed by Frederick Winslow Taylor in the early 20th century
- Focuses on breaking down complex tasks into simpler ones, standardising work processes, & providing workers with clear instructions & training to achieve maximum efficiency
- Many manufacturing businesses use Taylor’s principles to structure their staff benefits, e.g. piece rate pay
Production lines involving human labour are often set up based on these principles:.
1. Study & analyse the work process
2. Standardise the work process
3. Select and train the workers
4. Provide incentives for performance- Scientific management emphasises use of incentives to motivate workers
This may include bonuses or piece-rate pay
What are the advantages & disadvantages of using Taylors Approach?
Advantages:
- Increased efficiency, which lowers costs
- Standardised procedures for work processes that everyone follows can help reduce errors & inconsistencies
- Specialisation of labour leads to greater efficiency & productivity
Disadvantages:
- Overemphasis on efficiency reduces worker satisfaction & creativity
- Workers may disengage from work if they are reduced to working in a machine-like system
- Limited applicability as this approach may not work for roles that require high levels of creativity, problem-solving, or interpersonal skills
What was Mayo’s Human Relations Theory?
- Mayo’s Human Relations Theory was developed by Elton Mayo in the 1930s
- Focuses on the importance of social factors in the workplace
These include factors such as communication, motivation, & job satisfaction
- Mayo suggests that key to improving productivity & job satisfaction lies in understanding & improving relationships between workers, supervisors, & management
What are the advantages & disadvantages of Mayo’s theory?
Advantages:
- Improved job satisfaction
- Increased productivity as workers feel valued & supported
- Better communication as workers value open & honest communication, which reduces misunderstandings and conflicts
Disadvantages:
-Time-consuming as building positive relationships requires time and effort
- Lack of control as workers take more decisions
- Resistance to change, as some workers & managers may be resistant to the changes required by Mayo’s theory
What is Maslow’s Hierarchy of needs?
- Maslow’s Hierarchy of Needs is a theory of human motivation that outlines five tiers of human needs that must be met for individuals to reach their full potential:
- Physiological- Businesses can provide necessities for their employees
- Saftey - Businesses can provide job security, fair pay, benefits, and safe working conditions for their employees
- Love/Belonging- Businesses can encourage teamwork & generate a sense of community within the workplace
- Esteem- Businesses can provide recognition for employees’ accomplishments & provide a positive work culture that values individual contributions
- Self Actualisation- B’s can help employees achieve this need by offering opportunities for employees to pursue their passions & interests,
What are the advantages & disadvantages of Maslow’s Hierarchy of needs?
Advantages:
- Higher employee satisfaction: By meeting needs of employees, businesses can create a more satisfying work environment, - can lead to increased productivity & lower turnover rates
- Improved employee performance: Employees who feel valued & supported by their employers are more likely to perform at a higher level
Disadvantages:
- Businesses need to tailor their approach to meet the individual needs of their employees
- Expensive: Meeting many individual needs can be costly, especially when offering perks such as the use of a company car
- Time-consuming: Requires significant effort from management to connect individually to understand which opportunities for personal growth are desired
What is Hertzberg’s Two Factor Theory?
- Herzberg’s theory suggests that there are two types of factors that affect employee motivation & job satisfaction
Hygiene factors are elements that do not necessarily lead to job satisfaction, but their absence can cause dissatisfaction, which decreases motivation, e.g poor teamwork in the workplace
Motivators are elements that lead to job satisfaction & motivation, e.g. increased responsibility
How would you use hygeine factors to decrease dissatisfaction?
Pay fair wages & salaries
- If an employee is not paid a fair wage for their work, they may become dissatisfied & demotivated
Offer excellent working conditions
- If the workplace is dirty, unsafe, or uncomfortable, employees may become dissatisfied & demotivated
Offer employment contracts which provide job security:
If employees feel that their job is not secure, they may become anxious & demotivated and contribute less to the business goals
How would you use motivators to increase satisfaction?
Build a recognition & rewards culture
When employees are recognised & rewarded for their hard work, they are motivated to continue performing well.
Offer opportunities for growth & development
When employees are given opportunities to learn new skills & advance in their careers, they are motivated to continue working for the company.
Provide challenging work which requires problem solving
When employees are given challenging work that allows them to use their skills & abilities, they are motivated to continue performing well.
