Motivation

Question 1

What do motivation theories do

Answer 1

Examine different ideas about different methods of getting the best performance from a workforce

Question 2

What does effective motivation do

Answer 2

Creates the desire and energy to complete tasks involved in a job to the highest standard and creates commitment to the employer

Question 3

Name 5 ideas and theories of motivation

Answer 3

1 Taylors theory of scientific management
2 mayo and Hawthorne experience to
3 maslows hierarchy of need
4 herzberg’s 2 factor theory
5 vroom porter and lawyers expectant theories

Question 4

Explain Taylor’s theory of scientific management

Answer 4

Taylor developed the idea or time and motion study. - investigation into how jobs were performed allowed him to design jobs so that the completion of tasks were done in as simple and efficient manner as possible

Question 5

What was Taylors View

Answer 5

1 workers produce more if don’t have to plan and make decisions
2 methods used by the most efficient workers should be used bu all workers

Question 6

What is Taylors scientific management called

Answer 6

A task orientated approach where workers are thought of machines to complete tasks

Question 7

What are the features if scientific management

Answer 7

1 workers are paid for carrying out specific tasks - not paid for thinking
2 they are paid for levels of output produced - this involves the use of piece rate payments
3 there is a tall hierarchy with little scope for upward communications
4 the best method of working is adopted by all workers
5 close supervision of workers and monitoring of performance trends

Question 8

What did the adoption of Taylors methods lead to

Answer 8

1 large increases in productivity
2 was the foundation of mass production techniques used by Henry Ford

Question 9

Which industry utilizes Taylors methods today

Answer 9

Fast food chains where large manuals tell your exactly how to prepare a burger - no devcisions involved

Question 10

Outline what Mayo and the Hawthorne experiments concluded

Answer 10

Group dynamics could be more important than financial motivation in determining work practices
The way groups are treated and the way they expect to be treated affected the way they worked

Question 11

What was the aim of Hawthornes study
How did he conduct the study

Answer 11

Aims were to establish the impact of differetn conditions of work on productivity
He examined the effects of changes in the factory environment such as lighting and humidity and then the effects of changes in employee arrangement like breaks and hours and leadership
His main finding that the view that people went to work just for money was flawed , that productivity was effected by conditions and by the recognition they received
Productivity could be increased not because workers were been watched but because they felt valued

Question 12

As a result of the experiment what did Mayo suggest motivation at work was promoted by

Answer 12

1 greater communication
2 better teamwork
3 showing an interest in others
4 involving others in decision marketing
5 ensuring the wellbeing of others
6 making work interesting and non repetitive

Question 13

What was developed from Mayos work

Answer 13

The human relations school of motivation and management development

Question 14

What are the basic needs of all humans

Answer 14

Warmth
Food
Clothing
Shelter
Things we need to survive

Question 15

What did Maslow suggest

Answer 15

We have a hierarchy of needs
We all wish to obtain the highest level of this hierarchy
Before we can reach the highest level the lower levels must be securely in place

Question 16

What is Maslows hierarchy from the bottom upwards

Answer 16

1 basic needs
2 security or safety needs
3 love and belonging
4 esteem needs
5 self actualisation

Question 17

What does the worker need and how does the employer satisfy these needs

Answer 17

1 basic need
Worker needs food shelter cloths shelter warmth
Employer provides a living wage and good working conditions
2 security and safety needs
Employee needs to be confident that they are protected in the future
Employer provides a contract of employment , pension schemes and safe working conditions
3 love and belonging
The employee requires interaction, trust and leisure time
The employer gives paid holiday, good communications and sets up working groups
4 esteem needs
The employee needs to feel good about their achievements
The employer provides positive communication, bonuses and job enrichment
5 self actualisation
The employee needs personal goals and self expression
The employer can promote, give them control over their job and empower them giving them more responsibility

Question 18

What was Herzbergs 2 factor theory

Answer 18

An investigation to see what caused satisfaction and dissatisfaction at work
He interviewed groups of white collar workers and he wanted to apply his findings to improve job design and so improve quality and output

Question 19

What did Herzbergs research show that satisfaction at work was caused by

Answer 19

A number of motivating factors
1 management recognition
2 achievement of goals
3 responsibility
4 opportunities to improve skills
5 opportunities for promotion.

Question 20

What did Herzbergs research show were the factors that caused disatisfaction

Answer 20

These were hygiene factors
1 poor working conditions
2 lack of status
3 unsatisfactory wages
4 lack of job security
5 poor workplace relationships.

Question 21

What did Herzberg advocate

Answer 21

1 Firstly managers must provide work conditions that prevent dissatisfaction, only when they are provided can motivation happen

2 managers should employ workers with the view that they should be trained to do tasks there were not able to do when they were employed

Question 22

What are the criticisms o this theory

Answer 22

1 the sample was taken from professional workers and skilled engineers- so would it apply to semi or unskilled workers
2 Herzberg ignored the effects of team work and its impact on motivation

Question 23

What were Vrooms beliefs

Answer 23

People acted in their own best interests - people want to maximise their happiness and minimize their unhappiness

individuals motivation is a combination of 3 factors they need to believe they can achieve the outcome which ends in a positive result

Question 24

What were the 3 components of Vrooms expectancy theory

Answer 24

VIE
1 valence
2 instrumentality
3 expectancy
All 3 relate to a persons beliefs

Question 25

Explain valence in relation to Vrooms beliefs

Answer 25

1 An individual will complete a task if they believe they will receive a reward , doesn’t have to be money eg people doing charity work expect thanks and appreciation

2 valence can be positive or negative - if they like the outcome it is positive if they don’t it is negative

Question 26

Explain instrumentality in relation to Vrooms beliefs

Answer 26

A person believes a certain action leads to a particular result. At work they are obviated to work harder to achieve a particular target if it leads to a valiant result - work hard get promoted

Question 27

Explain expectancy in relation to Vrooms beliefs

Answer 27

Individuals belief in the likelihood of them being able to achieve the target that has been set for them

Question 28

what were Porter and Lawlers beliefs about motivation

Answer 28

An individuals motivation is affected by the reward they expect to receive for completing the task. The individuals view of how attractive the reward determines their level of motivation

Question 29

How are the rewards catergorised

Answer 29

1 Intrinsic rewards
Include positive feelings the individual experiences from completing the task eg pride satisfaction
2 extrinsic rewards
Come from outside of the individual eg pay increases or bonuses

Question 30

List financial methods of motivation

Answer 30

1 piece rates - workers paid for each item they produce or task completed . Workers will work as fast as they can to maximise payment . employer has to supervise and check work closely

2 wages - paid hourly vast majority of unskilled still paid like this, gives some security and can possibly work overtime

3 salaries - paid at an annual rate paid monthly directly into bank in arrears so workers paid a month after the work was done - improves cash flow for business and it is simpler and safer to pay money into bank . Salaried workers are not usually paid offer time but can receive other financial benefits

4 profit related pay — income is related to company profits, they will have a lower salary if paid this way but benefit overall . In the main only for senior management . Income is uncertain ad workers believe they have little influence in profitability of business so do not see why their income should fluctuate as profit fluctuates

5 bonus schemes - wide variety available designed for different emp;payees and different jobs including
Sale bonus - paid if sales targets are reached
Performance bonus - paid if output and quality targets are met
Christmas bonus - for loyalty

6 fringe benefits - include company car, pension, sickness benefits, subsidized meals and travel, staff discounts , health care

Question 31

List the non financial methods of motivation which support theories of Mayo Maslow and Herzberg

Answer 31

1 job enrichment - giving worker mor control over task and allowing workers to complete tasks that have meaning eg worker who fits circuit boards could test and adjust to ensure it works - he does a range of tasks and will be more committed to the original task - as Herzberg points out job design is key

2 job enlargement - increasing the number o tasks completed by employee adding interest to their role

3 job rotation - changing workers tasks regularly eg switching places on production line adding variety adds interest reduces errors that can arise through boredom

4 job design - jobs include complete tasks that are of interest to the worker challenge and allow decision making

5 communication
6 empowerment - giving workers power over their jobs, make decisions and implement their ideas

7 quality circles - groups of workers meet regularly to discuss problems in production and offer solutions

8 training - herzberg states without training workers can’t meet potential

9 flexible working - employees have some control over their work schedule

Question 32

What is a single status work place

Answer 32

All artificial barriers are removed - all treated the same

Question 33

What are the problems with implementing non financial methods of motivation

Answer 33

1 existence of theory x managers - managers who see no value in using expensive methods of motivation when workers have no commitment

2 cost - all methods are expensive in terms of management time,systems, implementation and training

3 external factors - once workers are used to having their jobs enriched it is difficult to remotivate them when financial circumstances forecast cutting

Question 34

Benefits of effective motivation

Answer 34

1 increased productivity
2 increased quality
3 lower levels of staff turnover
4 improved communications
5 high levels of innovation
6 greater worker satisfaction
7 lower levels of industrial action
8 improved customer services
8 better reputation and easier to attract staff.