Brainscape's Knowledge GenomeTM


Top Flashcards (Certified)
All Flashcards

Business SL > 2.4 - Motivation and Demotivation > Flashcards

2.4 - Motivation and Demotivation Flashcards

(47 cards)

Start Studying
1
Q

Motivation

A

The desire, effort and passion to achieve something
* in BM: the willingness to complete a task or job with enthusiasm

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Motivational theories (3)

A

Taylor - motivation
Maslow - hierarchy of needs
Herzberg - two factor theory

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Taylor’s theory (overview)

A

Assumed that employees are primarily motivated by money
* so productivity could be improved by seeting output and efficiency targets related to pay

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Criticism of Taylor’s theory (name 3)

A
  • Ignores non-financial factors
  • Does not recognise that people may be independent thinkers
  • Difficult to measure the output of professionals that focus on mental output rather than physical
  • Can lead to repetitive and monotonous tasks
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

Maslow’s theory of the hierarchy of needs

A

Believed that psychological needs of employees is what motivates people, not just money
* developed a hierarchy of needs where people must be motivated by lower order needs before they can progress to higher order needs

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Maslow’s hierarchy

A
  1. Self actualisation
  2. Esteem
  3. Love and belonging
  4. Safety
  5. Physiological
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

Self-actualisation

A

Intrinsic drive within people to become the best they can be

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

Esteem

A

Job titles, decision-making power, praise

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Love and belonging

A

Interaction, teamwork, trade union membership

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

Safety

A

Job security, sick pay, maternity leave, pensions

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

Physiological

A

Food, water, shelter, warmth, air

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Criticism of Maslow’s theory (2)

A
  • identification of needs is difficult and not everyone has the same needs
  • self actualisation needs are rarely achieved permanently
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

Herzberg’s theory of two factors

A

His research resulted in two categories of factors affecting the level of motivation in the workplace: hygiene and motivators

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

Hygiene factors (def and 3 examples)

A

Aspects of work that do not motivate but must be met to prevent dissatisfaction
* working conditions
* pay
* relations with others
* paid leave

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

Motivators (def and 3 examples)

A

Factors that can lead to the psychological growth of workers and hence increase satisfaction and performance at work
* job enlargement/enrichment/empowerement
* achievement
* recognition/responsibility

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

Criticism of Herzberg’s theory (name 2)

A
  • Hygiene factors can be taken for granted
  • Does not apply to low skilled jobs (study was limited to engineers and accountants)
  • Employees may not want the extra responsibility and stress from job enrichment
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

Financial rewards (7)

A
  • Salary
  • Wages (time and piece rates)
  • Commission
  • Performance-related pay
  • Profit-related pay
  • Employee share ownership scheme
  • Fringe payments
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

Commission

A

Pays workers a percentage of sales or output contributed

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

PRP (and forms)

Study These Flashcards
A

Rewards those who meet certain goals
* perfomance bonus
* loyalty bonus
* pay rise
* gratuity

20
Q

Non-financial rewards (6)

Study These Flashcards
A
  • Job enrichment
  • Job rotation
  • Job enlargement
  • Empowerement
  • Purpose/the opportunity to make a difference
  • Teamwork
21
Q

Types of training (3)

Study These Flashcards
A
  • Induction
  • On the job
  • Off the job
22
Q

Financial rewards

Study These Flashcards
A

Monetary payment for motivation - can be time or output based

23
Q

Salary

Study These Flashcards
A

Financial rewards set at a fixed annual rate but paid on a regular bases (fortnightly or monthly)
* often work longer than their contracted hours but don’t get paid for extra work

24
Q

Benefits of salary (2)

Study These Flashcards
A
  • useful when output or productivity is difficult to measure
  • better for a firm’s cash flow due to monthly payments
25
Drawbacks of salary (2)
* Not easy to distinguish efforts or outputs of different workers * Little incentive to work hard
26
Wages
Rewards for labour services, usually expressed as an hourly rate or as a measurable quantity of output * unskilled workers - paid in hourly wages * likely paid overtime
27
Benefits of wages (2)
* Easily understood payment system * Piece rate incentivises hard work
28
Drawbacks of wages (3)
* Hourly rates are used to reward time not effort - may encourage poor productivity * Quality of products may deteriorate thus close supervision is necessary * Worker demotivation if there is a machinery failure
29
Benefit of commission (1)
Overcomes disadvantages of output-based systems
30
Drawbacks of commission (name 2)
* speed and agressive selling techniques do not correlate with quality * puts added pressure on workers * tasks can be repetitive and monotonous * lack of security for employees * may be a need to hire more quality controllers
31
Performance-related pay benefits (name 2)
* creates incentives for staff to work better - clear targets * fair - hard work is rewarded * creates system of performance management
32
Performance-related pay drawbacks (name 2)
* targets may be unrealistic * stress can be caused by the pressure of meeting targets * non-financial motivators are ignored * PRP is not appropriate for some professions where quality is more important than quantity
33
Profit-related pay
Linked pay to level of overall profits in the firm * usually paid as an annual bonus
34
Benefits of profit-related pay (name 2)
* strengthens employee loyalty * boosts labour efficiency and limits labour conflict * breaks down 'them and us' culture - everyone is working as a team to boost profit
35
Profit-related pay drawbacks (2)
* share of profits made is usually too small to provide incentive * individual efforts are not recognised
36
Employee share ownership schemes
Rewards workers, managers and directors by giving them shares of the company
37
Employee share ownership scheme benefits (2)
* staff will have direct interest in the well-being of the organisation by being a shareholder * lower rates of absenteeism and staff turnover
38
Drawbacks of employee share ownership (name 2)
* impractical to implement for employees other than those in senior management * majority of employees do not qualify for share ownership * dividends distributed are not sufficient enough to act as incentives
39
Fringe payments (3 examples)
Benefits to an employee in addition to their wages or salary * subsidised meals * private health insurance * company car * pension fund contributions
40
Benefits of fringe payments (2)
* healps meet an employee's safety needs * make employees feel more valued
41
Drawback of fringe benefits (1)
* can be hugely expensive, especially for senior executives
42
Induction training benefits (name 3)
* established clear expectations and working habits from the start * help new recruiters understand corporate culture * settling in quickly means new hires can contribute promptly to the firm * morale boost for new staff by being welcomes
43
Induction training drawbacks (name 3)
* time consuming to plan, deliver and oversee * disruptive to trainers' own work * information overload * too long and tiresome
44
On the job training benefits (name 2)
* relatively cheap * relevant to firms' needs * fewer disruptions to daily operations * convenient location
45
On the job training drawbacks (name 2)
* often piecemeal and incomplete * productivity initially low as trainees learn new skills
46
Off the job training benefits (name 2)
* access to expert trainers * wider range of training * no dristractions or disruptions * business networking can take place
47
Off the job training drawbacks (name 2)
* potential loss of output as workers are away from workplace * expensive * not all skills and knowledge learnt is relevant * finding time for it is difficult

Business SL (13 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2025 Bold Learning Solutions. Terms and Conditions