Chapter 11: Motivation Flashcards
(39 cards)
Motivation
Internal and external factors that encourage workers to be continually interested and committed to their job
Benefits of well-motivated workers
Low labour turnover
Low absenteeism
High productivity
Make suggestions for improvement
Prepared to accept responsibility
Taylor’s scientific approach to improving worker output
Select workers
Observe them performing the task
Record the time taken
Identify the quickest method
Train all workers using the most effective method
Supervise workers and watch their progress/time
Pay workers based on results
Economic man theory
Paying people more money for more work will encourage more people to work. It is the only factor in motivating an employee
Piece rate
Payment to a worker for each unit produced
Mayo’s theory of motivation - the human relations theory
- Changes in pay and conditions are ineffective in productivity
- Consultation with workers improves motivation
- Working in teams improves productivity
- Giving workers some control improves motivation
- Groups establish their own targets which informal features can influence
Maslow’s hierarchy of needs
Physical needs- Food, shelter, water
Safety needs- job security, health and safety at work
Social needs- trust, acceptance, friendship
Esteem needs- Respect, status
Self-actualisation- Reaching one’s full potential
Limitations of Maslow’s hierarchy
Not everyone has the same needs
It is difficult to identify which needs have been met
Money is necessary to satisfy physical needs
Self-actualisation is never permanently reached
Motivators
Aspects of a workers job that can lead to positive job satisfaction
Hygiene factors
Aspects of a worker’s job that have the potential to cause dissatisfaction
Job enrichment
Aims to use the full capabilities of workers by giving them the opportunity to do more challenging work
Nature of job enrichment
Have Variety
Produce a meaningful unit of work
Create chances for personal development
Require workers to show responsibility
Give workers more autonomy
Requires high knowledge and skills
McClelland’s 3 motivational theories
Achievement motivation: Motivated by sense of achivement
Authority motivation: Motivated by sense of authority
Affiliation motivation: Motivated by interactions with other people
Vroom and expectancy theory: Individuals can be motivated if:
There is a positive link between effort and performance
Favourable performance will result in a desirable reward
The reward will satisfy an important need
The desire to satisfy the need is enough to make work worthwhile
Vroom and expectancy theory
Valence- Depth of desire of an employee for a reward
Expectancy- Extent of the belief that better work = better rewards
Instrumentality- Confidence of employees that they will actually get what they desire
Financial motivators
Time-based wage rate- Payment per hour worked
Piece rate- Payment per unit produced
Salary- Annual income paid on a monthly basis
Commission- Payment to a salesperson for each sale
Bonus payment- Additional payment on top of wage
Performance-related pay- Bonus for above-average work
Profit sharing- Bonus based on profits
Share ownership schemes- Gives employees shares or allows them to buy them at a discounted price
Fringe benefits- benefits given separate from pay
Non-financial motivators
Job rotation- Allows employees to switch jobs
Benefits..
.Rotation may relieve boredom of doing one task or monotonous work
.It can give the worker several skills further making the workplace more flexible
.Workers are more able to cover for a colleague in their absence.
Limitations…
.It does not increase empowerment or responsibility for the work being performed.
.It does not give the worker a complete unit of work to produce, but instead a series of separate tasks.
Job enlargement- Broadening/deepening tasks undertaken
Job enlargement
This is an attempt to increase the scope of a job, in other words, give a wider range by broadening or deepening the tasks that are undertaken.
Job enrichment
This involves the process of a reduction of supervision for employees as workers take more responsibility for their own work and are allowed some degree of decision making authority.
Benefits..
.Direct progress of performance is given to the workers, therefore they are able to have an awareness of their own progress.
.Challenging tasks are offered as part of a range of activities.
.Lack of employee training or skills to cope with the greater depth of tasks can result in lower productivity.
Job enrichment- Gives employees responsibility and decision-making authourity
Job redesign- Restructuring of the job
Training and development- Gaining new and advanced skills
Employee promotion- Advancement of an employee within a business
Employee status- The level of recognition offered by an employer
Employee participation in management
Teamworking- Groups of workers undertake tasks
Empowerment- Giving skills to employees so they make decisions and be accountable for their work
Quality circle- A voluntary group of workers who discuss and try to resolve work-related problems
Herzberg’s two-factor theory: motivators
Job satisfaction results from five main factors:
1. Achievement
2. recognition for achievement
3. work itself
4. responsibility
5. Advancement
Herzberg’s two-factor theory: dissatisfaction
Job dissatisfaction results from five main factors:
1. company policy
2. Supervision
3. Salary
4. working conditions
5. relationships`
What are content theories?
These are theories that believe that individuals are motivated by their desire to fulfil their inner needs.
What is the relevance of Taylors theory up to date?
Helps identify the quickest and most efficient method of production
Monitoring of employees. This was initially used in order to scare employees, however, with the consent of employees, business can use it to monitor and track the progress of workers.
Piece rate. Still widely used in manufacturing businesses .
What is the economic man theory?
This theory brings about the idea that people will make decisions on what they think will Maximise their well being and bring them more financial gain.
What was Elton Mayo’s belief based on?
His theory was based on the Hawthorne effect. He believed factors such as working conditions and lighting can motivate workers. He also believed that workers are not only motivated by money, but also by social needs too.
