Motivation Flashcards
Motivation
The internal and external factors that stimulate the desire in workers to be interested and committed to the job they do
Benefits of motivation
-Productivity will be high
-Reducing labour turnover
-Workers will be more likely to offer useful suggestions
-Workers work hard for promotion and responsibility
F.Taylor motivation theory
F.Taylor’s theory (the economic man) suggests that workers are motivated by money alone.
Thus the suggestion of “wage levels based on output (Piece rate)”
Elton Mayo motivation theory
-Changes in working conditions or pay have little to no influence on productivity
-Consultation w workers improves motivation
-Working in teams can improve productivity
-Some control over work life such as breaks improves motivation
Maslow’s motivation theory
Includes a hierarchy where
-Physical needs
-Safety needs
-Social needs
-Esteem needs
-Self actualisation
-Individual must start in the lowest levels
-Once a level is satisfied, humans progress to the next level
-Once a need is satisfied, it will no longer motivate the person
Limitations of Maslow’s theory
-Not everyone has the same needs in the hierarchy
-In practice it is difficult to identify which need is met and which isn’t
-Money is needed to satisfy physical needs but can also satisfy other needs
-Self actualisation is never permanently achieved
Herzberg’s motivation theory
This theory includes motivators that provide satisfaction and hygiene factors that cause dissatisfaction. So the goal is to increase motivators and reduce hygiene factors
-Motivators include achievement, recognition, work itself, responsibility and advancement
-Hygiene factors include low salary, low status, over supervision and bad working conditions
Herzberg also introduced job enrichment, where it includes giving challenging work.
It includes completing units of work, feedback on performance and range of task
Time-based wage rate
Payment for each period of time worked
Advantages
-Offers some security over pay
-Different rates offered to different workers
Disadvantage
-No incentive to increase output
-Labour cost per unit will depend on output
Vroom’s motivational theory
-Valence- the desire for extrinsic reward or intrinsic reward
-Expectancy- the belief which people believe that the effort they put in will lead to given level of performance
-Instrumentality- The confidence of employees that they will actually get what they desire
McClelland’s motivation theory
-Achievement motivation- which includes the need for achievement
-Authority motivation- which includes the desire to control people to increase motivation
-Affiliation motivation- which includes the need for friendly relationships and interaction to be motivated
Piece rate
Payment based on each unit of produced
Advantages
-Workers increases output
-It is easy to calculate
Disadvantage
-Quality might fall
-In some jobs, individual worker output cannot be calculated
Salary
Annual income payed monthly
Advantages
-It offers security
-Suitable for jobs where output is not measurable
Disadvantages
-Not linked to output, employees may become complacent
-May lead to low achievement motivation
Commissions
Payment for each sale made
Advantages
-Incentive to increase sales
-Maybe in addition to basic salary
Disadvantages
-Discourages teamwork
-May least to pressurised selling which damages consumer relationships
Bonus
Addition to contracted initial pay
Advantages
-Paid to outstanding workers only
-Creates incentive to do well
Disadvantages
-Can cause resentment if bonus isn’t received
-Reduces motivation if not paid
Profit sharing
Bonus payed from profits
Advantages
-Aims to increases commitment
-Leads to suggestions for cost cutting
Disadvantages
-May be small proportion of profits
-Reduces profit retained for expansion
