1.1.4 Motivation In Theory And Practice 🧍‍♀️🧍‍♂️

Question 1

What are the four types of motivational theories?

Answer 1

1. Taylor’s Scientific management strategy
2. Mayo’s human relations theory
3. Meslow’s hierarchy of needs
4. Herzburg’s two factor theory

Question 2

What is The first motivational theory?

Answer 2

Taylors scientific management theory

Question 3

How did Taylors scientific management theory come about? 

Quote?

Answer 3

He picked workers observe

them eliminated any unnecessary aspects and said this was the most efficient

way and what that that’s what they’re getting paid

a fair days pay for a fair days work

Question 4

What did Taylor’s scientific management theory believe in ?

Answer 4

Division of labour- is broken down into smaller tasks more efficient with minimal skill

Question 5

What was two of Taylor’s scientific management theory’s main findings?

Answer 5

1. Believed pay motivated workers
2. Believe that workers did a minimal work with no one to supervise 

Question 6

Set a three problems with Taylors scientific management theory?

Answer 6

Does an account that everybody is different- may not be efficient for some

only for a specific industry factory - standardised work is unmotivating

Disregards non-financial motivation

Question 7

What is the second motivational theory?

Answer 7

Mayo’s humans relations theory

Question 8

How did Mayo’s human relations theory come about?

Answer 8

Wanted to see if he was the only way to beat also had a reference group- before eliminated necessities to see differences 

So tested Taylor’s theory

Question 9

What was Mayo’s human relations theory’s main findings?

Answer 9

Working conditions was a factor and working in teams was more important than earning more
So Non-financial increase motivation

repetitive work decreased motivation

Question 10

What are the problems with Mayo’s human relations theory? 

Answer 10

1. Assumes workers have the same goal 🥅
2. Assumes communication can break down Barriers - can’t due to salaries
3. Biased towards management

Question 11

What is the third motivational theory?

Answer 11

Maslow’s hierarchy of needs

Question 12

The main findings of Maslows hierarchy of needs theory ?

Answer 12

Imagine a triangle

Self-fulfilment needs

Self- actualisation - realising full potential

Esteem needs - recognition

Psychological needs

Love and belonging- relationships, team working

Basic needs

Safety needs - job security safe working
conditions

physiological needs - Basic necessities like a good working condition

wages high enough to keep your weekly groceries food 🍱 water 🚿 rest 🛏

Question 13

What are some problems with Mallow’s hierarchy of needs?

Answer 13

1. Hard to tell where employees are on the hierarchy
2. Some levels don’t exist for some - safety
3. Life experiences can cause individuals to fluctuate- divorce - only care for basic
4. Exceptions - watching work long hours but to be for moral reasons

Question 14

What is the fourth motivational theory

Answer 14

Herzberg’s two factor theory 

Question 15

What are the two main finding’s of Herzburgs 2 factor theory ? 

Answer 15

1.Motivation factors- Factors that motivates employees to work harder

2. Hygiene factors- if they are not there they don’t motivate - but if they are they demotivate
   

Question 16

Give three examples of motivation factors for Herzburgs 2 Factor theory ? 

Answer 16

Personal growth- feel valued

improved job status

increased responsibility- more tasks not boring

Question 17

Give 4 hygiene factors under Herzburg’s two factor theory

Answer 17

1. Bad salary
2. Bad working conditions - dirty
3. Policy and rules
4. Quality with supervisor

Question 18

What are the two issues with Herzburg’s two factor theory ? 

Answer 18

1. Benefits from adopting history may not be seen by business

2. motivation is subjective what may motivator others may not motivate others

Question 19

What are the 5 financial incentives to improve staff performance

Answer 19

1. Piece work
2. Commission
3. Bonus
4. Profit share
5. Performance related pay

Question 20

What does piecework involve ? 

Answer 20

a payment for each unit produced

Question 21

How may piecework improve staff performance ?

Answer 21

Taylor scientific management- the More more you produce the more you get paid therefore workers will want to produce more

However it was hard to identify the contribution of an individual worker

and many workers are told to make cuts that may be unsafe to reduce the amount of time taken for each item - ruining quality 

Question 22

What is commission and what does it involve?

Answer 22

Commission is a percentage payment made on a sale made to the salesperson- meets esteem needs - Maslow’s Hiarachy of needs

Commission motivates workers to sell more - Taylor’s scientific management strategies 

Question 23

What are bonuses?

Answer 23

A payment in addition to the basic wage for reaching targets or in recognition for services-

Question 24

How many bonuses motivate workers ?

Answer 24

Bonus is the only given when target is met - Allowing workers to strive to meet the target- Taylor specific scientific strategy

Businesses can also give out loyalty bonuses - designed To rewards workers for staying with the business - Love and belonging - Maslow’s Hierarchy of needs

Question 25

What is profit sharing ?

Answer 25

When staff are given a share of profits - usually in the form of pay 

Question 26

How could profit-sharing improve staff performance?

Answer 26

If workers are receiving shares they would want to higher profits to meet them so they will work harder in order to do so 

Profits can be a way to show that staff are appreciated - Maslows hierarchy of
needs

What can’t control whether the business Makes a profit on it and there is no link between individual effort and individual reward- - Profit sharing only comes in small amounts

Question 27

What is performance related pay?

Answer 27

Where staff is payed based on performance

Question 28

How may performance related pay motivate staff?

Answer 28

Can set a system of appraisal- get workers come into work on time
Taylor scientific specific management theory

Bonus may be too low

Achieving targets much have more to do with the smoothness of machinery rather than the individual

May cause staff rivalry has some staff get more intencentive and favourites - may demotivate staff behaviour rather than change processes and improvement staff may focus on changing behaviour

May challenge Maslow’s hierarchy of needs physiological of money and also the challenges the needs of love and belonging needs

Question 29

What are the Eight non-financial techniques to improve staff performance?

Answer 29

Delegation - More complex jobs given to subordinates

consultation- Seeking input of staff and decisions that affect their work
Empowerment - Decisions for themselves without managerial approval 
team working

Flexible working

job enrichment - Giving greater responsibility extending the role

Job rotation Employees changing roles and tasks from time to time

job enlargement- Employees of the more jobs to do of a similar nature 

Question 30

What does delegation Lead to ? what does it link with ?

Answer 30

Gives employees a sense of ownership and control - increase moral - more productivity 

Links with Maslows esteem needsAnd Herzburg’s motivational factors of increased responsibility 

Question 31

What does consultation lead to an increase in? positives and negatives - link to motivational Theory ?

Answer 31

Staff engagement feeling valued however if staff are not consulted - at resentful

can benefit the business new ideas but a long and slow process

Links to Maslow’s esteem needs

Question 32

What may empowerment leads to what are the positive

motivational theory does it link with? 

Answer 32

Workers have more ownership and responsibility

links to Herzburg’s motivational factor and esteem needs - Maslow’s 

Employees feel more motivated and trusted reducing absenteeism

Question 33

What are the positives and negatives of teamworking? motivational theory?

Answer 33

Greater pool of talent

allows flexible working

New ideas 💡

Negatives

Poor preparation - fail

lack of power for certain individuals

tension that may be to disagreement like a productivity

Mayos humans relations encourages this

Question 34

What does flexible working lead to an improvement to? motivational theory?

Answer 34

Staff satisfaction of the work life balance leading to Maslow’s hierarchy of needs self actualisation
Herzburg’s motivational factor of personal growth

Question 35

Where does job enrichment come from?

Answer 35

Herzburg’s Two factor theory

Question 36

How many job rotation motivate staff? Negatives ?

Answer 36

Exposes them to new challenges and experiences alarmed and hard skills meant to be great responsibility

Workload may be too much for certain individuals

Question 37

What does job enrichment expose workers too? motivational strategy

Answer 37

More challenging and meaningful task

Mayos humans relations encourages the development of staff

Question 38

What does job enrichment do over enhancement

Answer 38

Vertically expands job by giving greater responsibility

job enlargement horizontally by giving employees more of the same tasks

Question 39

What does job enlargement allow workers to do? negatives ?

Answer 39

Engage with a variety of tasks- Job satisfaction- However if tasks are repetitive may lead to a tired workforce- horizontal loading