1.4.4 Motivation in theory and practice

Question 1

empowerment:

Answer 1

staff authority = set obj/decide strategy

motivating = challenge = potential

Question 2

consultation

Answer 2

staff views = not basing decisions on them
group meetings = views
ideas of those closest to problems

Question 3

delegation

Answer 3

passing decision making power down hierarchy
backed by financial resources
poor leaders = pass uninteresting task to junior
wrong = employee lack trust in manager

Question 4

motivation

Answer 4

will to work
desire to work due to enjoyment of task
do something as want to/desire to achieve

Question 5

6 reasons why business motivate/benefits of motivation

Answer 5

1. recruitment/selection easier (costs/induction)
2. customer service (diff, add value, quality-premium/elasticity)
3. industrial action (collective bargaining)
4. staff central (resource - asset)
5. morale (turnover/absenteeism)
6. labour productivity

Question 6

financial motivation methods

Answer 6

1. bonus
2. piecework/piece rate (paid per item)
3. commission
4. performance related pay
5. profit share

Question 7

non financial motivation methods

Answer 7

1. empowerment
2. flexible working (WFH, part/term time, 0hr/temp contracts)
3. job enlargement
4. job enrichment
5. job rotation
6. consultation
7. delegation

Question 8

job enlargement

Answer 8

increase job scope
2 ways:
1. job rotation
2. job enrichment

Question 9

job rotation

Answer 9

MORE TASKS

• increase activities switch between similar difficulty tasks
• multi-skilling = training
• reduce boredom
• easier to cover absent
• reduce productivity

Question 10

Job enrichment

Answer 10

MAKE THEM HARDER

• responsibility/challenges= workload/increase job scope
• expensive/slow/training
• full abilities & new skills
• ambitious = motivated with guidance

Question 11

leadership theories

Answer 11

1. Taylor (scientific management) 1856-1917
2. Mayo (human relations) 1880-1949
3. Maslow (hierarchy of needs) 1908-1970
4. Herzberg (2 factor theory) 1923-2000

Question 12

Maslow

Answer 12

everyone has same needs - organised hierarchy
base = lower order needs
top = higher order needs

1. physical needs (working con/pay)
2. safety needs (job security/description)
3. social/love & affection (working env/belonging)
4. esteem (Self worth/recognition)
5. self actualisation (inner fulfilment/challenge)

Question 13

Maslow

Answer 13

5 lvls human needs, fulfilled at moment 
everyone has same needs - organised hierarchy 
base = lower order needs 
top = higher order needs 
paternalistic, democratic 

1. physical needs (working con/pay)
2. safety needs (job security/description)
3. social/love & affection (working env/belonging)
4. esteem (Self worth/recognition)
5. self actualisation (inner fulfilment/challenge)

Question 14

pros and cons of Maslow

Answer 14

pros:
- simplistic, works in all fields, accounts for human nature

cons:
too vague- concepts, not motivated by same things/order, assume same cultures, hard to satisfy all needs

Question 15

Mayo

Answer 15

workers motivated not just by money:
-better communication between managers/workers
-greater manager involvement in employee working lives
-work in groups/teams
paternalistic

Hawthorne effect: experiment showing link between working env/productivity better env = better productivity = output high

Question 16

Herzberg’s 2 factor theory

Answer 16

2 factors influence motivation:

1. Hygiene factors (demotivated if not present)
2. Motivators (encourage employees to work harder)
   - democratic leadership
   - hygiene factors met - boost motivation

factors if not satisfied = cause dissatisfaction, other factors directly cause motivation
empowerment & job enrichment
reward - right

Question 17

hygiene & motivating factors

Answer 17

poor hygiene - decrease performance 
e.g. work conditions (safe/fit for purpose) 
relationships (no bullying) 
security (employees/job secure) 
company policies (fair/clear) 

motivating factors - increase performance
e.g achievements (sense of after tasks)
growth (opportunities for new skills/internal/external)
advancement (promotion/opportunities)

Question 18

Taylor

Answer 18

managers maintain close control/supervision over employees, workers motivated by money

workers motivated by pay (pay by piece rate)
“principles of scientific management”
simplifying jobs = increase productivity
managers/workers work closely (supervised)
believed workers organised in division of labour
worker = cost, authoritarian leadership
managers motivate workers through incentive (carrot/stick)
observe workers= time/motion study
high division of labour
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