1.4.4 Motivation In Theory And Practice

Question 1

what is motivation

Answer 1

willingness that propels a person to take action and achieve a goal or outcome

Question 2

what are the two types of motivation

Answer 2

intrinsic- from within a person (values and beliefs)
extrinsic- from external factors (rewards and punishments)

Question 3

what is the impact of a motivated workforce

Answer 3

+ higher productivity and efficiency to produce quality work reduces costs as fewer employees are required and adds value to the product/service
+ Workers will be more reliable, less absences and lower labour turnover
+ better customer satisfaction as workers are positively engaged in their jobs
+ helps the business develop a good reputation, which will attract future employees and customers

Question 4

outline Taylors scientific management theory

Answer 4

• workers are motivated by money and would do the minimum amount of work if left to their own devices
• monitor workers, work out the most efficient way to do a job, create a standardised clear procedure, train staff on this procedure and calculate realistic targets
• workers were then paid according to their performance

Question 5

evaluate Taylors theory of scientific management

Answer 5

+ increased efficency, lowers costs
+ standardised procedure, fewer errors
+ specialisation of workers, right workers allocated to roles
+ Clear hierarchy makes for smoother communication
+ better training of workers
- over emphasis on efficiency, not good for jobs that require creativity
- unfair, workers don’t get paid equally

Question 6

outline Mayo’s human relations theory

Answer 6

• ran an experiment, one control group remained in their working conditions but another group had their working conditions changed
• the group that had changing conditions had an increase in productivity even if their working conditions got worse
• he concluded it was due to the attention managers were giving the group
• social interactions and working in groups improves productivity

Question 7

evaluate Mayo’s human relations theory

Answer 7

+ increases job satisfaction
+ better communication and relationships reduces conflict
+ employees feel empowered as they feel valued
- time-consuming as relationships must build
- potential for conflict as people build stronger inter-personal relationships
- lack of control as workers take on more responsibility

Question 8

outline Maslows hierarchy of needs

Answer 8

five tiers must all be met for an individual to reach their potential

self-actualisation ( person reaches full potential)
esteem needs ( is the person recognised and respected)
love/belonging ( friendship, teamwork)
safety needs ( safe work environment and job security)
physiological needs ( food, water, shelter, clothes)

Question 9

evaluate Maslow’s hierarchy of needs

Answer 9

+ higher employee satisfaction, lower labour turnover
+ better motivation, better productivity
+ better quality performance
- one size doesn’t fit all, each individual has different needs
- expensive
- time-consuming

Question 10

outline Hertzberg’s two factor theory

Answer 10

• suggests two factors influence motivation and job satisfaction:
  motivators and hygiene factors
• hygiene factors (policies, conditions, supervision, pay) are essential, they don’t directly cause satisfaction but in their absence it causes dissatisfaction
• motivators directly (achievement, recognition, interesting work, responsibility) lead to job satisfaction

Question 11

evaluate Hertzberg’s two-factor theory

Answer 11

+ better satisfaction = lower labour turnover
+ better motivation = more efficiency
- theory based on a small sample of people so it is unlikely the theory is applicable to the general population
- doesn’t consider that different people may have different hygiene and motivational needs

Question 12

What are the five types of FNACIAL incentives

Answer 12

1 piecework
2 commission
3 bonuses
4 profit share
5 performance-related pay

Question 13

explain piecework linking it to a motivational theory

Answer 13

employees are paid according the number of unit (pieces) they produce
this links to Taylor’s scientific management

Question 14

explain commission and link it to relevant motivational theories

Answer 14

a percentage of the sales revenue is paid to the workers who make the sale
links to maslows esteem needs and Hertzbergs hygiene factors
and taylors scientific management

Question 15

explain bonuses and how they link to relevant motivational theories

Answer 15

an additional payment given to staff exceeding performance expectations
links to esteem in Maslow’s hierarchy

Question 16

explain profit sharing and how it links to relevant motivational theories

Answer 16

a portion of the companies profit is distributed amongst staff

links to motivators in hertzberg’s two factor theory
links to esteem in maslows hierarchy as they are getting recognition

Question 17

explain performance-related pay

Answer 17

workers are paid based on their performance or the performance of the business
links to hygiene factors as it causes dissatisfaction when used as it is unfair

Question 18

state and explain the 8 non-financial incentives

Answer 18

1 delegation - transfer of responsibility from managers to staff
2 consultation - seeking the input of staff to make decisions
3 empowerment - giving staff the authority and resources to make decisions
4 team working - staff working collaboratively
5 flexible working - staff can work remotely or adjust hours
6 job enrichment - having challenging and meaningful tasks
7 job rotation - moving staff between roles for new challenges
8 job enlargement - expanding a staff’s job duties