1.4.4. Motivation in Theory and Practise

Question 1

What is intrinsic motivation?

Answer 1

Motivation that comes from within the individual themselves as a way to gain personal satisfaction or enjoyment.

Question 2

What is extrinsic motivation?

Answer 2

Motivation that is driven by external tangible factors, such as money.

Question 3

Why should managers know each individual within their span of control?

Answer 3

So they know the appropriate motivator to apply in order to increase their productivity.

Question 4

Why is it difficult to motivate staff in large hierarchical organisations?

Answer 4

Because of the sheer number of workers employed and the usually interpersonal nature of the businesses.

Question 5

What is the first motivation theory?

Answer 5

Taylor’s Scientific Management Theory.

Question 6

What is Taylor’s Scientific Management Theory?

Answer 6

Taylor put forward the idea that workers are motivated mainly by pay.
His theory argued the following:
- workers don’t naturally enjoy work and and need close supervision and control
- therefore, managers should break down production into a series of small tasks
- workers should then be given appropriate training and tools so they can work as efficiently as possible on one set task
- workers are then paid according to the number of items they produce in a set period of time - piece-rate pay
- as a result, workers are encouraged to work hard and maximise their productivity

Question 7

What movement did Mayo found?

Answer 7

The Human Relations Movement

Question 8

Who did Mayo work for?

Answer 8

Taylor.

Question 9

What did Mayo initially think?

Answer 9

He initially based his studies on the theory of Scientific Management, but over time concluded that changes in working conditions and financial incentives actually have a negligible effect on productive output.

Question 10

What were Mayo’s final conclusions?

Answer 10

That productivity did increase when workers participated in team or group work, and when management showed interest in what work the employees did, as well as taking an interest in their social needs.

Question 11

What was Maslow’s hierarchy of needs?

Answer 11

Top of pyramid: Self-Actualisation Needs (realising your full potential)
Esteem Needs (being competent and respected by others)
Love and Belonging Needs (being with family and friends)
Safety and Security Needs (being in a secure environment)
Psychological Needs (basic needs of food, clothing and shelter)

Question 12

What was Herzberg’s motivation theory?

Answer 12

That satisfaction and dissatisfaction resulted from two different categories - hygiene and motivation - both of which must be present in order to ensure job satisfaction.

Question 13

What do hygiene factors include?

Answer 13

• supervision, working conditions, security and relationships with peers and management

Question 14

What do motivation factors include?

Answer 14

Recognition, responsibility and advancement.

Question 15

What are the financial incentives?

Answer 15

• piecework
• time rate
• profit-sharing
• commission
• bonus
• fringe benefits
• performance related pay

Question 16

What is piecework?

Answer 16

Being paid according to output of units produced.

Question 17

What is time rate?

Answer 17

Being paid for the number of hours worked.

Question 18

What is profit-sharing?

Answer 18

Being paid an additional amount based on a percentage of profit.

Question 19

What is commission?

Answer 19

An extra payment based on a percentage of sales.

Question 20

What is a bonus?

Answer 20

Usually an additional, one off, special payment.

Question 21

What are fringe benefits?

Answer 21

‘Perks’ such as free health insurance, cars and holidays.

Question 22

What is performance related pay?

Answer 22

Payment directly linked to how well workers do their job.

Question 23

When are financial incentives effective?

Answer 23

With low skilled workers or employees who work for sales commission, not in creative environments where workers are driven by innovation.

Question 24

What are the non-financial motivators?

Answer 24

• job enrichment
• job enlargement
• job rotation
• employee empowerment
• empowerment
• team working
• consultation
• flexible working

Question 25

What is job enrichment?

Answer 25

The vertical expansion of an employees existing duties, making work more challenging and rewarding.

Question 26

What is job enlargement?

Answer 26

The horizontal expansion of an employees existing duties, adding additional tasks on the same skill level, making work more interesting.

Question 27

What is job rotation?

Answer 27

Moving employees between different jobs in order to make them less bored and more motivated. This makes employees multi skilled but has extra costs of training.

Question 28

What is employee empowerment?

Answer 28

Encouraging employees to take more ownership of their work.

Question 29

What is empowerment?

Answer 29

Delegating authority to lower levels, encouraging participation in decision making.

Question 30

Why is team working an incentive?

Answer 30

It helps employees feel less isolated and helps to stimulate their competitive drive and innovative skills, and increase their sense of belonging.

Question 31

What is consultation?

Answer 31

Including employees in decision making, which gives them more say over which aspects of business will effect them.

Question 32

Why is flexible working an incentive?

Answer 32

A positive work life balance is important for everyone, especially new parents.

Question 33

Where do non-financial incentives work best?

Answer 33

In creative environments, such as Apple.