2.1 Motivating Employees Flashcards
Motivation
The act of giving somebody the reason to do something
Maslow’s theory of motivation
Hierarchy of needs
Unless the first level is satisfied, cannot move up to the next and so on
5 - Self-actualisation : Feel purpose and potential
4 - Self-esteem : Confidence, achievement, respect
3 - Social needs : Relationships, social ability
2 - Safety and security : Health, job, property, family
1 - Physiological needs : Food, water, shelter, clothing
F.W. Taylor’s theory of motivation
All individuals are motivated by personal gain/pay
Workers work more efficiently when told they would be paid more if they could create output in his experiment
People seen as “machines”
Why do people work?
Money to buy food and basic needs
Money for their wants
Esteem needs
Job satisfaction
Security
Social needs
Ambition
Sense of achievement
Sense of identity
Maslow’s theory of motivation stages in relation to motivation at work
5 - Self-actualisation : Promotions, responsibility
4 - Self-esteem : Recognised for efforts
3 - Social needs : Friendships, support from colleagues
2 - Safety and security : Job security
1 - Physiological needs : Wages high enough to cover bills
Why is motivation important?
Well-motivated workers work effectively, leading to higher outputs and higher profits
Unhappy workers work less effectively, lower outputs and profits
Herzberg’s theory of motivation
Humans have 2 sets of needs
Hygiene factors (basic needs) and motivational needs (being able to grow psychologically)
Motivators are intrinsic, they motivate the person when present
Hygiene factors and extrinsic, they do not motive but demotivate when absent
Herzberg’s theory of motivation in relation to motivation at work
Motivators:
Achievement
Recognition
Personal growth/development
Advancement/promotion
Work itself
Hygiene factors:
Status
Security
Work conditions
Company policies and administraction
Relationship w supervisor
Salary
How FW Taylor’s theory helps managers motivate employees + limitations
Manufacturers gave bonuses based on the output of the workers to motivate them to work more efficiently
Limitations:
Employees are motivated by other things rather than just money
Cannot easily measure each worker’s output
How Maslow’s theory helps managers motivate employees + limitations
High levels available for employees to try to achieve when each level is achieved one by one
Limitations:
Some levels do not exist for some workers
Rewards sometimes fit into more than one level
How Herzberg’s theory helps managers motivate employees
Need to understand motivations of employees and provide hygiene factors as they are non-negotiables
Methods of motivation
Financial rewards:
Salaries
Wages
Bonuses
Commission
Profit sharing
Non-financial rewards (fringe benefits):
Company vehicle
Discounts on products
Health care paid for
Children’s edu fees paid
Accommodation for free
Option to get shares
Trips abroad for free
Expense accounts for food/clothing
Training
Process of improving a worker’s skills
How to give workers job satisfaction?
Pay
Fringe benefits
Opportunity for promotion
Good working conditions
Employee management
Flexible work hours
Relationships in workplace
Responsibility
Achievements
Recognition
Why is Job Satisfaction important?
Happy workers:
Enjoy what they do
Committed to their work
More effecting working
Motivated positively
Unhappy workers:
Poor management
Treat other badly
Rate of pay perceives badly
Work for the sake of working, don’t enjoy it
Promotion
The advancement of an employee in an organisation, like to a higher job level
Job rotation
Workers swapping around and going each specific task for only a limited time and changing again
Piece rate
Way of paying for work that is based on a fixed rate for a particular amount done rather than the time it takes to complete the task
Job enrichment
Looking at jobs and adding tasks that require more skill or responsibility
Teamworking
Using groups of workers and allocating specific tasks and responsibilities to them
