2.1 motivating workers Flashcards
motivation
reason why employees want to wornk hard & efficently
why work
- money
- esteem
- security
- social needs
- job satisfaction
why motivate workers
-gigh output per worker=lower cost
why motivate workers
- high output per owrker= lwoer cost = more profit
- willingness to accept change (more mobility)
- two way communicatio
- more loyatly= less cost of recruiting
- low rates of absent
- lower strke
Maslow’s hierarchy of need order
order:
- physiology needs- wages to earn basic shit
- safety and security needs- job safety
- social needs- friendship/supporting colleges
- esteem needs: recognition/ well done
- self actualization: promotion and responsibility
maslow’s hierarchy of need
-money alone wont be effective
-employees are motivated by each level of hierarchy
-each level much be achieved before the other one
cons:
-all levels don apply to each worker
-managers need to find the level that the job provides and search way how to implement the next
F.W taylor
-all individuals are motivated by peroneal gains= more money so more motivates
-studied at workers /labor
-imposed the piece rate system
-suggest division of labor to increase efficiency
cons:
0simplistic- other motivators as well
-can not measure output w peice rate in service sector
-unfulfillment>money
Herzberg motivators and hygine
motivators:
- achievement
- personal growth/development
- advancement/promotion
- work itself
hygiene:
- status
- security
- work conditions
- company policy and administration
- relationship w supervisor
- relationship w subordinates
- salary
Herzberg
- studied on accountants and engineer
- hygiene factors are needs and motivators motivate
- hygiene factors not satisfied don’t act as demotivators but satisfied don’t act as motivators
financial method of motivaion
- wage
- salary
- bonus
- commission
- profit sharing
wages
payment for work usually paid weekly -get paid on regular basis -overtime cons: -calculated each week -need wage clerk
time rate (wages)
amount paid to an employee for hours worked
- easy to calculate and workers know exactly how much they will earn
- used when output is difficult to measure
cons:
- time sheet takes time
- good and bad workers get paid same
- supervisors needed to assure quality
- clock in system needed to calc hours
piece rate (wages)
amount paid for each unit of output added on basic pay
-can be used as bonus
-motivate to work faster and produce more
cons:
-may focus on making more goods that have poor quality=less sales and bad image
-workers who are carful wont earn as much
-supervisor needed
-employee will earn less if machine breaks down
-can only be used where output is measued
salaries
payment of work usually payed monthly
- wasy to calc cost cuz amount per year / 12
- has money in bank longer cuz once a month
- has to be calc once a month
cons:
- workers want weekly
- no overtime
bonuses
- additional amount payed above basic salary for good work
- motivate emplyees cuz recognition
cons:
- expected sp when not paied can be de motivators
- unfair treatment may be seen
commisions
payment relating to the number of sales made this year
-similar to peice rate but only too sales staff
cons:
- persusaive staff may increase sales in short term but ruin brand image decressing overall sales
- stressful as if they have bad month commision will fall
- too much compitetiton etween staff
profit sharing
a system where a proportion of a company’s profit is paid to employee added to basic wage
- motivate to work harder since they all will recive profit
- rest is paied as dividend
- used in service sector where is is difficult to recognize individual effort = everyone will benifit from good wrok
cons:
- low profit= no or less sahring= disspointment/demotivator
- cacl additional to baisc paay- higher worker will earn more making lower paid ppl feel bad
- less didedend for shareholders
fringe benefits
fringe benefits are non-financial rewards given to employees
- Company vehicle/car
- Free healthcare
- Children’s education fees paid for
- Free accommodation
- Free holidays/trips
- Discounts on the firm’s products
- job rotation
- job enrichment
- team work
- training
- opportunity for promotion
Job Satisfaction
the enjoyment derived from the feeling that you’ve done a good job
job rotation
involves workers swapping around jobs and doing each specific task for only a limited time and then changing round again. -increases varitey in work -allows labout mobility -avoids boredom of one task -does not make task intreting common in big factories
job enrichment
involves adding tasks that require more skill and responsibility to a job.
- may need additional training
- gives sense of trust from mam=nagment= efficently
- more tasks productive
teamwork
group of workers is given responsibility for a particular process, product or development
- -more invovmen in decison making
- feeling of control and commited= stisfaction
- Working as a group will also add to morale, fulfill social needs and lead to job satisfaction.
training
process of improvign a workers skill
- sense of achivment
- more challenging and rewarding work = job enrichment
- recognition from managment
- perosnal grwoth
opportunities for promotion
advancment of emplyee in an orginization
- internal recuritment
- will feel recognized
- high status
- more challenging work
