2.4 Flashcards
Intrinsic Motivation
When someone gets satisfaction from an activity itself without threats or rewards from outside.
E.g. employees are interested in the work they are doing
Extrinsic Motivation
Involves the use of rewards, often financial, and provide satisfaction that the job itself may not provide.
E.g. employee receives a company car
Theories of Motivation
John Adams
Abraham Maslow
Frederick Taylor
Frederick Herzberg
Daniel Pink
Taylor’s Scientific Management
- Emphasises efficiency above all else
- Division of labour: splitting workers into groups so they can specialise in one job
- Training was provided so workers could complete tasks with little error and reduced wastage
- Mechanistic view of workers where they were treated like functional machines and given little trust
- Believe that workers are only motivated by money
- Paying workers on result/output
- Initiative from workers is discouraged
- Autocratic leadership
- Appropiate for low skilled jobs which are standardised
Maslow’s Hierarchy of Needs
Maslow argued that most people want to work for more reasons besides money:
Physiological needs (survival)
Safety needs
Social needs
Esteem needs (status)
Self-actualisation needs
Physiological Needs
Basic needs; food, drink, clothing, shelter.
E.g. a fair wage, staff room
Safety Needs
The need to feel secure and free from environmental threats.
E.g. job security, safe working conditions
Social Needs
The need to form relationships, belonging, acceptance, friendship and team membership.
E.g. team working, staff night out
Esteem Needs
Reputation, achievement and status.
E.g. private office, company cars
Self-actualisation Needs
The need to achieve one’s fullest potential.
E.g. leadership roles, promotional structure
Frederick Herzberg
Looked at job satisfaction and divided them into 2 factors:
Motivation
Hygiene Factors
Frederick Herzberg Motivators
Factors which provide constant motivation:
- Recognition of achievement
- Recognition of effort
- Chance of promotion
- Giving responsibility
Frederick Herzberg Hygiene Factors
Factors that can lead to workers being dissatisfiesd:
- Improving them is not likely to motivate individuals, however, if they are not met productivity may fall
- Treatment at work
- Pay
- Secure employment
- Company policy
John Adams
Equity theory. Employees will be motivated when they perceive that the balance between their inputs into the business and outputs exists.
When output is bigger than input, workers will be motivated. If employees are giving more inputs to business than they receive in outputs, they will be demotivated.
Daniel Pink
Employers need to tap into employees’ intrinsic motivation. Pink proposes that businesses should adopt a revised approach to motivation that fits more closely with post-industrial jobs (self-determination theory).
Businesses should create settings that allow for:
- Autonomy
- Mastery
- Purpose
Non-financial Motivation Methods
Job Enrichment
Job Enlargement
Job Rotation
Delegation (empowerment)
Teamworking
Purpose
Job Enrichment
The allocation of more interesting and challenging duties to workers.
Jon Enlargement
Merging of several tasks in order to extend the range of work to make each job more interesting. Makes work more challenging.
Job Rotation
Workers changing their jobs on a regular basis in order to increase their motivation.
Delegation
Workers are fully involved in decision making (strategic, tactical and operational).
Purpose
Connecting employees to the aims of the organisation, other than profit.
Payment Systems
Piece rate
Hourly rate
Flat rate
Comission
Overtime
Bonus rate
Time rate (hourly)
Workers are paid by the hour. Often used in service sector.
✅ Simple to calculate for the employer
✅ Rewards the employee for they time spent at work
❌ No incentive to produce quality work
Flat rate (salary)
Workers are paid a set salary per annum. Split into 12 equal payments.
✅ Gives employees guaranteed monthlt income (security)
❌ Doesn’t reward staff for increased level of effort
Piece rate
Workers are paid per item they produce. Often used in factories.
✅ Often acts as an incentive for employees to work hard
❌ Quality of products may suffer
Commission
Workers are paid a percentage of the products’ sales value. Used for car sales persons.
✅ Used as an incentive to motivate staff to sell more
❌ No income security for staff
