2.4

Question 1

what are the tow types of motivators?

Answer 1

Intrinsic Motivation: Motivation that comes from the satisfaction of caring out a particular activity (i.e., see the success in a result, if they put more work they will achieve more).

Extrinsic Motivation: Motivation derived from external factors , such as money or fame (i.e., salary) it is a reward-driven behaviour.

Question 2

what is motivation?

Answer 2

Motivation is a state-of-mind, filled with energy and enthusiasm, which drives a person to work in a certain way to achieve desired goals.

Question 3

what are the Sl motivation theories you are going to study?

Answer 3

1. Taylor’s scientific management theory
2. Maslow’s hierarchy of needs
3. Herzberg’s two factor theory (motivation-hygiene theory)

Question 4

what are the HL motivational theories you are going to study?

Answer 4

4. McClelland’s acquired needs theory
5. Deci and Ryan’s self-determination theory
6. Adams Equity and expectancy theory

Question 5

can you introduce Taylors seintific management theory ?

Answer 5

Frederick W. Taylor’s theory is the oldest Motivation theory dated from 1912, he is often called the “founder of scientific management”.
Taylor argued that the main reason why people work is money. He stated that“what the workmen want from employers beyond anything else is higher wages.”
Taylor believed that there should be a higher financial reward (extrinsic motivators) for more hard-working and productive workers

Question 6

how would you conduct Taylors scienfitfc management theory?

Answer 6

Taylor suggested the use of differentiated piece ratewhich rewards the employees who meet or exceed targets. For example, a worker who makes up to 50 units of output might be paid £2 per unit but this increases to £3 per unit for each item made above 50 units.

Question 7

what are some things that Taylors theory suggest?

Answer 7

Standardization of work methods and enforced adoption, produce the best outcomes
“Time-and-motion”, basically breaking a job down into component parts and measuring how it took to perform each task (i.e., production of burgers in fast food)
Skills are largely removed from the system (maximum output in the shortest time). The more the employees produce the better.

Question 8

How would you impliment Taylors sceintific method?

Answer 8

Develop “science” for every job - motions and working conditions
Select workers with right abilities
Train workers, incentives to cooperate with ‘job science’
Support workers by planning their work and smoothing the way as they do their jobs

Question 9

What are the limitations to Taylors scientific management?

Answer 9

The scientific management approach tends to be authoritative and may not align well with the practices of modern 21st-century businesses.
The use of uniform methods like differentiated piece rates may not be suitable for all individuals or organizations.
The theory overlooks qualitative factors that significantly impact employee motivation.

Question 10

introduce Marslows heirarchy of needs?

Answer 10

In 1943 Abraham Maslow published a seminal article entitled “A theory of Human Motivation” where he proposed a hierarchy of human needs to explain “motivation”.
Human needs can be categorized in levels of importance.
The more needs an employer can satisfy the more motivated the worker will be.
If the needs are NOT met, it creates anxiety on the employee
Maslow created a pyramid that represent the hierarchy of needs

Question 11

What is the first teir on Marslows pyraid?

Answer 11

Physiological needs
Basic necessities
Biological needs
Pay
Survival

Question 12

what is the second teir on Marslows pyramid?

Answer 12

Safety needs
Job security
Predictability
Stability
Steady job

Question 13

what is the third teir on Marslows pyramid?

Answer 13

Love and belonging needs
Acceptance
Affection
Fitting in
Friendship
Group identity

Question 14

what is the fouth teir on MArslows pyramid?

Answer 14

Esteem needs
Achievement
Reputation
Respect
Responsibilities
Status

Question 15

what is the fith teir on MArslows pyramid?

Answer 15

Self-actualization
Accomplishment
Develop fully
Fulfil potential
Personal growth

Question 16

what is Hezrbergs theory?

Answer 16

Herzberg disagreed with Taylor’s scientific management approach (based on financial rewards – extrinsic motivators) and focused on an approach related to non-financial factors (intrinsic motivators).

So, in 1959, Herzberg developed a theory called “two factor theory” where he identified. Identifying two factors : Motivators and hygiene factors.
Focusing on Motivator factors as non-financial rewards that directly motivate people to work harder. Whilst hygiene factors as the minimum requirement people need to fulfil their job and if they are not present, they could actually demotivate workers.

Question 17

Can you elaborate furthere on Herzbergs motivatos and hygine factors?

Answer 17

Hygiene needs – factors such as clean facilities, comfortable rooms, heating, air condition, etc. They also include, relationship with TL, salary, company car, security, etc. They are necessary but don’t drive to succeed.
Motivational needs – true motivators like achievement, recognition, responsibility, advanced, the work itself!
In simple words: motivate by using motivators and ensure hygiene factors are met. Both are equally important!

Question 18

what is training?

Answer 18

Training is the process of providing opportunities for employees to acquire employment related skills and knowledge aimed to help the employee perform in the best way possible .

Question 19

what has training been proven to do?

Answer 19

Improve the quality of work (i.e., customer service)
Lead to greater productivity (efficient staff)
Motivate the employees
Reducer labour turnover

Question 20

what are the three diffrent type of training?

Answer 20

Induction
On-the-job
Off-the-job

Question 21

what is an induction training?

Answer 21

Induction – aim to familiarize the new employee with the origination’s functions and lines of authority (i.e., tour of the office, who’s his direct boss, who’s the boss, etc.). This process focusses on helping the employee settling quickly and start working right away.

Question 22

what are the benifits and negatives of an induction training?

Answer 22

Induction helps new workers to understands the organization’s values and culture; also, appropriate induction training helps new recruits to become productive as fast as possible.

However, Induction training takes time and effort to plan and execute successfully and sometimes new staff can become overwhelmed with the amount of new information they need to retain.

Question 23

what is on the job training?

Answer 23

On-the-job – this process entitles “learning by doing”, when the employee is trained while doing their normal job, normally with a mentor guiding the employee through the process. It also works with the new employee following a more experience employee with the day-to-day job (i.e., training nurses).

Question 24

what are the benifits of on the job training?

Answer 24

This type of training is focused, personalised and targeted to the specific needs of the employees and organization. Since the workers are “at work” they can still fulfil most of their tasks. However, even though the employees are “at work”, on the job training can still be disruptive and their workflow is interrupted

Question 25

what is off the job training?

Answer 25

Off-the-job – this is a training carried out ‘off-site’, the employee is given time off to go outside the office for specific training courses (i.e., first aid course, IB workshops). Normally, middle managers or managers are expected to attend this training and cascade it to the employees.

Question 26

what are the benifits of off the job training?

Answer 26

Since this training is conducted by specialists and experts, the expertise may simply not be available within the organization. It also minimises distractions which enables workers to focus on their training and learning. However, it is more expensive than on the job training and sometimes is not directly related to the job context.

Question 27

what are finaical rewards?

Answer 27

extrinsic motivators which refer to a set of pay structures and monetary payments within an organization

Question 28

what are some examples of finacial rewards?

Answer 28

Salary - a type of financial payment to reward staff a fixed amount of money annually but is paid monthly.

Hourly wages - are a type of financial reward payment system based ontimeoroutput. They are paid as time rate (hours worked) or piece rate (output produced).

Do not confuse salarywithwages!!! Even though they are both financial rewards, salaries are afixed costof production whereas wages are avariable costof production for businesses.

Profit related pay – a percentage paid to employees based on how much profit the organization made in a year. This is rewarded on top of their wage or salary.

Performance related pay (PRP) – a reward given to employees who meet or exceeded their targets or goals. This can be paid individually or as a team.

Share ownership schemes – giving the workers shares of the company. This could be either “free shares” or “buy shares at a discounted price”. Therefore, the employees become shareholders in the company.

Commissions – a rewards system based on results. For example, a percentage of the sales the employees is responsible for, which encourages the employees to sell more.

Fringe payments – also known as benefits or perks given to an employees in addition to the basic pay. For example, dental care insurance, gym memberships, company car, etc.

Question 29

what are non-finacial rewards?

Answer 29

are intrinsic motivators that are given to the employees that do not have a monetary value.

Question 30

what are some examples of non fincial rewards?

Answer 30

Job enrichment - involves improving the work experiences of employees by providing them with a diverse range of demanding tasks and increased responsibilities within their role. These should contribute to a sense of achievement that helps to build employee confidence and competence in the workplace as they are able to exploit their full potential.
However, since training and upskilling is required, it will be costly for the company. Additionally, employees can feel extra pressure at work.

Job enlargement – adding more tasks or activities to make job more interesting. This does not necessarily mean harder work since the tasks are at a similar level. This helps reduce the level of boredom in the workplace.
However, this might have a demotivating effect since the employee might feel that their taken advantage off from doing more work for the same pay.

Job rotation – employees rotating between different jobs or tasks for a specific period of time. This creates greater variety of work for staff, so their job is less monotonous and repetitive. However, this might affect the productivity of some employees who prefer to focus on one job or task.

Empowerment - delegating decision-making power to workers giving the employees more responsibility and independence to do their jobs. It encourages the workers to make independent decisions and take ownership on the outcome of their work.
However, this could also affect staff management when certain procedures need to be followed and the workers made a bad decision.

Teamwork – as a form of non-financial motivator teamwork helps employees to support each other to achieve their objectives working collaboratively, building trust, sharing skills, etc. It is very important to learn how to work as a team even though disagreements and conflict are always a possibility.

Purpose – this motivator is based on giving the employees the opportunity to “make a difference” to the society, not focusing on financial rewards but mainly on the purpose of a good or worthy cause.
Purpose is mainly related with some professions such as: doctors, firefighters charity workers, counsellors and teachers!