2.4 Motivation Flashcards
Extrinsic Motivation
Comes from external rewards from working on a tast
Eg. Salary, Homework passes
Insintric Motivation
Comes from the satisfaction delivered from completing a task
Finding work interesting
Indicators of Demotivation
- Absenteeism
- Lateness
- Poor response rate
- Complaints
- Poor performance
- High Labour turnover
Salary
Annual income that is usually paid monthly
- Fixed
- Each Salary band has a job description (Higher rank = Higher pay)
Wages
Time:
- Hourly
Peice rates:
- Paid per unit of work
Eg. $2 per shoe made
Commission
A payment to a sales person for each sale made
Eg. $200 per car sold
OR
5% of the product sold
Performance Related Pay (PRP)
A bonus depending on performance.
Requires target selling & appraisal
Eg. Excellent = 10% bonus
Profit Related Pay
A bonus to EE based on the profits of the business
Eg. 10% bonus if the company makes profit of $2mil per annum
Fringe Benefits
NON CASH forms of financial rewards
Eg. Company car, insurance, low interest loans, pensions
Employee Share Ownership Schemes
EE’s become part of the company by being allocated shares
OR
Share options that only ‘vest’ once the share price goes above a certain level.
Job Rotation
Moving EE’s between different tasks to provide variety in experience
Not necessarily more challenging work
Job Enrichment
Giving EE’s jobs & responsibilities that use a full range of their abilities
Gives Autonomy & a Challenge
Job Enlargement
Increasing the load of tasks for EE’s
Team Working
Production is organised so that EE’s work in groups/ teams
Empowerment
Giving EE’s Authority & Autonomy over how they complete a task
Purpose
The opportunity to make a difference
To do something meaningful to you
Taylors theory
Mass production where people are only motivated by money
Piece rates
Hertzberg’s Two Factor Theory
Motivating factors:
- Higher motivation when present
- Real motivation comes through interesting and challenging work
Hygien Factors:
- Do not motivate
- Demotivate if not present
- Salary, fringe benefits
- Eg. High salaries can lower dissatisfaction but will not lead to higher levels of motivation
- High salaries are quickly taken for granted
Adams Equity Theory
Inputs = Outputs
Motivated by a feeling of fairness
If workers feel they are putting more into their job then they are receiving they may become demotivated
And other way round.
Daniel Pink
Autonomy:
- Self direction & control
Mastery:
- Become an expert
Purpose:
- See a purpose in what you’re doing
Moves away from frinancial rewards:
Maslows Hierachy of Needs
Based on the theory that we are motivated by what we need.
Aim for the next level when current needs have been met.
After a need has been satisfied it will no longer motivate us. (Aiming higher)
Maslows Hierachy in relation with Hertzberg’s 2 Factor Theory
