2.4 Motivation Flashcards
What is motivation?
the inner desire or passion to do something, where driving forces could be intrinsic or extrinsic
What are the benefits to a business in having a highly motivated workforce?
Lower levels of absenteeism - employees taking fewer days off for sickness or other reasons. Motivated employees are more likely to be willing to work, rather than staying off.
Retention of workers - low levels of staff turnover. This is very important for businesses, as employees that stay in a business have experience and keep recruitment costs low. Less training is also required.
Improved relations between management and workers. This could mean that employees are more likely accept changes without dispute, and will be less likely to take either legal or industrial action against managers.
Improved worker performance. Motivated employees will generally work harder, arrive on time, and focus on their daily duties. Productivity levels could increase and the overall output of a business may be higher.
Improved quality and improved customer service. Motivated employees are more likely to work to a higher standard and put more effort into creating higher quality products. Those in service industries are also more likely to provide a higher level of customer service and be more enthusiastic about their role.
What are the signs of a demotivated workforce?
Lack of punctuality – arriving late to work, or an increased time to start work after arriving at the office
Change in mood towards colleagues
Increased absence from work
Lack of focus, and a distantness from colleagues
Inappropriate or negative comments
Lack of input into team meetings
Increasing reluctance to take on more responsibility than the ‘bare minimum’
Differentiate between Intrinsic and extrinsic motivation factors
Intrinsic motivation is when an individual gets satisfaction from the activity itself without threats or rewards from the outside whereas extrinsic motivation are rewards, motivators that come from the outside
delegation
managers pass on authority to subordinates to carry out a task or project, which can motivate workers who wish to be entrusted and recognized for their abilities
Distinguish between the theories of Taylor, Maslow, Herzberg and Pink.
1) Taylor's motivation theory Taylor believed that people are motivated by money alone. Outcome: wage levels based on output. Taylor: Divide Labor Standardize each job Pay on basis of output Repetitive and monotonous Only motivator is money
Limitations:
- can’t measure output for certain professionals such as teachers and doctors.
- Ignored non-physical contribution of workers.
2) Maslow’s motivation theory
If work can be organized so that we can satisfy some or all of our needs at work, then we will be more productive.
Maslow summarized these human needs in a hierarchy:
Self- Actualization Esteem Needs Social Needs Security Needs Physiological Needs
LIMITATIONS OF MASLOW’S THEORY:
Not everyone has the same needs that are assumed in the hierarchy.
It can be very difficult to identify the degree to which each need has been met and which level each worker is ‘on’.
Self-actualization is never permanently achieved. Jobs must continue to offer challenges and opportunities for fulfillment or regression will occur.
3) HERZBERG'S CONCLUSIONS: Job satisfaction results from five main factors: 1. achievement 2. recognition for achievement 3. the work itself 4. responsibility 5. advancement He called these factors "the motivators".
Job dissatisfaction also results from five factors:
1. company policy
2. supervision
3. salary
4. relationships with others
5. working conditions
He called these factors ‘hygiene factors’
LIMITATIONS OF HERZBERG’S TWO-FACTOR THEORY:
Problems with Herzberg’s Theory
1. Recognition taken for granted
2. Relies too much on what people say they find satisfying or dissatisfying
4) Pink Motivation Theory
Argued that old motivation theories were flawed because they assumed that work was a series of simple, uninteresting tasks. These old theories assumed that humans respond to extrinsic rewards and punishment. PINK says this is incorrect.
Pink believes that because work is more complex now, rewards and punishment can actually narrow the focus and intellectual range of employees (employees focus on reward rather than solving the problem.)
Pink’s theory states that organizations have to tap into employees’ INTRINSIC motivation.
Theory states that businesses should adopt the SDT theory (self-determination theory).
This involves a setting that allows the following:
autonomy
mastery
purpose
Strengths:
Extrinsic rewards and punishments are not needed to motivate employees.
Weakness:
The degree of intrinsic motivation in each employees will vary.
Distinguish between job enlargement, job enrichment and job rotation.
Job enlargement refers to increasing the number of tasks that an employee performs, thereby reducing or eliminating the monotony of repetitive tasks.
Job enrichment involves giving workers more responsibilities and more challenging jobs.
Job rotation is a form of job enlargement whereby-workers are given different tasks, but of the same level of complexity, to help reduce the problems caused by performing repetitive tasks.
Explain how different methods of non-financial rewards work in different circumstances.
- Job rotation: workers swapping round, doing a specific task for a specific time then changing again (improves boredom and flexibility)
- Job enlargement: adding tasks of a similar level to a worker’s job, helps reduce boredom
- Job enrichment: adding tasks of a higher level to a worker’s job, organised so workers able to use more of skills and abilities
Name the advantages + disadvantages of hourly wage rate / time rate.
Ads: Only pays workers for time they are at work, encourages longer hours
Disads:
Only pays workers for time they are at work, encourages longer hours
Does not link to quality or quantity of output
