2.4 - Motivation And Demotivation

Question 1

What are the 2 types of motivators

Answer 1

• intrinsic
• extrinsic

Question 2

Define intrinsic motivation

Answer 2

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).

Question 3

Define extrinsic motivation

Answer 3

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

Question 4

What are the 3 purposes of motivation

Answer 4

•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.

•Motivation is a force which pushes a person to work with high level of commitment and focus even if things are against him.

•Motivation translates into a certain kind of human behaviour.

Question 5

What are the 6 motivation theories

Answer 5

1. Taylors scientific a management theory
2. Maslow hierarchy of needs
3. Herzberg 2 factor theory
4. Mcclellands acquired needs theory
5. Deci and ryans self determination theory
6. Adams equity and expectancy theory

Question 6

What is the background of the Taylor’s scientific management theory

Answer 6

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.
•Taylor suggested the use of differentiated piece rate which 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 does Taylor’s scientific management 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

What is imperative in the Taylor theory

Answer 8

Performance efficiency

Question 9

What 4 things does Taylor’s scientific management theory consist of

Answer 9

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

Question 10

What are the limitations to the Taylor’s scientific management theory

Answer 10

•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 11

What are the manslows hierarchy of needs

Answer 11

•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 12

What is the 5 Maslow hierarchy pyramid points from top to bottom

Answer 12

Self fulfilment needs -
1. Self organisation - achieving ones full potential, including creative activities

Psychological needs -
2. Esteem needs - prestige and feeling of accomplishments

3. Belongingness and love needs - intimate relationships, friends

Basic needs -
4. Safety needs - security and safety

5. Physiological needs - food, warmth, water and rest

Question 13

What are some examples of Maslows hierarchy needs

Answer 13

Question 14

Why did herzberg disagree with the Taylor’s scientific management

Answer 14

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).

Question 15

What are the 2 factors of the herzberg two factor theory

Answer 15

1. Motivators
2. Hygiene

Question 16

What does focusing on motivators factors do

Answer 16

It’s focuses on a non financial reward that directly motivates people to work harder

Question 17

What does focusing on a hygiene factor do

Answer 17

It had the purpose of being the minimum requirement people need to fulfil their job and i of their not present, they could actually demotivate workers

Question 18

Define hygiene factor

Answer 18

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.

Question 19

Define motivational needs

Answer 19

true motivators like achievement, recognition, responsibility, advanced, the work itself!

Question 20

What does the herzberg theory look like

Answer 20

Question 21

Define training

Answer 21

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 22

Why is training provided

Answer 22

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

Question 23

What are the three types of training

Answer 23

-Induction

-On-the-job

-Off-the-job

Question 24

What is the aim of induction

Answer 24

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 25

What is the positive of induction

Answer 25

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

Question 26

What are the disadvantages of induction

Answer 26

nduction 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 27

What is the aim of on the job

Answer 27

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 28

What is a positive of on the job

Answer 28

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.

Question 29

What are the negatives of on the job

Answer 29

even though the employees are “at work”, on the job training can still be disruptive and their workflow is interrupted

Question 30

What is the aim of off the job

Answer 30

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 31

What is the positive of off the job

Answer 31

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

Question 32

What is the negative of off the job

Answer 32

more expensive than on the job training and sometimes is not directly related to the job context

Question 33

What’s one type of extrinsic motivation

Answer 33

Financial rewards

Question 34

What are 7 types of financial rewards

Answer 34

1. Salary
2. Hourly wages
3. Profit related pay
4. Performance related pay
5. Share ownership schemes
6. Commission
7. Fringe payments

Question 35

Define salary

Answer 35

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

Question 36

Define hourly wages

Answer 36

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

Question 37

Define profit related pay

Answer 37

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.

Question 38

Define performance related pay

Answer 38

a reward given to employees who meet or exceeded their targets or goals. This can be paid individually or as a team.

Question 39

Define share ownership schemes

Answer 39

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.

Question 40

Define commission

Answer 40

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.

Question 41

Define fringe payments

Answer 41

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 42

Give an example of a intrinsic motivators

Answer 42

Non financial rewards

Question 43

What are 6 examples of non financial rewards

Answer 43

1. Job enrichment
2. Job enlargement
3. Job rotation
4. Empowerment
5. Teamwork
6. Purpose

Question 44

Define power enrichment

Answer 44

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.

Question 45

What is the negative of power enrichment

Answer 45

However, since training and upskilling is required, it will be costly for the company. Additionally, employees can feel extra pressure at work.

Question 46

Define job enlargement

Answer 46

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.

Question 47

What is a negative of job enlargement

Answer 47

this might have a demotivating effect since the employee might feel that their taken advantage off from doing more work for the same pay.

Question 48

Define job rotation

Answer 48

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.

Question 49

What is a negative of job rotation

Answer 49

this might affect the productivity of some employees who prefer to focus on one job or task.

Question 50

Define empowerment

Answer 50

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.

Question 51

What is a negative of empowerment

Answer 51

this could also affect staff management when certain procedures need to be followed and the workers made a bad decision.

Question 52

Define teamwork

Answer 52

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.

Question 53

Define purpose

Answer 53

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!