2.4 Motivation and demotivation Flashcards
Intrinsic motivation
Comes from the activity itself
Extrinsic motivation
Comes from outside of the activity
Importance of motivation
- Boost profitability
- Increased effort increases productivity
- Pride and wellness increases quality
- Loyalty to the business
- Committment to the business
- Less labour turnover
Frederick Winslow Taylor Scientific Management theory
- focuses on money
- workers selected scientifically
- pay based on results
- managers should say how it should be done
- activities that don’t contribute are eliminated
- only activities that offer profit
- each worker should have a work adequate for their capacities
- only source of motivation is money
Disadvantages of Taylor theory
- hard to measure mental output
- not everyone is motivated by money
- the more educated people is, the more they want to have a say in how things are done
- implies being told what to do
- repetitive tedious work
Abraham Maslow Hierarchy Pyramid of Human Needs
- physiological needs, basic needs (food, warmth, shelter)
- safety needs (security of body, employment, family, health and property)
- love belonging (friendship, family)
- esteem (confidence, achievment, respect)
- self actualization (morality, creativity, spontaneity, problem solving)
Disadvantages of Maslows pyramid
- Impossible to motivate all workers using the same hierarchy of needs
- Levels are hard to measure, no borders
- order of needs might be different for different people
Frederick Herzberg motivation theory
driven by intrinsic motivation
hygiene factors: (why are employees demotivated?) no motivation but satisfaction (rules, working conditions, pay)
motivational needs: (what might motivate employees?) lead to psychological growth of workers (achievment, recognition, responsibility)
Job enlargement (herzberg)
more variety in tasks (but not more challenging)
disadvantages: can increase dissatisfaction if its just giving more duties
Job enrichment (herzberg)
more complex and challenging tasks to max potential and sense of achievement
disadvantages: cannot be applied in all situations
Job rotation (herzberg)
rotate possitions in the business
disadvantages: must go through a training phase before
Disadvantages of Herzbergs theory
- cant be applied to low skilled/low paid labour
- herzbergs research was based on engineers and accountants only
- not all employees will be motivated by empowerment or enrichment
McClelland’s acquired needs theory
- achievement
- affiliation
- power
- one of these dominates depending on the person
Disadvantages of McClellands theory
- Most people have all three needs that take turns at different times
- Best managers: power needs, happy ones: affiliation
Deci and Ryan’s self-determination theory
types of motivation: autonomous and controlled
types of needs: competence, relatedness, autonomy
Disadvantages of Deci and Ryans theory
- Hard to identify how much of each need different people require
- Many employees are driven only by rewards and arent able to internalise motivators if theres no personal belief
Adam’s equity theory
Employees are demotivated if theres no equity between inputs and outputs
input: loyalty, social skills, experience, knowledge, skills, effort
outputs: responsibility, challenge, recognition, profit, bonus, salary
what it gives = what it receives
Vroom’s expectancy theory
Behaviour determined by expected outcomes, belief that effort will lead to good performance
1. expectancy (will the effort lead to good performance?)
2. instrumentality (will the performance produce the expected outcomes?)
3. valence (are the outcomes desirable to the employee?)
Labour turnover
Percentage of employees who leave a coompany during a fixed period of time
Identification process
- Job description
- Person specification
- Internal/external recruitment
Job description
Details about the job such as the title, tasks, responsibilities
Person specification
Details about the type of person required such as the skills, qualifications, experience
Internal recruitment
When the organizations makes someone who already works there take a new position
Advantages of internal recruitment
- Cheaper
- Quicker
- Efficient
External recruitment
Recruiting an employee that doesnt belong to the organization
Disadvantages of internal recruitment
- Limits pool of labour
- Internal resentment
- Leaves a vacancy
External recruitment
Recruiting an employee that doesnt belong to the organization. Recruitment agencies, job centers, contacts, specialist publications
Advantages of external recruitment
- new ideas
- wider range
- higher standards
Disadvantages of external recruitment
- time consuming
- costly
- can result inefficient
Application
- Job advert
- Application form / résumé
- Internal or external agency
Job advert
- Where to place it?
- What info to include
- What legal requirements
Application form
Designed to match the job requirements
Focused on issues that the business wants
Résumé
Done by the applicant
Requested for job positions with few possible applications
Flexible quickier and personal
Selection processes
- Shortlisting
- Testing
- Interviews
Shortlisting
criteria:
1. quality
2. quantity
3. legal requirements
Testing
- aptitude (task oriented activities)
- personality traits (questionnaires)
- team-based (exercises)
Interviews
- face-to-face
- panel (w more than one person)
- video conference
- multi-stage
- multi-day
Training
work-related education to increase workforce skills. improves quality, motivates, reduces labour turnover, prepares staff to cover seniors
Induction
introduction of new employees to an organization helping them settle in quickly. involves welcoming, making them feel acceptes and providing training about the company’s procedures and expectations
On the job
training employees at their place of employment during their normal working hours
Off the job
receiving training not at their place of employment but offsite, the company paying for a tuition from outside parties
Appraisal
Assessing the performance, effectiveness and value of employees in an organization. two way communication, constructive feedback, non-threatening and supportive
Inspection
managers review employee’s performance and make judgements based on observation. one-way, top-down communication. negative indicators of performance. punishments.
Formative appraisal
during training, ongoing, continuous, intends to improve employee’s performance
Summative appraisal
at the end of the training, formal, documented evaluation of employees. measure employees performance
360° degree appraisal
employee receives input from all categories of people (peers, customers, supervisor, etc) comprehensive, expensive, only senior managers receive it
Self-appraisal
employee evaluates their own performance
Salary
motivation factors: security of receiving income
disadvantage: relying on proffessionalism of the staff to provide the quality and quantity expected
Wages (time rates)
motivation factors: security of receiving a regular income and opportunity to receive overtime pay
disadvantage: employees could work slowly since their pay is not based on an output
Wages (piece rates)
motivation factors: increased output will bring a measurable benefit
disadvantage: tedious and repetitive work, no control over results
Commission
paid by results, percentage of sale value
motivation factors: rewarded by results
disadvantage: no control over results
Profit-related pay
linked to the amount of profit
motivation factors: sharing financial rewards encourages sense of belonging and desire to contribute to its success
disadvantage: could be a consequence for the business’ profitability
Performance related pay (PRP)
bonus paid in addition
motivation: used with those whose productivity cannot be measured, paid based upon pre-established performance targets
disadvantage: cognitive tasks w this method reduce productivity. could be conflictive if its based on subjective factors
Employee share-ownership schemes
award shares in the company
motivation factors: motivates like a bonus
disadvantage: salaries and savings are tied
Fringe payments (perks)
non monetary compensation
motivation factors: business pays on a pre-taxis instead of the user having to after tax
disadvantage: if its not give fairly it can cause conflicts
Non-financial rewards
rewards from an employe to an employee as extrinsic motivation with no monetary value like job titles (employee of the month)
Empowerment
giving individuals access to resources and information to do their jobs and giving them the power to make decisions
empowered individuals believe their important
disadvantages: risk of employees not being able to manage their responsibilities
Purpose or opportunity to make a difference
ability to connect employees to th aims of the oganization other than profit
many individuals want to do more than merely money, they want to make a difference
disadvantage: if for profit organizations enphasize this employees might losee focus on their profit objectives
Teamwork
motivation factors: individuals tend to be energized by working in teams as it creates sense of belonging and common purpose
disadvantages: team failures can camplify dissatisfaction
