2.4 - Motivation and Demotivation Flashcards
Motivation definition
- the internal or external drive where individuals aim achieve a personal or organisational goal
what are signs of motivation
- higher productivity
- higher quality production of good or service
- greater number of overtime workers
- lower absenteeism
- lower labour turnover
Demotivation definition
- when employees do not have a drive to achieve a certain goal
- exists when an employee has no interest in, or enthusiasm for their work
signs of demotivation
- greater absenteeism
- higher labour turnover
- lower quality of produced good or service
- poor customer service
- low productivity
what are the motivation theories?
- Maslow’s Heirarchy of Needs
- Taylors Motivation Theory
- Hertzberg’s Motivation Two Factor Theory
- McClelland’s Motivation Theory
- Deci and Ryan’s Motivation Theory
- Adam’s Equity Theory
- Vroom’s Expectancy Theory
What is the baseline of Taylor’s Motivation Theory?
- “economic man”
- people are solely motivated by money
What are characteristics of Taylor’s Motivational Theory?
- piece rate
(based on the rate of output) - an example of scientific management
- emphasis on close supervision by managers (ensure productivity)
Taylor’s Motivational Theory pros/cons
pros
* easy to implement
* increased efficiency
cons
* first attempt to measure and improve motivation
* lack of creativity and innovation
* treats workers like machines
What is Maslow’s Motivation Theory?
a theory suggesting that humans are motivated by 5 heirarichal needs, and once those on the lower levels are fullfilled those on higher levels can become motivating factors
what are the levels in maslow’s motivation theory
- physiological needs
- safety needs
- love and belonging (social) needs
- esteem needs
- self actualization
what does each level on maslow’s heirarchy of needs mean?
- physiological needs (basic)
* income and adequate working environment - safety needs (basic)
* health and safety policies
* job security - love and belonging (social) needs (psychological)
* social and recreational facilities
* teamwork - esteem needs (psychological)
* delegation of authority - self-actualization
* providing opportunities and responsibilities to deploy new skills
Maslow’s Motivational Theory pros/cons
pros
* more in detail than Taylor and just money
cons
* not everyone moves up pyramid systematially
* what does self-actualisation actually mean?
what is Hertzberg’s Two-Factor Motivational Theory?
states that employee motivation is influenced by two factors:
* motivators motivate when present
* hygiene demotivate when absent
about the two factors in Hertzberg’s Two-Factor Motivational Theory
Motivating factors
* higher motivatoin when present
* psychological factors that motivate employees
* (Maslow - Self-Actualisation, Esteem)
Hygiene Factors
* do not motivate employees
* but demotivate when they are not met
* Maslow - Physiological, Safety, Belonging
examples within Herzberg’s Motivation Theory
Motivating Factors
* achievement of goals and targets
* recognition for achievement
* responsibility for greater/complex duties
* personal growth + advancement
**Hygiene Factors **
* company and policy administration
* relationship with boss/co-workers
* supervision of employees
* working conditions
* salary
* job security
pros/cons of Hertzberg’s Heirarchy
pros
* focuses on the employees an physchological needs
* focuses on job enrichment (meaningful work)
* increases long-term motivation
cons
* assumes all employees are motivated by the same things
* applies closest to white-collar/professional settings
* may be time-consuming and expensive to implement (redseigning jobs, offer promotions etc.)
* high salaries can lower dissatisfaction but will not lead to a higher level of motivation (high salaries are short term motivation, then aim for more)
What is McClelland’s Motivation Theory?
(Acquired Needs Theory)
idea that everybody is driven and motivated by three types of needs (need for achievement, need for power, need for affiliation) (n-ach, n-pow, n-aff)
describe each section of McClelland’s Motivation Theory
The need for Achievement (n-ach)
* the feeling of successfully completing a task
* take on tasks of moderate dificulty (not too easy or difficult)
The Need for Power (n-pow)
* a need for prestige - status - and being able to influence others or the organisation
* (may involve competition with others for this)
The Need for Affiliation (n-aff)
* being part of a group
* feel accepted and respected by group
* Working in a group work to complete tasks/goals
pros/cons of McClelland’s Motivation Theory
pros
* recognises the difference between different individuals
* useful for job placement
* focuses on internal motivation
cons
* hard to measure
* overlooks external factors
* needs may change over time
what is Deci and Ryan’s Motivation Theory
- self-determination theory
- we need to satisfy autonomy, competence and relatedness in order for individuals to have motivation to do things
describe each section of Deci and Ryan’s Motivation Theory
autonomy
* give employees more choice and agency in what to do
competence
* feeling accomplished at something
* provides opportunities to learn/training
relatedness
* interacting and feeling connected to others
* provide teamork opportunities
pros/cons of Deci and Ryan’s Motivation Theory
pro
* focus on intrinsic motivation - employees can actually enjoy the work for what it is
* flexible in different culturs/jobs
con
* doesnt cover financial insentives
* time and resources
* difficult to measure motivation levels
Adam’s Equity Theory definition
the idea that: to be motivated, employees need to feel that what they get out of the job (output) is equal to what they put in (inputs), compared to others
what is vrooms expectancy theory?
the idea that: employees will only be motivated if they see that their efforts will lead to the desired outcome
describe the parts of vroom’s expectancy theory
expectancy
* employees will be motivated if they feel able to complete the task
instrumentality
* whether employees feel they will be rewarded when the task is completed
valence
* whether employees value the reward when they complete the task
what is labour turnover and what is its calculation?
the number of employees leaving an organisation over a period of time as a % of the total workforce
what are reasons for an employee to leave a business?
- quit
- fired
- retired
- made redundant
pros of low labour turnover
- skilled workers - less costs to recruit and for induction training
- high motivation
- better relations with customers
pros of high labour turnover
- less costs (salaries)
- bringing of fresh ideas into business
- low performing employees may leave
what is appraisal
method of evaluating the performance of an employee based on the job description/contract
what are the different types of appraisal
- formative
- summative
- 360-degree feedback
- self-appraisal
formative appraisal description
a continual process where the focus is discussing the strengths and weaknesses of the employee to improve their performance over time
summative appraisal description
a conclusive, formal judgement of the performance of an employee - often with a rating (excellent/good)
360-degree feedback description
- measuring an employee’s performance by collecting opinions of other people with whom they work
eg. co-workers, managers, customers etc.
self-appraisal description
when an employee gives their own opinions about thier performance within their job
- may be a starting point for other types of appraisals
cons of appraisals
- focus may be placed on past rather than future
- may be costly
- feedback may be innacurate if not conducted frequently enough
- judgement may be biased or subjective
recruitement definition
the process of hiring new employees into an organisation
what is the process of recruitment
- job opening - identifying the need for a new employee
- job description - what the new employee needs to do
- person description - what skills/qualification do the employee need
- identify candidates
a. adverstise - online/newspapers
b. hire a headhunter
c. career cairs
d. internal candidates - recieve applications
a. CVs and voer letter
b. online applications - shortlist candidates - choose most suitable
- selection process
a. interviews
b. testing
c. group activities - offer the job
- sign the contract
internal recruitment definition
hiring an employee who already works within the organisaition
eg. promote middle manager to become a manager
external recruitment definition
hiring of an employee from outside of the organisation
pros of internal and external recruitment
internal recruitment
* employee already knows the culture and rules
* organisation has experience working with individual
* higher employee morale
* may be cheaper
external recruitment
* acess to wider pool of candidates
* fresh ideas
* promoting internally - competition
* potentially lower training cost - experience in similar role
