2E - Motivation Strategies Part 1

Question 1

Performance-related pay

Answer 1

Is a financial reward that employees receive for reaching or exceeding a set business goal
Why:
It motivates employees as it links their performance to increased remuneration, leading to employees feeling that they can personally gain from putting more effort into their work.

Managers:
- a pay rise
- a bonus
- a commission on sales

Short-term employee motivation:
Positive - Employees may be motivated to improve performance quickly in order to gain financial rewards
Negative - Employees may be demotivated if they’re competing against their colleagues for financial rewards

Long-term employee motivation:
Positive - When there is a history of reward and recognition for high-performing employees within the business, employees are more likely to be motivated by the expectation that they will receive rewards in future
Negative - Employees may become demotivated if they continually have to compete with their peers
- Demotivated if the rewards they receive don’t continuously increase in value

Question 2

Career advancement

Answer 2

Is the upwards progression of an employee’s job position
The opportunity to progress to a higher position can motivate ambitious employees who want more responsibility, authority, or status in the workplace.
Manager:
- ensuring employees are aware of any promotion criteria
- ensuring employees are aware of any senior positions that need to be filled
- promoting from within the business to ensure that employees are constantly working towards career progression

Short-term:
Pos - Employees may be rapidly motivated if they’re taking on more responsibility
Neg - May become resentful and demotivates if they believe they were not considered for a promotion

Long-term:
Pos - May be motivated by ongoing opportunities to be promoted or take on additional responsibilities
Neg - There may be limited number of responsibilities they can absorb in their role, thus fewer career advancement opportunities, limiting motivation

Question 3

Investment in training

Answer 3

Is allocating resources to improve employee skills and knowledge.
It equips employees with the expertise required to perform at a higher level and can motivate them by providing opportunities to develop their abilities through their work.

Managers:
On-the-job training
- providing employees with mentoring
- training programs within the business
Off-the-job training
- paying for employees to be trained by other professionals outside of the business

Short-term:
Pos - May be motivated by opportunity to learn new skill
Neg - Taking time off work may cause a loss in momentum and consequently lack motivation

Long-term:
Pos - May feel valued when provided with opportunities to develop skills and working in an environment that promotes learning
Neg - May become demotivated by consistent interruptions caused by training programs

Question 4

Support strategies

Answer 4

Involve providing employees with any assistance that improves their satisfaction at work.
It motivates employees as it allows them to feel valued, understood, and considered by their managers.

Manager:
- Regularly checking on their health and wellbeing
- Praising and encouraging good performance
- recognising achievements through rewards or personal recognition
- accommodating for an employee’s out-of-work obligations

Short-term:
Pos - May be motivated as their wellbeing is considered and valued
Neg - If they feel their wellbeing isn’t considered and valued they may be demotivated

Long-term:
Pos - May be motivated when they feel valued by management and are able to resolve issues efficiently
Neg - If the issues are not resolved in an effective and timely manner, the employees will not feel valued by management therefore, this may also impact their motivation over a long period of time

Question 5

Sanction Stratgies

Answer 5

Involve penalising employees for poor performance or breaching business policies.
Employees are motivated by sanctions as they fear punishment for failing to fulfill a business’s expectations.

Managers:
- verballing waring employees
- providing written warnings
- dismissing under-performing staff

Short-term:
Pos - May be motivated to follow instructions in order to avoid punishment quickly
Neg - May become resentful of their managers if they utilise threats and punishments, potentially leading to resignations and a decrease in productivity

Long-term:
Neg - Can become desensitized to the threat of punishment
- Can contribute to a negative workplace environment