3.6.4 Flashcards
What are the benefits of motivated and engaged employees?
Motivated and engaged employees lead to improved labor productivity, better working atmosphere, enhanced quality, better customer service, reduced labor turnover, and lower absenteeism.
How does motivation affect employee behavior?
Motivation describes the factors that arouse, maintain, and channel behavior towards a specific goal, improving performance and overall outcomes for both the employee and the organization.
What are some financial methods to improve employee motivation?
Some financial methods of motivation include:
* Piece rate pay – Employees are paid based on the quantity of product they produce.
* Commission – Payment based on the value of goods or services sold by the employee.
* Salary schemes – Salaries may increase as employees gain more experience in their role.
* Performance-related pay – A part of an employee’s pay is linked to achieving specific work targets.
What are some non-financial methods to improve employee motivation?
Non-financial methods include:
* Job design – Grouping or dividing tasks and responsibilities to create meaningful jobs.
* Appraisal – Evaluating and considering an employee’s performance.
* Team working – Encouraging collaboration by breaking down work into larger units and fostering teamwork.
What is job design and how does it improve motivation?
Job design involves organizing tasks and responsibilities to create meaningful jobs. Techniques like job enrichment, job enlargement, and job rotation can help improve motivation by making jobs more engaging and varied.
What is the purpose of appraisal in motivating employees?
Appraisal is the process of evaluating an employee’s performance. By providing feedback and recognizing achievements, it helps employees understand their strengths and areas for improvement, motivating them to perform better.
How does team working contribute to employee motivation?
Team working encourages collaboration and shared responsibility. By breaking down tasks into larger units and encouraging employees to work together, team working can foster a sense of belonging and increase engagement.
What is Taylor’s theory of motivation?
Taylor’s theory, known as Scientific Management, focuses on maximizing efficiency by breaking down tasks into simpler components and rewarding employees based on their output. While his approach ignored social factors, it was significant in developing systems to increase productivity.
What did Mayo contribute to the understanding of motivation?
Mayo emphasized the importance of social factors in the workplace, including communication with bosses and working in teams. He believed that team working and social interactions could improve employee motivation and productivity.
What is Maslow’s theory of motivation?
Maslow’s Hierarchy of Needs suggests that employees are motivated by a series of needs, starting with basic physiological needs and progressing to self-actualization. According to Maslow, only when lower needs are met can higher needs, such as personal growth, be pursued.
What is Herzberg’s Two-Factor Theory?
Herzberg’s theory distinguishes between motivators (factors that lead to satisfaction, such as achievement and recognition) and hygiene factors (factors that prevent dissatisfaction, such as salary and working conditions). He argued that motivation cannot be achieved by salary alone.
What are some criticisms of Maslow’s and Herzberg’s theories?
- Maslow’s theory has been criticized because employees don’t always follow the same order of needs in his hierarchy.
- Herzberg’s assumption that pay does not motivate employees is not always accurate, as pay is often a significant motivator in certain businesses and countries.
What influences the choice of financial and non-financial reward systems?
The choice and effectiveness of reward systems are influenced by:
* Costs involved
* Management attitude
* Training of the management team
* Skill level of the workforce
* Public perception of the business
* Effectiveness of internal and external communication
What is the role of costs in choosing reward systems?
The costs involved play a crucial role in determining the reward system, as the business must balance offering attractive rewards with its financial resources and sustainability.
What is the role of costs in choosing reward systems?
The costs involved play a crucial role in determining the reward system, as the business must balance offering attractive rewards with its financial resources and sustainability.
How does the management team’s attitude affect reward systems?
The management team’s attitude towards motivation and employee well-being can influence the choice of reward systems. A positive attitude may lead to more comprehensive and employee-focused reward strategies, while a negative attitude might result in minimal investment in rewards.
Why is the skill level of the workforce an important factor in choosing reward systems?
The skill level of the workforce determines what kind of reward system will be most effective. Highly skilled workers may respond better to performance-related pay or empowerment, while less skilled workers may benefit from simpler, task-based rewards.
How does the public’s perception of the business influence reward systems?
A business must consider how its reward systems will be perceived by the public, as an attractive reward system can improve the company’s reputation, enhance employer branding, and attract top talent.
How does communication within a business affect reward systems?
Effective communication is key to ensuring that reward systems are understood and perceived as fair by employees. Poor communication can lead to misunderstandings or dissatisfaction with the rewards offered.
