6.4 improving motivation + engagement Flashcards
define: Motivation
Describes the factors that arouse, maintain and channel behaviour towards a goal
define: Employee engagement
when an employee is fully absorbed by and enthusiastic about their work and take positive actions to meet the organisations goals.
What is the division of labour?
Breaking down of production into series of small tasks -> carried out repetitively by relatively unskilled employees.
Why is motivation important?
- > A motivated workforce will work more effectively and will be more loyal.
- > Effective and loyal employees can help to cut costs and maintain sales in a business.
Motivational theories
There are several theories about what motivates a workforce:
- Taylor – Scientific Management
- Mayo – Human Relations Management
- Maslow – Hierarchy of Human Needs
- Herzberg – The Two-Factor Theory
Taylor: Scientific Management
Theory: workers were more motivated by pay
- Workers are not naturally interested in work and therefore need close supervision.
The essential features of Taylorism
-> Work study - Study work process to determine most efficient production method.
-> Normal times - Observe + time the best workers in these methods. Establishing ‘normal’ times in which duties should be performed.
-> Equipment + training - Train all remaining employees. Provide them with equipment needed to carry out their duties. Basic training and clear instructions.
Piece-rate pay - Employees motivated by money and so employees paid according to what they produce.
Problems with Taylor’s technique
The workforce did not like the principles and did not co-operate.
Placed the jobs of less efficient workers under threat
Raised efficiency means less workers needed
Caused strikes by workers and dissatisfaction by workers
They only worked hard while being observed.
Taylor appointed special supervisors to stand over the workforce.
Money is not the only incentive and Taylor’s ideas relied too exclusively on motivation by money.
Despite these problems the scientific management approach lasted for a long time.
Mayo: Human Relations Management
- Initially he started applying Taylor’s principles of scientific management.
- Then he went on to experiment with the effects of varying physical factors on worker productivity.
- The group felt important because of the extra interest they had been paid during the research process, and this was what had increased productivity.
- Mayo decided that the way people are treated affects the way they work.
Mayo’s conclusions:
From his experiments Mayo believed workers are motivated by:
- better communications between the management and workforce.
- greater involvement of the management in the lives of the workforce.
- Working in teams is important.
This led to a more human resource style management.
Maslow’s Hierarchy of Needs
Basic needs at the bottom and higher needs towards the top.
Once a lower need is satisfied, individuals strive to satisfy needs further up the hierarchy.
Established five levels of human needs that can be satisfied through employment.
Business could motivate its employees by offering them the chance to fulfil a higher level of need once a lower one was satisfied.
what are the 5 needs in Maslow’s theory?
Physiological needs - the most basic in order to survive (water/ shelter)
Safety needs - feeling safe at not at risk (job security / not being injured at work)
Love and belonging - feeling accepted and part of a group (social events)
Ego / Self esteem - feeling good about yourself, confident in ability (praise)
Self actualisation - stretching self to reach full potential (given extra responsibility)
Maslow: 2 types of needs:
mental needs (psychological) physical needs (physiological)
Herzberg’s two factor theory:
found that the causes of dissatisfaction were markedly different from the causes of satisfaction.
> developed theory about– job satisfaction and dissatisfaction.
> motivators- to give job satisfaction
hygiene factors- reduce dissatisfaction
The difference between a hygiene factors and motivators:
- Hygiene factors do not motivate, but simply reduce or prevent dissatisfaction. They are factors that happen around a job but are not part of a job itself
- Motivators satisfy employees, and therefore positively motivate employees. They are factors which relate directly to the job role.
features of motivators factors:
- Sense of achievement
- Recognition for effort and achievement
- The nature of the work – that it is meaningful and interesting
- Responsibilities
- Promotion and improvement opportunities
- Personal growth and development
features of hygiene factors:
- Company policies – administration, etc.
- Supervision
- pay/salary
- Employee and employer relations
- Working conditions
Impact of Herzberg
One of the main policy recommendations that was developed from Herzberg’s study was Job Enrichment.
> This is the attempt to motivate employees by giving them the opportunity to use their abilities, giving them authority over planning and greater independence.
what are financial methods of motivation?
when an employee is rewarded with direct monetary gain
Examples of different types of financial motivation:
> Wage: This is paid depending on the hours worked, overtime may be given depending on the contracted terms
Salary: An annual amount paid to employees, normally given in monthly installments
Performance related pay
> Piece rate: System whereby employees are paid according to the quantity of product they produce
> Commision: Method of payment in which the amount paid is related to the value of of goods or services an employee sells
> Profit sharing: System whereby employees receive some of the businesses profits
> Share ownership: May be “free” shares but more likely employees given the opportunity to buy shares, these will be at a previous share price agreed years before
What are the advantages of financial motivation?
- Employees become aware of how they contribute to the business
- Financial methods are normally linked to individual efficiency, therefore it encourages personal responsibility in employees (i.e. improving labour productivity)
- Management is scrutinised more closely and is accountable for their performance
- Having a share of the ownership of the business develops loyalty
- Can be used by business to overcome resistance to change in the short term
What are the disadvantages of financial motivation?
- With salary schemes even if an employee does not pull their weight then they will still get a bonus
- It can be difficult to arrive at the final figure to distribute and this may cause mistrust
- A drop in profit could be related to the market fluctuation and be out of the control of employees
- Poor management or processes can affect profit more than employee efforts
- Employees may not feel secure with piece rate or commission payments – this could affect morale and loyalty
- Piece rate pay can encourage employees to produce as much as possible and compromise quality, damaging customer relations and reputation in the long term
what is non-financial motivation?
Employees do not receive any direct payment, but the non-tangible elements of work are considered
examples of non-financial motivation:
- Job design: This includes job enrichment, job rotation, job enlargement. Involved grouping together or dividing up tasks and responsibilities to create complete job roles.
- Appraisal systems: A business can measure an employee performance with the aim of offering training and a chance for them to develop new skills or abilities. This can involve a process of open dialogue between employees and managers.
- Autonomy: Employees have some freedom and control
- Team working: When an organization divides its production process into large units instead of relying on division of labour. Teams are then given the responsibility for completing large units of work.
