Business 2.4 Flashcards
Explain Taylors scientific management
Managers in charge of everything
(planning, direction, control)
Division of labour and specialisation
Performance-related pay: the more oneworks, the more one gets
Workers have to be selected
scientifically: based on their abilities,not on manager’s subjective preference
Advantages of Taylors
Works well for people who
are money-driven
Works for low-paid
low-qualified labour
In line with some cultures
Disadvantages of Taylors
Mental output is hard to measure, not suitable for some professions
Not all people are
motivated by money
The more educated people are the more they want to have a say in how things are done
Implies repetitive tedious work
and being told what to do
Explain Maslow’s Hierarchy of Needs
physiological, security, social, esteem, self-actualization
Maslow’s Hierarchy of Needs Disadvantages
Impossible to motivate all workers using the same hierarchy of needs
Levels of the hierarchy are impossible to measure. Where is the border?
The order of needs might be
different, as well as the number of levels
What motivates Jeff Bezos? Are all self-actualised people unhappy?
Not necessarily 5 needs need to be used, could be more for different workers
Maslow’s Hierarchy of Needs advantages
Easy to use
Can be applied to all industries
Straightforward
Can be used to motivate
employees intrinsically
helps employers identify intinsiç motivation for workers
Explain herzberg’s two factor theory
Hygiene factors-
aspects of work that do not motivate but must be met to prevent dissatisfaction: organisational rules, regulations, policies, working conditions, pay
Motivators-
factors that lead to the
psychological growth of workers and hence increase satisfaction and performance at work: achievement, recognition, responsibility, advancement
Includes
Job enlargement - more variety in tasks (but not more challenging)
Job enrichment - more complex and challenging tasks to maximise potential
and sense of achievement
Job empowerment delegating
decision-making power to workers
herzberg’s two factor theory advantages
Gives more autonomy to worker
It clearly distinguishes between the factors that motivate employees on the job and the factors that maintain employees on the job.
It recommends specific measures (i.e. motivators) to improve motivation levels.
herzberg’s two factor theory disadvantages
Can’t be applied to low-skilled low-paid labour (enrichment and
empowerment will not work)
Herzberg’s research was based on accountants and engineers only
Not all employees will be motivated by job
enlargement/ enrichment as it implies more work and responsibilities
Describe McClelland’s acquired needs theory
Employees have 3 needs:
1. Achievement desire to succeed,
master skills and achieve goals
2. Affiliation - need to be around
others and be loved/admired
3. Power- desire to lead
and inspire others
One of these needs dominates. If managers fail to understand which one, they won’t be able to motivate well
Achievement- like to be alone
Affiliation- like to be loved and be around people (make bad managers)
Power- usually good for managers
McClelland’s acquired needs theory advantages
Employees given tasks according to their needs: Giving employees tasks based on their needs can help to motivate them, as they are more likely to be engaged and interested in tasks that align with their interests and skills.
No scope for excuses: When employees are given tasks that align with their interests and skills, they are less likely to make excuses for not completing their work, as they are more likely to be invested in the tasks they are given.
Leads to satisfied employees: By giving employees tasks that align with their interests and skills, companies can increase employee satisfaction and reduce turnover, as employees are more likely to be happy and fulfilled in their work. This can be a great asset to the company, as satisfied employees tend to be more productive and loyal.
McClelland’s acquired needs theory disadvantages
Does not consider basic needs: McClelland theory does not address primary needs like food, shelter, and safety, which should be fulfilled before other needs.
Stereotyping: Employees may get stereotyped based on their needs, and it may limit their opportunities to work in other departments even if they have the necessary qualifications.
Difficult to match needs with positions: It may be challenging for the company to find positions that match the needs of all employees, leading to accommodation problems.
Explain Deci and Ryan’s self-determination theory
2 types of motivation:
- Autonomous (when you do
something because you want to,
can be intrinsic & extrinsic) - Controlled (when you do
something for reward)
They don’t conflict each other and one can be transformed into the other
The most productive employees
internalise controlled motivation,i.e make it autonomous
3 types of needs:
1. Competence-
need to succeed, achieve, develop
- Relatedness-
care for and be cared by others, be part of the group - Autonomy-
self-endorsed behaviour, need to be in charge of own choices and make decisions
Employees are motivated
when all 3 needs are met
Deci and Ryan’s self-determination theory disadvantages
Hard to identify how much of each need different employees require
Many employees are driven only by rewards and aren’t able to internalise motivators if there’s no personal benefit
Deci and Ryan’s self-determination theory advantages
The needs are universal and apply to everyone
Theory promotes self-determination of employees, thus shifting the emphasis to developing intrinsic motivation
Exaplain Adams’s equity theory
Employees compare their efforts and rewards to those of their colleagues
They become demotivated if their inputs are greater than the outputs
Inputs -contributions made by employee
Outputs- financial and non-financial rewards
Workers are motivated only if their input-outcome ratio is equitable (fair) in relation to others in the workplace.
To understand equity theory, consider how you might feel if your teacher gave you a lower predicted grade for Business Management despite you putting ina huge amount of effort, yet your friend who has put in very little effort was rewarded with a higher predicted grade
