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Business > Chapter 2.1 Motivating Employees > Flashcards

Chapter 2.1 Motivating Employees Flashcards

1
Q

Motivation

A

Reason why employees want to work hard and effectively for business

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2
Q

Why work

A
  • job statisfication (done a good job)
  • money(to pay for necessities and and luxuries )
  • sense of security (knowing that job and pay is safe)
  • esteem needs(self-importance)
  • social needs(feeling part of a grip/meet frens)
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3
Q

Why motivate workers?

A
  • high output(productive and effective in their work)
  • low labour turnover(loyal workforce)
  • high customer statisfication -good service from employees -higher profits
  • low rates of absenteeism (reducing disruption from it)

Overall , increases firm’s efficiency and output leading to high profits

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4
Q

Maslow’s hierarchy (of human needs)

A

Shows that employees are motivated by each level(bottom to top)

Managers identify which level workers are in can help them to advance to the next level

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5
Q

Physiological needs

A

Food/rest/recreation/shelter

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6
Q

Safety/security needs

A

Job security/protection against danger or poverty 2nd lvl

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7
Q

Social needs

A

Friendship/work colleagues who supports you/belonging a team 3rd lvl

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8
Q

Esteem needs(beliefs of oneself)

A

Recognition/status/achievement/independence 4th lvl

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9
Q

Self-actualisation(fulfilment of one’s talents)(due to action)

A

Promoted(given more responsibility)/succeeding to full potential/feel like done a good job 5th lvl

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10
Q

F.W Taylor theory

A

Workers are motivated by money

More money=more output

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11
Q

Herzberg theory

A

Hygiene factors (basic needs)and motivators. (stating that ppl have 2 sets of needs)

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12
Q

Hygiene factors

A

(Basic needs)(independent factor)

  • status
  • security
  • work conditions
  • relationship with superiors
  • relationship with subordinates
  • salary
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13
Q

Motivators

A

(Allow human to grow psychologically-relating to feelings)dependent on hygiene factors

  • achievement
  • recognition
  • personal growth/development
  • advancement/promotion
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14
Q

Methods of motivation

A

Financial rewards

Non financial motivators(fringe benefits + job satisfication )

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15
Q

Financial rewards

A
  • wage
  • salary
  • bonuses
  • commission
  • profit sharing
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16
Q

Wage advantages

A

Does need to wait long for payment(weekly pay )/gets additional pay for additional work hours(required by company)

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17
Q

Wage disadvantages

A

takes time and money(need to employ wages clerk) to be calculated every week

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18
Q

Ways to calculate wage

A
  • time rate

- piece rate

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19
Q

Time rate

A

Amount paid based on the num of hours worked

Used when hard to measure output, eg:bus driver

20
Q

Advantages of time rate

A

Easier to calculate

21
Q

Disadvantages of time rate

A

Unfairness to workers as productive and unproductive workers gets the same payment(irrespective of quality and output)

22
Q

Piece rate

A

Amount paid based on the num of output

23
Q

Piece rate advantages

A

Encourages workers to work faster and produce more goods

24
Q

Disadvantages for piece rate

A

Ignorance of quality/ unfairness between workers due to the quality they produced

25
Q

Salary

A

Payment on monthly basis

26
Q

Salary advantages

A

Easy calculate / employer has the money kept to himself for a longer period of time

27
Q

Salary disadvantages

A

No payment for extra time-may be reluctant to work for additional hours
Need to wait for a longer time

28
Q

Bonuses

A

Additional payment as a reward for good work(not necessary)

29
Q

Bonus advantages

A

Can fulfill workers self esteem-feel recognised

30
Q

Bonus’s disadvantages

A

Resentment(Not all workers gets bonuses-those who didn’t could be de-motivating )

31
Q

Commission

A
  • paid in addition to the existing wage/salary

- payment relating to th num of sales made, more sale more comission (only for sales staff in service sector)

32
Q

Commission advantages

A

Motivate workers to increase sales

33
Q

Commission disadvantages

A

Too concentrated on sales-not focusing on customers’ preference -bad reputation

Stressful for workers(wont get additional pay if got 0 sales)

Too much competition- creates conflict

34
Q

Profit sharing

A

(In addition to basic wage/salary)
-a system whereby proportion of the company profit is distributed to workers

Usuallly in service sector (other sectors-hard to identity contribution to the profit of company )

35
Q

Profit sharing advantages

A

All employees benefit from it

36
Q

Profit sharing disadvantages

A

Low profit- no profit share- employee disappointment

Higher paid workers get higher profit share- unfairness as lower paid workers(bad feeling towards lower paid workers) think they have done a good job too

37
Q

Fringe Benefits(additional to wage/salary)(according to Seniority of job)

A
  • company vehicle
  • discounts on business products
  • free accommodation
  • free trips
38
Q

Job satisficatipn (fringe benefits)

A

Enjoyment derived from a feeling you have done a good job

(Many non-financial motivators increases level of job satisfication as it makes workers feel like they r being ‘recognised’)

39
Q

Non financial motivators

A
  • job rotation
  • Job enlargement
  • job enrichment
  • team-working
  • opportunities for training
  • opportunities for promotion
40
Q

Job rotation

A

Workers swapping around jobs

Increase variety of work-avoid boredom(especially in factories)

41
Q

Job enlargement

A

Extra tasks of similar level added

Make work more interesting

42
Q

Job enrichment

A

Adding a tasks that require more skills and responsibilities

Give employees a sense of trust from seniors management

Motivate them to do tasks efficiently

43
Q

Team-working (non financial motivators )

A

Grip of workers given responsibility for a particular process(deciding as a team)

Fulfill social needs, sense of commitment

44
Q

Opportunities for further training advantages

A

Opportunities for growth and development

Feel valued

45
Q

Opportunities for promotion

A

Sense of self-actualisation (fringe benefits)

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