Lesson 19 - Motivation

Question 1

Define ‘employee motivation’

Answer 1

Factors that drive an employee to strive to achieve in the workplace.

Question 2

Provide two reasons why employee motivation is important.

Answer 2

1. Motivated employees are more productive as they work hard and take more care. Therefore they make less mistakes.
2. Motivated employees are less likely to take days off and/or leave the organisation as they are happier at their workplace.

Question 3

Maslow’s Motivation Theory

1.What is Maslow’s motivation theory based on?

2. How are needs ranked?
3. Maslow’s theory states that once a need is satisfied it is no longer a _______________.
4. Lower order needs must be _________________ before an individual can move to the next level. This is called ___________________ movement through needs.

Answer 3

1. Needs
2. Most basic needs at bottom progressing to higher level needs at the top.
3. Motivator
4. satisfied, sequential

Question 4

Maslow’s Motivation Theory

List the 5 categories of needs from highest to lowest.

Answer 4

1. Self actualisation needs
2. Self esteem needs
3. Social needs
4. Safety needs
5. Physiological needs

Question 5

Physiological Needs

1. Define ‘physiological needs’
2. How can it be identified when physiological needs are not being met in the workplace?
3. How can physiological needs be met in the workplace?

Answer 5

1. Basic requirements for human survival (food, water and shelter)
2. Employees not receiving minimum pay or working conditions. Employees are underemployed (working less hours than they would like to be working).
3. By the employer providing minimum pay and working conditions

Question 6

Safety Needs

1. Define ‘safety needs’
2. How can it be identified when safety needs are not being met in the workplace?
3. How can safety needs be met in the workplace?

Answer 6

1. Safety needs is defined as being physically safe at work and having a sense of job security.
2. • Organisation not abiding by OH&S legislation
   • Employees not yet on ongoing/long term contracts
   • Threat of redundancies/organisation closing
3. • Create job security by providing ongoing positions or long term contracts
   • Ensure employees have safe and healthy work conditions (compliant with OH&S legislation or harassment policies)
   • Competent, consistent and fair management

Question 7

Belonging Needs

1. Define ‘belonging needs’
2. How can it be identified when belonging needs are not being met in the workplace?
3. How can belonging needs be met in the workplace?

Answer 7

1. Having strong workplace relationships where employees feel like they belong to the organisation

2.
Lack of collaborative work amongst staff
Employees not socialising with each other
Employees feeling uncomfortable contributing ideas and thoughts
Lack of sense of ownership

3. Organise groups of staff to work on projects/solve problems
   Organise staff gatherings. Morning tea, after work events
   Events to interact with clients

Question 8

Self Esteem Needs

1. Define ‘self-esteem needs’
2. How can it be identified when self-esteem needs are not being met in the workplace?
3. How can self-esteem needs be met in the workplace?

Answer 8

1. Self-esteem needs involves employees gaining recognition of performance from others and feeling a sense of pride in their own work as a result (feeling important, valued and respected)

2.
Employee effort and performance lacks acknowledgement from management
Employee lacks sense of accomplishment

3.
Performance pay
Recognition for work at whole staff events/meetings
Being made an example of in the day-to-day operations  Praise
Promotions

Question 9

Self-Actualisation Needs

1. Define ‘self-actualisation needs’
2. How can it be identified when self-actualisation needs are not being met in the workplace?
3. How can self-actualisation needs be met in the workplace?

Answer 9

1. Self-actualisation can be defined as the achievement of one’s own potential and can only be fulfilled through intrinsic motivation (drive from within the individual).

2.
Employees not being challenged by work
Employees lack interest in the work
Employees not being provided with significant autonomy

3.
Delegating specific projects to employee which involve working with autonomy
Participative decision making
Provide employees with challenging projects whereby they are required to come up with solutions
Promotions to higher positions if the position is available (frame this based around the challenge and autonomy) OR career progression

Question 10

Identify two pros of Maslow’s Hierarchy of Needs

Answer 10

1. There is a clear sequential structure and model for manager to follow.
2. This provides a clear framework to assist in developing strategies to motivate their employees.
3. Motivation occurs quickly when employees move up the hierarchy

Question 11

Identify two cons of Maslow’s Hierarchy of Needs.

Answer 11

1. The theory assumes that all employees will work through the same sequential order of needs. This is not always true, particularly for those who are more driven by external motivators.
2. Can be difficult to measure if employee needs are being met
3. Time consuming for a manger to determine the level for each individual employee and then implement strategies