lesson 2 (motivation) Flashcards
What is Employee motivation? (brief description)
Refers to the factors that drive an employee to strive to achieve in the workplace.
- Motivation is different to ‘satisfaction’
–> motivated workers = more productive, less mistakes= lowers cost and increase quality, customers satisfaction, sales and profit.
–> Less likely to take days off or leave organisation and resign = positive workplace
What is Maslow’s Theory?
Maslow’s Theory: Motivation comes from meeting needs.
Needs as Motivations: Once a need is met, it ceases to be a motivation.
Sequential Order: Employees’ needs must be met in a sequential order.
Productivity and Retention: Motivated employees are more productive and less likely to take days off or resign.
Benefits of Motivation: Increased productivity, reduced costs, improved quality, enhanced customer satisfaction, and higher sales and profit.
Hierarchy of needs (basic to complex/ bottom to top)
-Physiological needs
-Safety and security
-Belongingness/ Social needs
-Self-esteem
-Self-actualisation
PHYSIOLOGICAL NEEDS (definition)
Basic requirement for human survival (food, water and shelter) - fulfilled in the workplace through minimum pay and working conditions.
PHYSIOLOGICAL NEEDS (assessing unmet needs, strategies)
Unmet needs:
Employees lacking entry level wages (experience, standard expectation) + underemployed staff
Strategies:
Increase hours for ‘underemployed’
SAFETY AND SECUTIY NEEDS (definition)
Physically safe at work and sense of job security
SAFETY AND SECUTIY NEEDS (assessing unmet needs, strategies)
Unmet needs:
- Organisation not abiding by OH&S (occupational and safety act/requirements
-Employees not yet ongoing/long term contracts
- Threat of redundancies/organisations closing
Strategies:
- Create job security
- Safe and healthy work conditions (OH&S or harassment policies)
- Superannuation and insurance
BELONGINGNESS/ SOCIAL NEEDS (definition)
Having strong workplace relationships- feeling like they belong to the organisation
BELONGINGNESS/ SOCIAL NEEDS (unmet needs, strategies)
Unmet needs:
- Lack of collaborative work
- Not socialising
- Feeling uncomfortable contributing ideas and thoughts
- Lack of sense of ownership
Strategies:
- Assign group of staff to work on projects/solve problems
- Organise staff gatherings. Morning tea, after work events.
SELF-ESTEEM NEEDS (defintion)
Involves employees gaining recognition of performance from others and feeling sense of pride in their own work as a result + feeling important, valuable and respected
SELF-ESTEEM NEEDS (unmet needs, strategies)
Unmet needs:
- Employees effort and performance lacks acknowledgement from management
- Employee lacks sense of accomplishment
Strategies:
- Performance pay (goals, bonuses)
- Recognition at whole staff events and gatherings
- Praise as an set example
- Promotion
SELF-ATUALISATION NEEDS (definition)
Achievement of own potential that can only be fulfilled through intrinsic motivation (drive from within the individual)
SELF-ATUALISATION NEEDS (unmet needs, strategies)
Unmet needs:
- Employee not challenged
- Employee lacs interest
- Employee not being provided with significant autonomy
Strategies:
- Delegating specific projects to employee for self-autonomy/expression
- Participation in decision making
- Provide employees with challenging projects to come up with solutions
Advantages of Maslow’s Hierarchy of Needs
-There is a clear sequential order and model for manager to follow.
- Provides clear framework to assist in developing strategies to motivate their employees
- Motivation occurs quickly when employees move up the hierarchy
Disadvantages of Maslow’s Hierarchy of Needs
- Not true that all employees will work through the same sequential order of needs may been riven by external motivators
- Difficult to measure if the employee needs are not being met
- Time consuming for a manager to determine the individual level of each employee and implement strategies.
