Motivation 2.2

Question 1

Define the term “Motivation”

Answer 1

The internal and external factors that stimulate people to take action that lead to achieving a goal.

Question 2

What are the conclusions that Mayo’s Hawthorne research?

Answer 2

1. Changes in working conditions and financial rewards have a little or no effect on productivity.
2. When managers consult with workers and take an interest in a worker’s work, then motivation is improved.
3. Working in teams and developing team spirit can improve motivation.
4. When some control over their own working lives is given to workers there is a positive motivational effect.
5. Groups can establish their own targets or norms and these can be greatly influenced by the informed leaders of the group.

Question 3

Define the term “Motivating factors”

Answer 3

Aspects of a worker’s job that can lead to positive job satisfaction.

Question 4

What are the main motivators according to Herzberg?

Answer 4

• Achievement
• Recognition
• Meaningful and interesting work
• Advancements at work

Question 5

Define the term “Hygiene factors”

Answer 5

Aspects of a worker’s job that might cause dissatisfaction.

Question 6

What are the hygiene factors according to Herzberg?

Answer 6

• Pay
• Working conditions
• Status
• Over-supervision by managers

Question 7

Define the term “Job enrichment”

Answer 7

Workers will have an opportunity to do more challenging and fulfilling work.

Question 8

Why did McClellend believe that achievement was so important to motivation?

Answer 8

David McClelland believed that the need for achievement drives people to set and achieve challenging goals. High achievers seek moderately difficult tasks, value feedback, and aim to excel and improve.

Question 9

What are the common payment systems?

Answer 9

• Time based wage rates
• Piece rate
• Salary
• Commission
• Performance related pay and bonuses
• Profit sharing
• Fringe benefits

Question 10

Define the term “Time based wage rate”

Answer 10

Payment to a worker made for each period of time worked.

Question 11

Define the term “Piece rate”

Answer 11

A payment to a worker for each unit produced.

Question 12

List 2 Advantages of the Piece Rate system.

Answer 12

1. It encourages greater effort and faster working
2. The labor cost for each unit is determined in advance this helps to set a price for the product.

Question 13

List 3 Disadvantages of the Piece Rate system.

Answer 13

Answers may include :
- It requires output to be measure-able and standardized.
- It may lead to falling quality and safety levels as workers rush to complete units.
- Workers may settle for a certain pay level and therefore won’t feel the need to produce more units.
- It provides little security over pay level.
- Workers are discouraged from accepting change at work as this might result in loss of pay.

Question 14

Define the term “Salary”

Answer 14

An annual income that is usually paid on a monthly basis.

Question 15

List 3 Advantages of salary.

Answer 15

Answers may include :
- It provides security of income.
- It gives status compared to time based or piece rate payment systems.
- It aids in costing.
- It is suitable for jobs where outputs aren’t measure-able.
- It is suitable for management positions where staff are expected to put in extra time to complete a task or assignment.

Question 16

List 3 Disadvantages of salary.

Answer 16

1. Income is not related to effort levels or productivity.
2. It may lead to complacency of the salary earner
3. Regular appraisal may be needed to assess whether an individual should move up a salary band. (This can be an advantage if this becomes a positive form of worker appraisal.

Question 17

Define the term “Commission”

Answer 17

A payment to a sales person for each sale made.

Question 18

Define the term “Bonus”

Answer 18

A payment made in addition to the contracted wage or salary.

Question 19

Define the term “Performance related pay” (PRP)

Answer 19

A bonus scheme to reward staff for above-average work performance.

Question 20

Define the term “Profit Sharing”

Answer 20

A bonus for staff based on the profits of the business.

Question 21

Define the term “Fringe benefits”

Answer 21

Benefits given, separate from pay, by an employer to some or all employees.

Question 22

What are the non-financial methods of motivation?

Answer 22

• Job rotation
• Job enrichment
• Job enlargement

Question 23

Define the term “Job Rotation”

Answer 23

Increasing the flexibility of employees and variety of work they do by switching from one job to another.

Question 24

Define the term “Job Enlargement”

Answer 24

Attempting to increase the scope of a job by adding more tasks or making the tasks more complex.

Question 25

List 2 Advantages of performance related pay.

Answer 25

1. Staff will be motivated to improve performance if they are seeking an increase in financial rewards.
2. Target setting can help to give purpose and direction to the work of an individual

Question 26

List 3 Disadvantages of performance related pay.

Answer 26

1. It can fail to motivate if staff are not driven by the needs to earn additional financial rewards.
2. Team spirit can be damaged by the rivalry generated by the competitive nature of PRP.
3. claims of managers favoritism can harm manage-subordinate relationship.

Question 27

List 3 Advantages of profit sharing.

Answer 27

Answers may include :
- Potential conflict between owners and workers is reduced as everyone now has an interest in higher profits.
- They are designed to lead to higher worker effort levels and a greater preparedness to accept cost reduction measures and changes that benefit the business.
- The business is likely to attract better recruits drawn by the chance of profit sharing or owning shares in the business.
- As the bonuses are paid out of profits, the scheme does not add to business costs, unlike a normal increase in pay levels.

Question 28

List 3 disadvantages of profit sharing.

Answer 28

Answers may include :
- The reward offered is not closely related to individual effort.
- The schemes can be costly to set up and operate, especially in large firms with many employees.
- Small profit shares paid at the end of the financial year are unlikely to promote motivation throughout the year.
- Workers share-ownership schemes can increase the total number of shares issued and dilute the value of existing shares.

Question 29

Define the term “Job redesign”

Answer 29

Involves the restructuring of a job to make work more interesting.

Question 30

Define the term “Quality circles”

Answer 30

Voluntary groups of workers who meet regularly to discuss work-related issues and problems.

Question 31

Define the term “Worker participation”

Answer 31

Workers are actively encouraged to become involved in decision making within the organization.

Question 32

Define the term “Team-working”

Answer 32

Production is organized so that groups of workers undertake complete units of work.

Question 33

List 3 Advantages of team-working.

Answer 33

Answers may include :
- Workers are likely to be better motivated as social and esteem needs are likely to be met according to Maslow. By empowering workers within teams, job enrichment can be achieved.

• Better motivated staff should increase productivity and reduce labor turnover.
• Team-working makes fuller use of all of the talents of the workforce. Better solutions to problems will be found as those most closely connected with the work participate in suggesting answers.
• Complete units of work can be given to teams.

Question 34

List 3 Disadvantages of team-working.

Answer 34

1. Not everyone is a team player, some individuals are more effective working alone. When teams are formed, this point must be considered and training may need to take place to ensure that the team is used to working together collaboratively. Some workers may feel left out of the team meetings unless there are good efforts to involve and encourage all the team members.
2. Teams can develop a set of values and attitudes which may contract or conflict with those of the organization itself, particularly if there is a dominant personality in the group. Teams will need clear goals and assessment procedures to ensure that they are working towards the objectives of the organization at all times.
3. The introduction of team-working will require training costs to be incurred and there may be some disruption to production as the teams establish themselves.

Question 35

List Maslow’s hierarchy of needs from top to bottom.

Answer 35

1. SELF-ACTUALIZATION : Reaching one’s full potential.
2. ESTEEM NEEDS : Respect from others; status; recognition of achievement.
3. SOCIAL NEEDS : Trust; acceptance; friendship; belonging to a group; social facilities.
4. SAFETY NEEDS : Protection from threats; job security; health and safety at work.
5. PHYSICAL NEEDS : Food; shelter; water; rest.

Question 36

Define the term “Job enrichment”

Answer 36

Giving employees more challenging and interesting tasks

Question 37

Define the term “Empowerment”

Answer 37

Delegating power to employees so they can make their own decisions.

Question 38

Define the term “Promotion”

Answer 38

Promoting employees to a position of higher responsibility.

Question 39

How can better communication have a positive motivational effect ?

Answer 39

Employees have a change to give feedback and advice to managers.

Question 40

How can a better working environment have a positive effect on motivation ?

Answer 40

Providing a safe, clean, comfortable environment to work.

Question 41

What are the three main features of job enrichment ?

Answer 41

1. Complete units of work : Typical mass-production methods can lead to worker boredom due to repetitive tasks. Herzberg suggested assigning complete and identifiable units of work to workers, possibly in teams. This could involve assembling whole sub-assemblies, like a complete engine in manufacturing, or multi-skilled teams providing all services in a hotel. As Herzberg said, “If you want people motivated to do a good job, give them a good job to do.
2. Feedback on performance: Regular two-way communication between workers and managers should give recognition for work well done and could provide incentives for workers to achieve even more.
3. A range of tasks: To challenge and stretch a worker, a range of tasks should be given. Some of these may, at least initially, be beyond the worker’s current experience. This fits in well with the self actualization level in Maslow’s hierarchy.