Motivation Flashcards
What is meant by motivation
A strong desire to act in a particular way and to achieve a certain result (the will to want to work)
What is meant by morale
Refers to ‘spirit’
If morale is high, a spirit of confidence and purpose exists
Benefits of a motivated workforce
- Increased productivity
- Lower absenteeism
- Reduced lateness
- Reduced labour turnover
- Easier to recruit staff
- Less wastage
- Lower Training costs
- Reputation
- Easier to implement change
Examples of monetary methods of motivation
Price rate
Commission
Profit-sharing
Bonus
Examples in non-monetary methods of motivation
Fear
Praise
Teamwork
Job enrichment/enlargement/rotation
What is Taylor’s scientific management theory
Believes to motivate employees, jobs should be broken down into simple tasks and then the best suited candidates would be trained to specialise in that task
What does Taylor’s scientific management theory suggest about how employees should be paid
Peice rate
Why is Taylor’s management theory not applicable today
Tertiary sector jobs can’t be organised like this
Worker want to enjoy work
What does Mayo’s theory concern
That psychological factors are crucial in motivating workers
What is an example of what Mayo believed managers should do
Recognise when employees achieve something and give them praise/rewards
What does McClellands human motivation theory/three needs theory concern
Three needs that he believed motivate workers
What are McClellands 3 needs
Achievement
Affiliation
Power
What does achievement concern in McClellands theory
- Workers have a strong need to set and accomplish goals
- Like to receive regular feedback
What does affiliation concern in McClellands 3 needs theory
- Want to belong to a group
- Favours collaboration over competition
What does power concern in McClellands theory
- Want to control and influence others
- Enjoys competition, status and recognition
How is McClellands theory used
A manager identifies the most dominant of the three needs in an employee and will help to manage them in this way, and thus motivate them appropriately
Are the 3 needs mutually exclusive?
No, but it is likely each worker will develop a bias towards one
Limitations of McClellands theory
- Assumes that people will always be motivated by their dominant need
- May not be useful when managing a team as they are likely to have conflicting needs that can’t be met at the sane time
What does Herzbergs motivation two factor theory concern
Motivating and hygeine factors
What is meant by hygeine factors
Don’t motivate staff when present but demotivate staff when absent
What is meant by motivating factors
Factors that motivate staff when present
Advantages of Herzbergs 2 factor theory
- Applies to everybody (unlike McLelland)
- Looks at what may be demotivating rather than purely motivating
What are some limitations of Herzbergs 2 factor theory
- Workers May classify factors in different ways eg may regard pay as motivating rather than
- Some May be both motivated and demotivated by both factors eg environment
- May be a challenge to enrich and empower unskilled workers
What is meant by vrooms expectancy theory
The level of motivation is dependent upon the 3 factors combined
What is the equation for vrooms expectancy theory
Expectancy x instrumentality x valence = motivational force
What is meant by expectancy
Whether they believe they are able to fulfil a task
What is meant by instrumentality
The belief you have of receiving the reward
What is meant by valence
The value of the reward in offer in their opinion
How can managers use this theory as a template to ensure workers will be motivated in future
- Make sure the reward is worth having
- Make sure that promises of rewards are always fulfilled
- Ensure resources are in place to allow employees to achieve this
- Ensure targets are achievable
Uses of vrooms expectancy theory
- Can be applied to both monetary and non monetary
- Manager can personalise method for individual
Limitations of vrooms theory
- Time consuming
- Subjective
- Not applicable if rewards aren’t available
- Financial rewards are costly
What does Maslow hierarchy of needs concern
The 5 needs that motivate a worker
What are the 5 needs in mallows hierarchy
- Physiological
- Safety
- Social
- Self-esteem
- Self actualisation
What is meant by physiological needs and examples
Basic human needs
- Good pay
- Toilets
- Food
What is meant by safety needs and examples
Security, stability and protection
- Security cameras
- Bullying procedures
- codes on doors
What is meant by social needs and examples
Love and belonging
- Team work
- After work socialising
What is meant by self esteem and examples
The value an individual puts on their own worth
- Praise
- Bonuses
- celebrations
What is meant by self actualisation and examples
Concerned with personal growth and the achievement of ones full potential as a human
- Training
- Freedom to innovate
- Promotion opportunities
Advantage of maslows hierarchy
Methodical approach showing clear stages, can be used like a checklist
Limitations of maslows hierarchy
- Some employees don’t need these needs to be met at work
- Challenge to identify and meet needs of employees in a large organisation
- Needs May not be hierarchical, or may be in a different order
What does Drucker believe
That employees are the most important asset to any business and a managers primary purpose is to enable people to perform
What are some of the characteristics of motivation that drucker beleives in
- A business should decentralise and delayer the organisation as much as possible
- Offer ongoing training
- Consider employees social needs
- Ensure rewards are shared fairly
- Communicate objectives/set goals
What is druckers management by objectives model
Review organisational objectives Set objectives Monitor Evaluate Reward
Shown in a circuit
How does drucker believe objectives in management by objectives theory should be set
Be in line with organisational objectives and be decided with the employee, not enforced
Limitations of druckers model
- Relies in good leadership and effective soft skills
- Some employees won’t be motivated by non monetary methods
What does lockes goal setting theory concern
Employees like to have goals as they enjoy working towards them, and he suggested 5 principles that should be followed when setting goals
What are the 5 principles of goal setting suggested by Locke
Clarity Challenge Feedback Commitment Task complexity
What is meant by clarity in lockes goal setting theory
How specific and achievable a goal is
What is meant by challenge in lockes goal setting theory
It should be challenging but not too much to ensure the employee is motivated to achieve goal
What is meant by commitment in lockes goal setting theory
Employees have to have ‘ownership’ of their goals
What is meant by feedback in lockes goal setting theory
Encouragement, praise, constructive criticism and guidance during process so that progress can be gauged and targets altered
What is meant by complexity in lockes goal setting theory
Employees must not feel out of depth and must have relevant resources
Limitations of lockes goal setting theory
- Goals May be at expense of other work
- Managers must facilitate whole whole process such as in druckers, can’t just set goals
- If managers don’t monitor, this requires time
- Can be demotivating if employees is unable to achieve goal
Tom peters
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