Motivation area of study 2 unit 3 Flashcards
what is Maslow’s Hierarchy of Needs
- humans are motivsted by 5 groups of needs
- the groups are ranking basic needs to more complex
- An employee will not be motivated by a group until the next one is met
- successful businesses will satisfy all needs without top layers staff being demotivated
five levels of needs psles
phyisological safety love/belonging Esteem Self-Actualization
phyisological level (first level)
- Basic pay for survival
- will be able to pay for food and shelter
- warmth and rest
Safety (second level)
- physical and emotional safety
- security and safety
- job security
Love and Belonging (third level)
- love and affection
- sense of belonging
- intimate relationships
- friends
Self-Esteem (fourth level)
- respect and sense of accomplishment
- status recognition
Self-actualisation (final level)
- fulfilment
- personal growth
- development
- achieving full potential
- creative activities
maslow advantages if manager uses them
- if managers can identify where an employee lies on the hiearachy they can implement strategies to motivate them specifically
- provides a good insight and overview of the key motivators of employees
maslow disadvantages if manager uses it
- can be difficult for managers to identify which state of the hiearchy employees are at
- range of strategies are required
- difficult in business with large groups of employees
Performance related pay
is a salary or wage systme based on how well an employee works, the greater the production, the greater numbber of sales the greater the income
greater the production = greater the income,
car comisson
where is the motivation for performance related pay
the motivation is directed towards the performance that earns employees the reward, link to business objectives
issue with performance related pay
setting the goal is vital, wrong outcome can happen.
pressure to sale, because their income is related to it
competition within work environment
performance related pay advantages
- very goal focussed
- if set correctly, objectives can be powerful and motivating
performance related pay disadvantages
- becomes very competitive
- hard to focus on team goals
- lose focus on broader objectives
- one area of the business may pity another (sales team the office)
- only works if employees are motivated by pay, not for social enterprizes
Career advancement
is the opportunity of developing your career through being promoted or taking on new roles.
this can motivate employees to perform well and aquire new skills and knowledge
Career advancement advantages
- very personal goals
- employee may develop broader skill and knowledge
Career advancement disadvantages
- very selfish can become competitive
- hard to focus on team goals
- can be demotivating if career advancement opportunities are not avaliable
- may lose focus on business objectives
- only works if employees are motivated by advancement esteem
investment in training
the business pays for training programs to develop the individual employees or a numerous employees skills and knowledge to make their more efficient at their role
investment in training advantages
- very targeted at business objectives, a specific area for improvement
- often leads to productivity gains and quality improvements
- can allow for a group of employees to train together and develop skills together
investment in training disadvantages
- can be financially expensive, especially for off the job training
- if the employee leaves, they take your investment with them
support motivation strategies
involves the manager meeting with the employee and verbally mentoring them to help them overcome problems and sieze opportunities
support advantages
- employees feel valued
- mananger gets directly involved with the motivation focus
- financially cheaper than training investment
- feeling of self worth
- becomes cultural, benefits the whole business
support disadvantages
- may involve a lot of management time meeting with supporting the employees
- may take a long time to see benefits
sanction motivation strategies
refers to punishments for failure to meet or comply with a business objective.
-may be in many forms, pay penalty, lost of promotion oppportunity
sanctions advantages
- very powerful for those employees that are motivated by fear
- can lead to focusses and hopefully predictable responses
sanctions disadvantages
- does not support employees to make mistakes and learn/develop from them
- very short term immediate focus
- builds long term resistance or employees may leave the business
- builds negative fearful culture
performance related pay short term effect
-immediate motivation
performance related pay long term effect
-may reach plateau as reach comfortable level
career advancement short term
motivation until achieve goal or give up
career advancement long term
-culture of self interest
investment in training short term effect
employee morale up
-productivity should increase
investment in training long term effect
-builds skills and knowledge
support short term effect
employee morale increases
support long term effect
long term positive culture
sanction short term effect
-fast direct motivation
sanction long term effect
- fear , resentment
- avoid risk taking
training
-is focuseed on an employees current job, aimed at imprving employee kills, knowledge, attitudes
on the job training
-learning on the job from existing employees
coaching, mentoring
on the job training advantages
- reduced costs
- learn specific skills/ knowledge directly related to the job
on the job disadvantages
- may produce sub standard production in the short term
- may learn bad tricks/ short cuts from existing employees which is against the policies
off the job training
- learning from professional instructors away from ther business
- conferences
- lectures
- workshops
off the job training advantages
- less likely to be distracted by work environment/colleagues
- may return with accredited skills / qualifications
off the job disadvantages
- increased cost
- cost of lack of employee absense
goal setting theory
- specific goals
- challenging goals but achievable
according to the goal setting theory (scccf)
there are variables that can improve our chances of success
- specific/clarity
- challenging
- commitment
- complexcity
- feedback
four drives theory
works on the concept that we are driven to achieve things. try to achieve all drives
what are the 4 drives (LBAD)
-drive to acquire
-drive to bond
- drive to learn
-drive to defend
car example
how to apply the drive to acquire
-have incentives, having remuneration –additional benefits with culture of recognition
how to apply the drive to bond
-social interactions, celebrations, team building
how to apply the drive to learn
-training programs, mentors, challenging goals
how to apply the drive to defend
-defending company by having pride in values and beliefs
performance management
is the assessment of employees work and how this can be directed in the future to achieve both employee and business objectives
MBO
management by objectives
-strategy that aims to improve performance…. by clearly defining objectives agreed by both management and employees
apprasials
refers to a performance review or an performance evaluation
-job performance of an employee is documented and compared against a cirteria
self evaluation
individuals reflect on their own performance before manager to employee discussion
employee observation
- someone watching you perform a task
- with and without their knowledge
retirment
- permanently leave the paid workforce
- 65.5 retirement age for pension
redundancy
- doesnt need that employee’s job anymore
- business becomes bankrupt
why does redundancy occur
- new technology
- lower sales or production
- business closes down
resignation
- act of telling employer you str leaving
- voluntary termination
- notice required
dismissal
- firing/sacking
- forced to leave the business
unfair dismissal
when employee is dismissed from their job in a harsh, unreasonable manner
-fair work commission decides on cases of unfair dismissal
serious misconduct
theft, fraud, assault
employer does not have to provide notice of termination
-still have to provide entitlements
entitlement issues
- when an employee’s job is made redundant
- redundacy pay, serverance pay
transition issues
CSR principles
help family, morale and help both affected workers and job security
-outplacement services
assisting employees in their transition
-superannuation, pension, farewell parties/ speeches
employee objectives
- income
- good conditions
- job security
- career advancement
employeer objectives
name some business objectives
employment contract
wages and conditions of work
TOC’s
employee conflicts
- strikes, go slowly, work to rule
- conflicts between employee and employer objectives
human resource manager
-to keep peace and ensure both sets of objectives are achieved
roles of employees in the workplace
- perform duties with proper care and diligence
- follow safety procedures
- obey a lawful,reasonable order within the terms of the contract of employment
unions
-is an organisation formed to represent and protect the rights of employees in a particular industry
shop stewards
-locally elected union offical, represents the union at the workplace
roles of employers in the workplace
employeers make sure they pay and working conditions upto the national minimum standards
roles of employer associations
-group of employers who unit to promote their common interests
roles of fair work commission in the workplace
- national workplace relations tribunal
- independent body
- set minimum standards, minimum wages in awards
- unfair dismissal
awards
pay rates and conditions for a particular industry
