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ACCA- BT > Session 7- Motivation > Flashcards

Session 7- Motivation Flashcards

1
Q

Define motivation

A

inner power, energy,desire and ambition to do certain action and work towards a goal

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2
Q

What are the 2 forms of motivation

A

1.part of the work
-intrinsic rewards [responsibility,challenge and interest]

2.external rewards
-pay and benefits

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3
Q

according to huczynski and buchanan ,what is motivation

A

decision making process where people chose their desired outcomes and set in motion to achieve them

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4
Q

what influences the behaviour of individuals by a social process

A

rewards, incentives, sanctions

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5
Q

what is motives according to huczynski and buchanan

A

learned influences on human behaviour that lead us to pursue particular goals because they are socially valued

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6
Q

what drive behaviour of people

A

innate needs and goals

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7
Q

what are the 5 factors that cause goals to vary

A
  1. childhood
    2.experience
  2. age and position
  3. self concept
    5.culture
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8
Q

what is job satisfaction

A

when people’s needs are met and they respond positively to work and the organization

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9
Q

how can a motivated workforce improve efficiency of teams

A

-improves coorperation
-more likely to put team interests first

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10
Q

how does motivation impact the individual

A

1.less stress
2.job satisfaction
3.find job more interesting
4.improved career prospects

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11
Q

what is content theories

A
  • assume that individuals are motivated by desire to fulfill their inner needs

-what are the things/needs that motivate people

-assumes that needs/desired outcome can be satisfied through work

-need theory

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12
Q

what are process theories

A

-how are people motivated

  • assume that individuals can select their own goals and the means/behaviour to achieve these goals through a process of calculation

-focus on the external influences / behaviour that people choose to meet their goals/needs

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13
Q

According to process theory,how can supervisor direct behaviour

A

using the external influences that people choose to reach their goals
-rewards

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14
Q

what is level 1 need of maslow

A

psychiological/biological needs
-food, shelter, warmth, sleep, sex
-these needs can be satisfied by a paycheck

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15
Q

what is level 2 needs of maslow

A

safety needs
-security, order, predictability, freedom from threat, stability, limits,law

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16
Q

what is level 3 needs of maslow

A

social/love/belonging needs

-sports team,parties
-manager can show direct care and concern for employees

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17
Q

what is level 4 needs of maslow

A

esteem needs
-higher level need start

-respect, recognition, status, independence, achievemnt, reputation

-by matching skills of employee to the job

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18
Q

what is level 5/last level need of maslow

A

self-actualization
-fulfilment of personal potential, personal growth

-the supervisor can assign task that challenge their minds while drawing on their aptitude and training
-push to their max

eg an artist for getting to eat

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19
Q

what category does pay increase fall into

A

safety and then esteem

20
Q

how can individual needs be arranged

A

-hierarchy of relative pre-potency
-each level is dominant until satisfied
-a need which has been satisfied no longer motivates, only then does next level of need become a motivating factor

21
Q

what are 2 other things that can motivate

A
  1. freedom of enquiry and expression -justice, fairness, honesty
  2. knowlege and understanding needs-explore,learn
22
Q

what are 5 limitations of maslow

A
  1. employees can have different needs and not in same order
    2.not scientific
    3.seek to satisfy these needs at the same time-no hierarchy
  2. same need can cause different behaviour
    5.not all needs can be satisfied through work
23
Q

What is the 2 factor theory by Herzberg

A

1.Hygiene factors-prevent dissatisfaction
2. Motivators /satisfiers
lead to positivity, motivation, satisfaction

24
Q

what are the 6 motivators

A

achievement
advancement
responsibility
recognition

personal growth
work itself

25
Q

what are the 9 hygiene factors

A

1.policies and administration
2. supervision
3.relationship with subordinates and supervisor
4.salary
5.working conditions

6.status
7.security
8.company car
9.personal life

26
Q

what is job rotation

A
  1. Job rotation- planned transfer of staff between jobs to increase staff variety
27
Q

What is job enrichment

A

Job enrichment/vertical job enlargement -
-delegation/ problem solving/ empowerment

-deliberate and planned action to increase responsibility, challenge

-promotion in hierarchy

28
Q

What is job enlargment

A

Job enlargement
- widening range of jobs moving away from narrow specialisation
-more work but no additional responsibility/hierarchy movement
-no challenge, recognition, achievement

29
Q

Define theory X workers according to McGregor

A

1.Lazy,dont like working-need to be controlled or threatened

  1. Prefer supervision and guidance and dont like responsibility

3.desires security as a main factor

4.Results in either tough mgt or soft mgt

5.is resistant to change/gullible

30
Q

How should managers motivate and deal with Theory X workers

A

1.authoritarian/repressive leadership style
2.contol/coerce
3.give direction

employees are viewed as a problem

need a Carrot and Stick approach

31
Q

Define Theory Y workers according to McGregor

A

1.work is as natural as play or rest
2.employees have self-direction, self-control, emphasis on their self-actualisation
3. If an employee finds the job satisfying and is commited to the aims of the organization, he will direct himself

4.the average person learns under proper conditions not only to accept but also seek reponsibility

32
Q

which mgt style to adopt for theory Y workers

A

-participative approach
-managers can encourage motivation by influencing circumstances of work

employees are viewed as assets to be motivated and empowered

33
Q

Define reward

A

something/a token [monetary or otherwise] given to an individual or team in recognition of contribution or success

34
Q

What are the 2 types of rewards

A

1.Intrinsic- satisfaction that arise from the performance of the job itself [herzberg]
eg:achievment from doing a difficult job

  1. Extrinsic-external from control of the workers/separate from the job itself
    eg: hygiene factors- pay, benefits, incentives, Working conditions
35
Q

Define job design

A

how tasks are organised to create jobs for individuals

36
Q

What does mass production and scientific mgt lead to

A

alternatives to job design
1.job rotation

2.Job enlargement
-combine 2 or more tasks previously assigned to separate workers
-horizontal loading

3.Job enrichment
-expands job scope and job depth
-vertical loading

37
Q

Motivation come from
1.Rewards
2. Job satisfaction

what are the 5 factors that can lead to job satisfaction

A
  1. Task identity/clarity
    2.Task significance
    3.Autonomy/ownership
    4.constructive feedback
    5.skill variety
38
Q

Define incentive

A

offer of a reward to motivate current/future performance

39
Q

What is an incentive scheme
and what are the types of incentive schemes

A

ties pay directly to performance and rewards should encourage improvements in performace

-performance should be linked to organizational goals

  1. PRP
  2. Bonus schemes
  3. Profit sharing
40
Q

what is prp

A

pay that is related to output or to results achieved

1.piecework-pace of work for wage earners

2.Commision- pay is based on performance of sales person

3.Management by Objectives
-for managerial/salaried work
-key results are identified for which rewards will be paid on top of salary

  1. Range of rewards available on a points system
    -for service dept
    -points are awarded based on performance of a criteria [cost reduction, quality service, efficiency]
41
Q

What are group bonus schemes

A

-usually one-off unlike prp which is continual

-for a team which achieve/exceed specified targets

-where individual contributions cannot be isolated

-can enhance team spirit and coorperation or pressures within the team

42
Q

what is profit sharing scheme

A

give bonus based of profit
- can include share issues

43
Q

Give 4 reasons why pay can be considered as an important motivator

A
  1. need money to live
    2.Instrumental orientation- put up with deprivations to earn money
    3.A means of satisfying many means-Maslow
  2. Symbolise worth-Herzberg
43
Q

Give 3 reasons why pay is a limited motivator

A

1.Cannot satisfy higher order needs
2.hygiene factor-dont lead to job satisfaction
3.people want equitable and sufficient but not maximised pay

44
Q

Participation works as a motivator if the 5 C’s aree present.What are they?

A

1.Certainty
2.Consistency
3.Clarity
4.Capacity
5.Commitment

ACCA- BT (6 decks)

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