U3 AOS 2 CH2F Felix

Question 1

What are performance related pay(n.) strengths

Answer 1

+Very personal goal focussed
+If correctly set, objective can be very powerful and motivating.

Question 2

What are performance related pay(n.) limitations

Answer 2

-Becomes very competitive and potentially conflicting/selfish(if everyone is seeking to achieve the same sale to get the pay=all competing for the same customer.)
-Hard to focus on team goals
-Lose focus of broader objectives(thinking only about what you need to achieve to get money)
-One part of the business may be pitted against another
-Only works if employees are motivated by pay, e.g. Is unlikely to be strong motivator for social enterprises

Question 3

What are performance related pay(n.) effects on short term motivation

Answer 3

+Employees are powerfully motivated to immediately receive financial rewards.

Question 4

What are performance related pay(n.) effects on long term motivation

Answer 4

-Employees can begin to be demotivated if they constantly compete with others to achieve financial rewards.

-The richer on person becomes, they may become more content with what they have, and performance related pay may become a less powerful incentive to work.

-competitiveness=it can be selfish=some people like that long term, but for others it wears off.

Question 5

What are career advancement(n.) strengths

Answer 5

+Employee may develop broader skill and knowledge base which may help with long-term opportunities

Question 6

What are career advancement(n.) limitations

Answer 6

-very selfish, can become very competitive(few people will be disillusioned or demotivated when they find they didn’t get the position)
-Hard to focus on team goals
-Can be demotivating if career advancement opportunities are mot available, e.g. In a sole trader or partnership, employee may leave for better prospects elsewhere
-May lose focus on business objectives
-Only works if employees are motivated by advancement, esteem, respect.(doesn’t work on people who don’t care about status.)

Question 7

What are career advancement(n.) effects on short term motivation

Answer 7

-Employees are powerfully motivated to take on additional responsibilities to look good, or put in extra time and effort when promotions are being considered.

Question 8

What are career advancement(n.) effects on long term motivation

Answer 8

-If position doesn’t open up for a long period(e.g. 5-6 years) employees lose that motivation

-Employees can be motivated to position themselves for a future position.

Question 9

What are Investment in training(n.) strengths

Answer 9

+Usually very targeted at business objectives, e.g. A specific area for improvement
+Often leads to productivity gains and quality improvements
+can allow for the team to train together to develop group cohesion and synergy

Question 10

What are Investment in training(n.) limitations

Answer 10

-Can be financially expensive, especially for off-the-job training
-If the employee leaves, they will take your investment with them

Question 11

What are Investment in training(n.) effects on short term motivation

Answer 11

-Employees can be quickly motivated by an opportunity to upskill.
-Employees can sometimes be demotivated if they see the training as an interruption/inconvenience to their work deadlines.(to many deadlines and too much work=its more of a pain than motivation)

Question 12

What are Support strategies(n.) limitations

Answer 12

-may involve a lot of management time meeting with and supporting the employee
-May take a long time to see the benefits develop

Question 12

What are Investment in training(n.) effects on long term motivation

Answer 12

-Employees can be motivated for a duration if they feel the company is investing in their skills and knowledge development over the long-term(the business culture supports ongoing development).=long-term culture of Everyone feeling acknowledged and rewarded and seeing everyone develop while they’re staying with the business.

Question 13

What are Support strategies(n.) strengths

Answer 13

+Employee feels valued and respected by the business
+Manager gets t ne directly involved motivational focus
+Generally financially cheaper than training investment
+The feeling of self worth in the employee may transition benefits to other aspects of the business
+Becomes cultural - benefit the whole business

Question 14

What are Support strategies(n.) effects on short term motivation

Answer 14

-Employees feel immediately cared for and concerned about (wellbeing).

Question 15

What are Support strategies(n.) effects on long term motivation

Answer 15

-Employees feel nurtured and supported by the culture of the business and are willing to try new things.

Question 16

What are Sanction strategies(n.) limitations

Answer 16

-Does not support employees to make mistakes, learn, and develop (learning organisation)=fearful they will get it wrong.
-Very short-term immediate focus
-Builds long-term resistance or employees may leave the business
-Builds negative fearful culture
-employees may become desensitised to ongoing sanctions.5

Question 16

What are Sanction strategies(n.) strengths

Answer 16

+Can be very powerful for those employees motivated by fear.
+Can lead to focussed and hopefully predictable responses

Question 17

What are Sanction strategies(n.) effects on short term motivation

Answer 17

-Employees are powerfully motivated to avoid further sanctions

Question 18

What are Sanction strategies(n.) effects on long term motivation

Answer 18

-Employees can begin to be demotivated by a negative, fearful working environment, and may leave the business.
-Employees may eventually become desensitised to ongoing sanctions.