what is motivation and why does it matter Flashcards
What is motivation
The internal and external factors that
stimulate people to take action that lead to achieve a
goal.
What are the benefits of a motivated workforce
they are loyal and productive
low labour turnover
low absenteeism
make suggestions for improvements => high productivity => prepared to accept responsibility
Human need
Elements required for life.
Motivation theories
they assume individuals are motivated by
the desire to fulfil their inner needs
How human needs may or may not be satisfied at work
two-way communication
good working conditions
esteem needs after finishing work
Herzberg factors
Maslow
Needs start at a
basic level.
After one need is
satisfied- move on
to the next.
Satisfied need will
not motivate action
Reversion is
possible -
Satisfaction can be
withdrawn and
level of need moved down
Democratic: Active worker participation for decision
making encouraged. Bring out the best → add value
pros and cons of maslow
Advantages:
* Useful summary of
human needs.
Applications in product
design and positioning
- Helps marketers focus
advertisements on
specific needs of the
target market - Help decide rewards at each level and recognise
potential. - Visual addressment of
motivation
disadvantages:
* Generalised
- Practically difficult to
identify which need is
met. - Money can satisfy
various levels - Self-actualisation is
never permanently
achieved
Taylor
Select workers to perform a task
Record time taken to do each part
Identify the quickest method
Train all workers to use the method
Ensure ‘Best Way’ is carried out
Pay workers on basis of results
Pros and cons of taylor
advantages:
* Enhanced Teamwork:
cooperation between
managers and workers
- Increases speed of
production - Higher productivity
disadvantages:
* Industry specific
- Lack of feedback can
demotivate - Monotonous
Mayo
Changes in working conditions and financial rewards
have little or no effect on productivity
When management consult with workers and take an
interest in their work, then motivation is improved
Working in teams and developing a team spirit can
improve productivity
When some control over their own working lives is given to workers, such as deciding when to take
breaks, there is a positive motivational effect
Groups can establish their own targets or norms and
these can be greatly influenced by the informal leaders
of the group.
pros and cons of Mayo
advantages:
* Sustainable productivity
enhancement
- Teamwork- modern bus
sit. - Helps set up long-term
plans
disadvantages:
* Requires feedback
- Participants could view
work counters - Absence of evidence for
the original study.
Herzberg
Hygiene factors: Have a potential to cause
dissatisfaction.
Motivators: Can lead to positive job satisfaction.
Motivators and hygiene factors
Motivators:
Achievement
Recognition for ach.
work
responsibilty
Advancement
Hygiene factors:
Company policy and
administration
supervision
salary
Relationship with others
Working conditions
McClelland
on-ach: constant need for feedback and achievement
(result driven)
on-pow: authority motivated. Desire to control others,
be influential, effective and make an impact.
oN-afill: need for affiliation and friendly relations. Good
team members. Tend to be liked and popular.
conclusions of herzberg
Conclusions:
▪ Pay and working conditions cannot motivate, only
move.
▪ Motivators can be adopted through job enrichment.
▪ Hygiene factors get taken for granted and hence
don’t cause motivation in the long term.
Job Enrichment
Aims to use the full capabilities of
workers by giving them the opportunity to do more
challenging and fulfilling work.
Can be achieved by
Complete units of work
Feedback of performance
Range of tasks
Vroom
Individuals chose to behave in ways they believe will
lead to outcomes that they value.
Employees can be motivated if they believe that:
▪ There is a positive link between effort and
performance
▪ Favourable performance will result in desirable
rewards
▪ The reward satisfies an important need
▪ Desire of need is enough to make the effort
worthwhile.
Expectancy × Instrumentality × Valence
Effort: Will my effort lead to high performance?
Performance: Will performance lead to outcomes?
Rewards: Do I find the outcomes desirable?
Payment methods
Time-based: Payment to a worker for each period of
time worked.
Salary: Annual income that is usually paid on a monthly
basis.
Piece-rate: A payment to a worker for each unit
produced.
Commission: A payment to a salesperson for each sale
made.
Bonuses: A payment made in addition to the
contracted wage or salary.
Profit Sharing: A bonus for staff based on the profits of
the business- usually paid as a proportion of basic
salary
Performance related pay: A bonus scheme to reward
staff for above-average work performance.
Non-financial motivators
Training: See 2.3
Induction: See 2.3
Opportunities for promotion: moving an employee to a
level higher in the organisational structure, usually
with more responsibilities
Development: See 2.3
Job re-design: restructuring of a job, usually with
employee involvement and agreement to make work
more interesting, satisfying and challenging
Team working: production is organised so that groups
of workers undertake complete units of work.
Fringe benefits/perks: Benefits given, separate from
pay, by an employer to some or all employees.
