MotivationTheory and Motivation

Chapter 14

2

Target Outcome Who? Keywords

Explain the role of work in satisfying human needs• Understand the concept of human needs such asphysiological and social needs• Understand how work can help satisfy such needs

C

Identify the different methods of financial reward• Explain the different payment systems such as time rates,piece rates, bonus payments, performance rates andprofit sharing• Understand the significance of different methods• Show understanding of non financial methods such asfringe benefits• Understand when benefits such as discounts onproducts, free accommodation, use of company car mightbe used

B

Evaluate the merits of different systems in given situations

A

Why do we work?

Motivation:

Motivation is the strength of commitment that individuals have to what they are doing

Workplace motivation is concerned with commitment to an organisation and its objectives and targets.

The factors which INSPIRE an employee to complete a task at work.

MotivationTheorists

Maslow’s Hierarchy of Needs

Activity

•Put these needs in order of importance

Food, shelter

Freedom, stability

Friendship, contact, love, sex

Proving what you can do

Self-respect, confidence

Creativity

Maslow’s Hierarchy of Needs

Basic Needs/Physical Needs

Security Needs

Social needs

Self-esteem needs

Self-actualisation

Pay levels and working conditions

Job security, a clear job role, clear lines of accountability

Team working, communication, social facilities

Status, power, trust, recognition

Scope of new skills, meet new challenges and development of one’s full potential

Theory X and Theory Y(McGregor)

Theory X and Theory Y(Douglas McGregor)

Theory X• Workers are motivated by

money• Workers are lazy and

dislike work• Workers are selfish,

ignore the need of the organisation, avoid responsibility and lack ambition

• Workers need to be ontrolled and directed by management

Theory Y• Workers may have many

different needs which motivate them

• Workers can enjoy work• If motivated, workers can

organise themselves and take responsibility

• Management should create a situation where workers can show creativity and apply knowledge to job.

Herzberg

Herzberg’s two factor theory

• Research into job satisfaction and dissatisfaction

• Based on 200 accountants and engineers in Pennsylvania, USA

• Asked to describe events that gave ‘good feelings’ about their jobs – Then probed why.

Herzberg’s two factor theory

Five factors stood out:

1. Achievement

2. Recognition for achievement

3. The work itself

4. Responsibility

5. Advancement

Herzberg’s two factor theory

• He pointed out that each of these factors concerned the job itself - rather than issues such as pay or status.

• Herzberg called these five factors ‘the motivators’.

Herzberg’s two factor theory

• The researches then asked about ‘Bad feelings’ about their jobs

• This revealed a separate set of five causes:

1. Company policy and administration

2. Supervision

3. Salary

4. Interpersonal relations

5. Working conditions

Herzberg’s two factor theory

• He concluded that the common theme was factors which ‘surround the job’, rather than the job itself

• The name given to these dissatisfies was ‘hygiene factors’.

• This was because fulfilling them would prevent dissatisfaction, rather than cause motivation. ‘Careful hygiene prevents disease; careful hygiene factors prevent job dissatisfaction.

Activity

Task 1:

Note the key points of Maslow, McGregor and Herzberg. Pg 209

Task 2:

Explain how the use each theorist would effect a business.

Task 3:

Evaluate the importance of motivation and motivation theories

Key wordsContentAnalysisEvaluation

Financial Rewards

Payment or Financial reward

system

Pg 209 - list

Financial Rewards

Non-Financial rewards

Non-Financial Methods of Motivation

Job Enlargement

Job Enrichment

Job Rotation

Appraisal Scheme

Pg 210

Match the job design, adv, disadvJob design   Definition  

Advantages to the business   Disadvantages to the business

job enlargement  

movement between different jobs. Leads to multi-skilling. The ability to carry out several different jobs.  

Multi-skilling benefits the employer because staff shortages can be covered more easily.  

There will be training costs involved and employees may expect more pay

             

job rotation  

Increasing the depth of the job by increasing the amount of discretion and authority for decision making the job holder has.  

Fewer problems with boredom, so mistakes are less likely, which reduces costs.  

High training costs: it may be difficult for the employee to balance new responsibilities with their existing work load.

             

job enrichment  

including a wider variety of tasks within a job description. This is sometimes called horizontal loading and involves giving people more jobs to do that required the same level of skill.  

It allows employees to test and develop their managerial skills, which lead to an increase in internal recruitment opportunities.  

This system can be very complicated to organise, and the skill level achieved by an employee may not be the same for each job, causing variations in quality

AnswersJob design Definition

Advantages to the business Disadvantages to the business

job enlargement

including a wider variety of tasks within a job description. This is sometimes called horizontal loading and involves giving people more jobs to do that required the same level of skill.

Fewer problems with boredom, so mistakes are less likely, which reduces costs.

There will be training costs involved and employees may expect more pay

job rotation

movement between different jobs. Leads to multi-skilling. The ability to carry out several different jobs.

Multi-skilling benefits the employer because staff shortages can be covered more easily.

This system can be very complicated to organise, and the skill level achieved by an employee may not be the same for each job, causing variations in quality

job enrichment

Increasing the depth of the job by increasing the amount of discretion and authority for decision making the job holder has.

It allows employees to test and develop their managerial skills, which lead to an increase in internal recruitment opportunities.

High training costs: it may be difficult for the employee to balance new responsibilities with their existing work load.

Activity

Task 1:

Spider diagram how could a business use empowerment

Task 2:

Explain how the use of empowerment would effect a business

Task 3:

Evaluate the extent to which empowering employees can benefit a business

Key wordsContentAnalysisEvaluation

Why is motivation Important?

• In business all staff are motivated by their own needs.

• One method doesn’t work for everyone.

• Motivation is not static. People’s lives and priorities change.

• (so do their needs and the motivation)

Motivation is important because it affects the efficiency of a business both in terms of quantity and quality.

Why is motivation Important?

• Productivity

• Quality

• Absenteeism

• Retention

• Industrial relations

• Public relations

Analysis