Employee motivation

What is Taylor's Scientific Management theory of motivation?

A theory that argues workers are motivated by money and that tasks should be broken down into simple steps for efficiency.

What type of pay system is used in Taylor’s Scientific Management?

Piece-rate pay: Workers are paid based on the number of units they produce.

What does Taylor's theory focus on?

Efficiency and output through simple tasks and close supervision.

What is the main criticism of Taylor's Scientific Management theory?

It overemphasizes money as the primary motivator and does not consider job satisfaction or employee well-being.

What is Maslow’s Hierarchy of Needs?

A theory stating that humans are motivated by a progression of five levels of needs, starting from basic physical needs to self-fulfillment.

What is the first level of Maslow's Hierarchy of Needs?

Physiological needs: Basic survival needs, like pay, food, and shelter.

What is the second level of Maslow's Hierarchy of Needs?

Safety needs: Job security, protection from harm, and a safe working environment.

What is the third level of Maslow's Hierarchy of Needs?

Social needs: The need for belonging, relationships, and a sense of community at work.

What is the fourth level of Maslow's Hierarchy of Needs?

Esteem needs: The need for recognition, respect, and appreciation for one's achievements.

What is the fifth level of Maslow's Hierarchy of Needs?

Self-actualisation: The desire to achieve full potential, pursue personal growth, and feel fulfilled in one’s career.

What are the two types of factors in Herzberg’s Two-Factor Theory?

Hygiene factors and Motivators.

What are hygiene factors in Herzberg’s theory?

Hygiene factors are elements that prevent dissatisfaction, such as salary, working conditions, and company policies.

What are motivators in Herzberg’s theory?

Motivators are factors that increase satisfaction, like recognition, responsibility, and achievement.

What is the main difference between hygiene factors and motivators in Herzberg’s theory?

Hygiene factors prevent dissatisfaction but do not motivate, while motivators actually boost satisfaction and engagement.

What is job enrichment as a non-financial motivator?

Job enrichment involves giving employees more responsibility and meaningful tasks to increase job satisfaction.

What is job rotation as a non-financial motivator?

Job rotation is the practice of moving employees between different tasks to reduce boredom and increase variety.

How does teamwork act as a non-financial motivator?

Teamwork encourages collaboration, a sense of belonging, and can increase motivation through shared goals.

How does recognition act as a non-financial motivator?

Recognition such as praise, employee of the month, or public acknowledgment can increase employee motivation and loyalty.

How does flexible working act as a non-financial motivator?

Flexible working provides employees with a better work-life balance, which can increase job satisfaction and loyalty.

Why might non-financial motivators be more effective than financial ones?

Non-financial motivators lead to long-term motivation, greater job satisfaction, and loyalty, while financial incentives can lose their effectiveness over time.