CHAPTER 11 - MOTIVATION

Motivation

Internal & external factors that stimulate workers to perform well and stay committed.

Benefits of Motivation

Higher productivity, less turnover, more innovation, and workers seeking responsibility.

Taylor's Scientific Management

Theory that workers are primarily motivated by money; higher wages for higher output.

Advantages of Taylor's Theory

Clear performance standards, quick rise in productivity, easy for repetitive manufacturing.

Disadvantages of Taylor's Theory

Ignores non-financial motivators, can lead to worker dissatisfaction and stress, less suitable for modern jobs.

Mayo's Human Relations (Hawthorne Effect)

Theory that motivation comes from social interaction, teamwork, consultation, and feeling valued.

Advantages of Mayo's Theory

Improves morale and teamwork, builds long-term loyalty, recognizes social/psychological needs.

Disadvantages of Mayo's Theory

Hard to measure team productivity, group pressure may reduce individual creativity, less effective in highly individual or routine jobs.

Maslow's Hierarchy of Needs

Theory that human needs are hierarchical; lower needs must be met before higher ones motivate.

Maslow's Levels

1. Physiological Needs, 2. Safety Needs, 3. Social Needs, 4. Esteem Needs, 5. Self-Actualisation.

Advantages of Maslow's Theory

Clear structure for understanding needs, encourages managers to address diverse needs, links to job enrichment and training.

Disadvantages of Maslow's Theory

Needs vary; hard to apply universally, difficult for managers to identify exact worker level, self-actualization is rarely permanent.

Herzberg's Two-Factor Theory

Theory stating that intrinsic factors lead to satisfaction; hygiene factors prevent dissatisfaction but don't motivate.

Advantages of Herzberg's Theory

Recognizes importance of job design, encourages responsibility and job enrichment, practical for teamwork and communication.

Disadvantages of Herzberg's Theory

Some hygiene factors can influence motivation, job enrichment can be costly, assumes uniform employee reactions.

McClelland's Motivational Needs

Theory identifying three dominant acquired needs: Achievement, Power, and Affiliation.

Advantages of McClelland's Theory

Recognizes individual worker differences, helps match employees to suitable roles, useful for management selection/training.

Disadvantages of McClelland's Theory

Hard to identify dominant need in practice, needs may shift over time, doesn’t explain motivation for all workers.

Vroom's Expectancy Theory

Theory stating that motivation depends on belief that effort leads to performance and performance leads to a valued reward.

Key Components of Expectancy Theory

Valence (value of reward), Expectancy (belief that effort leads to performance), Instrumentality (belief that performance leads to reward).

Motivation Formula in Expectancy Theory

Motivation (M) = Valence (V) x Expectancy (E) x Instrumentality (I).

Advantages of Expectancy Theory

Focuses on individual expectations and fairness, explains why unvalued rewards don’t motivate, flexible for financial and non-financial motivators.

Disadvantages of Expectancy Theory

Complex to measure individual perceptions, assumes rational thinking, rewards may not always be under manager’s control.

Financial Methods of Motivation

Monetary rewards; quick motivator, easy to measure, attracts talent.

Disadvantages of Financial Methods

Costly, short-term focus, may reduce teamwork.

Non-Financial Methods of Motivation

Focus on work experience and intrinsic satisfaction.

Job Rotation

Non-financial method that reduces boredom and increases workforce flexibility.

Job Enlargement

Expands task variety, making work less monotonous.

Job Enrichment

Builds responsibility, autonomy, and recognition for self-actualisation.

Disadvantages of Job Enrichment

Requires training, may risk overload, potential for employee resistance.

Teamwork & Empowerment

Quickens problem-solving and increases morale.

Quality Circles

Method involving practical solutions that boosts motivation through involvement.