Unit 5.4: Motivation

Taylor (1911): Principles of scientific management

•  employees are primarily motivated by money and that productivity could be improved by setting output and efficiency targets related to pay

differentiated piecework - Taylor

•  workers are paid a standard level output and receive a higher rate of pay fixed that benchmark

Taylors theories limitation

•  ignores non-physical contribution of workers

•  often times even physical contribution can be hard to measure in some professions

 ignores non- Financial factors that motivate people

Maslow (1943):

• Muscle triangle of needs

1.  physiological needs

2.  safety needs

3.  love and belonging

4.  esteem needs

5.  Self-actualization

• Limitations

  •  assumed everyone is motivated in the same chronological order

Herzberg (1959)

Investigative factors that cause satisfaction or dissatisfaction in workplaces

Herzberg: hygiene factors or maintenance factors

• as was the works that do not motivate but must be met to prevent dissatisfaction

  •  critics say that it's not applicable to many jobs especially in low skilled or low-paid jobs 

Motivators

• actors that lead to psychological growth of workers and hands increase satisfaction and performance

  •  advocated for Democratic Leadership Styles as it allows everyone to be motivated by having their own say

Movement

•  occurs when people do something because they need to as it's a part of their job

Motivation

•  happens when people do something because they want to

Improvements in the workforce

1.  job enlargement:

2.  Job enrichment:

3.  job empowerment:

job enlargement

giving workers more variety and what they do makes themmore interested

 Job enrichment

giving workers more complex and challenging tasks to exploit their potential helps motivates

job empowerment

1. delegation and decision making authority to workers helps boost their morale

Financial Rewards

1. Salary

2. Wages 

3. Commission

4. Performance-Related Pay (PRP)

5. Profit

6. Related

7. pay

8. Employee Share Ownership Schemes

9. Fringe Payments

Performance-Related Pay (PRP)

Rewards Employees as individuals teams are as a whole Workforce who meet certain goals

•  pay raise: and increase in the person's remuneration due to meeting or exceeding predetermined and agreed performance Target

•  performance bonus: paid of one off reward

•  Gratuity:  Pages staff who complete their employment contracts

•  Disadvantages

  •  targets might be on realistic or unachievable

  •  the pressure imposed on workers can cause stress

  •  PRP is not appropriate for some professions or qualities more important than

  •  competition among other workers lack of teamwork

Profit-Related pay

Links remuneration to the level of profits in the organization

essentially they pay a percentage of their total revenue from that year

Employee Share Ownership Schemes

•  this payment system rewards workers, managers, and directors by giving them shares in the company or by selling the shares at a discounted price

•  Disadvantage

  •  I'm not everyone is able to hold shares in a business or Corporation

Fringe Payments

• Financial perks are monetary benefits to employees in addition to their wages

•  health insurance,  housing allow,  free meals at work etc

  •  helps boost off morale and encourages employee loyalty

•  Disadvantage:  expensive,  can cause discrimination

Non-Financial Rewards

1. Job Enrichment/ vertical loading

2. Job rotation:  performing different tasks at the same level of complexity in a systematic way

3. Job Enlargement/ horizontal loading

4. Empowerment:Developing the potential of a worker a team to achieve the best they can -  normally by granting the authority

5. Purpose - need to make a difference

6. Teamwork: 

Training

The process of providing opportunities for workers to learn and acquire employment-related skills and knowledge - amount needed varies based on objectives

1. Enhance efficiency and productivity of employees

2. Improve work quality 

3. To facilitate the personal and professional development of employees

Benefits to training

1. More likely to achieve business objectives 

2. Less wastage and need for re-working

3. Reduces costs

4. Reduce absenteeism and less staff turnover 

5. Output quality increases 

6. Better adjustments to change

7. Easier to attract high calibre workers

Disadvantages of training: the financial cost

Introduction training

1.  introducing new employees to the organization

•  helps new recruits settle in quicker so they feel self-assured and supported in their job

•  Includes

  •  meet Key Personnel, learn about the new job,  tour the premises, look at company policies

• Disadvantages of intro training

•  delivering and overseeing and planning can be time consuming

•  trainers cannot carry out other duties as they're involved and introduction

•  information overload can stress out new stuff

•  length of introduction programs can be very long especially in large organizations

On the job training

 refers to training carried out while at the workplace

•  learning from skilled colleagues

  •  demonstrations, shadowing, mentoring, job  rotation, practice simulation

Disadv and adv to on the job training

•  Advantages

  •  cheap as they're using people that are already working

  •  Relevant

  • . disruptions as everyone is still at work

  •  can help develop professional relationships quickly

•  Disadvantages

  •  can pick up bad habits from the trainers unnecessary shortcuts or lazy habits

  •  internal trainers May lack training experience

  •  can't properly do their own work or might have to take on more work

  •  work done by new stuff can be incomplete and time consuming to fix

Off the job training

training conducted off site such as in Conference Centers online

•  normally requires professional trainers or professional equipment

•  requires time off from work to complete