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CHAPTER 11 - MOTIVATION

Chapter 11

Motivation (with Advantages & Disadvantages)

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

Benefits of Motivation

  • Higher productivity

  • Less turnover

  • More innovation

  • Workers seek responsibility

Motivation Theories

Taylor – Scientific Management

Idea: Workers are primarily motivated by money; higher wages for higher output (piece rate).

Advantages:

  • Clear performance standards, easy to track.

  • Quick rise in productivity.

  • Easy for repetitive manufacturing.

Disadvantages:

  • Ignores non-financial motivators.

  • Can lead to worker dissatisfaction and stress.

  • Less suitable for modern jobs.

Mayo – Human Relations (Hawthorne Effect)

Idea: Motivation comes from social interaction, teamwork, consultation, and feeling valued.

Advantages:

  • Improves morale and teamwork.

  • Builds long-term loyalty.

  • Recognises social/psychological needs.

Disadvantages:

  • Hard to measure team productivity.

  • Group pressure may reduce individual creativity.

  • Less effective in highly individual or routine jobs.

Maslow – Hierarchy of Needs

Idea: Human needs are hierarchical; lower needs must be met before higher ones motivate.

  1. Physiological Needs: Basic survival (pay, conditions).

  2. Safety Needs: Security (job security, safe environment).

  3. Social Needs: Belonging (teamwork, social events).

  4. Esteem Needs: Recognition, achievement (promotions, praise).

  5. Self-Actualisation: Full potential, growth (advancement, autonomy).

Advantages:

  • Clear structure for understanding needs.

  • Encourages managers to address diverse needs.

  • Links to job enrichment and training.

Disadvantages:

  • Needs vary; hard to apply universally.

  • Difficult for managers to identify exact worker level.

  • Self-actualisation is rarely permanent.

Herzberg – Two-Factor Theory

Idea: Motivators (intrinsic factors like achievement) lead to satisfaction; Hygiene factors (extrinsic factors like salary) prevent dissatisfaction but don't motivate.

Advantages:

  • Recognises importance of job design over just pay.

  • Encourages responsibility and job enrichment.

  • Practical for teamwork and communication.

Disadvantages:

  • Some hygiene factors (e.g., pay) can influence motivation.

  • Job enrichment can be costly and require training.

  • Assumes uniform employee reactions.

McClelland – Motivational Needs

Idea: People have dominant acquired needs: Achievement, Power, and Affiliation.

  • Need for Achievement (n-Ach): Desire to excel, overcome challenges.

  • Need for Power (n-Pow): Desire to influence or control others.

  • Need for Affiliation (n-Aff): Desire for friendly relationships.

Advantages:

  • Recognises individual worker differences.

  • Helps match employees to suitable roles.

  • Useful for management selection/training.

Disadvantages:

  • Hard to identify dominant need in practice.

  • Needs may shift over time.

  • Doesn’t explain how to motivate all workers at once.

Vroom – Expectancy Theory

Idea: Motivation depends on belief that effort leads to performance, performance leads to a valued reward.

Key Components:

  • Valence ( V ): Value of the reward.

  • Expectancy ( E ): Belief that effort leads to performance.

  • Instrumentality ( I ): Belief that performance leads to reward.

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

Advantages:

  • Focuses on individual expectations and fairness.

  • Explains why unvalued rewards don’t motivate.

  • Flexible for financial and non-financial motivators.

Disadvantages:

  • Complex to measure individual perceptions.

  • Assumes rational thinking, which isn't always true.

  • Rewards may not always be under manager’s control.

Motivation Methods

Financial Methods

Monetary rewards. Advantages: Quick motivator, easy to measure, attracts talent. Disadvantages: Costly, short-term focus, may reduce teamwork.

Non-Financial Methods

Focus on work experience and intrinsic satisfaction.

  • Job Rotation:
    Adv: Reduces boredom, increases workforce flexibility.
    Disadv: Tasks still repetitive, no real responsibility increase.

  • Job Enlargement:
    Adv: Expands task variety, less monotonous.
    Disadv: Feels like more work without extra reward/challenge.

  • Job Enrichment:
    Adv: Builds responsibility, autonomy, recognition (self-actualisation).
    Disadv: Needs training, risk of overload, potential employee resistance.

  • Job Redesign:
    Adv: Changes job nature for skill utilisation and promotion.
    Disadv: Costly, time-consuming, may face resistance.

  • Training & Development:
    Adv: Improves skills, enhances retention, boosts motivation.
    Disadv: Expensive, risk of trained employees leaving.

  • Employee Participation:
    Adv: Better decisions, motivates with voice/ownership.
    Disadv: Time-consuming, may face resistance from autocratic managers.

  • Teamwork & Empowerment:
    Adv: Quicker problem-solving, higher morale.
    Disadv: Risk of poor decisions, some employees reluctant.

  • Quality Circles:
    Adv: Practical solutions, boosts motivation through involvement.
    Disadv: Time-consuming, demotivation if recommendations ignored.