Motivational Theories

Advantages of Having Engaged and Motivated Employees

Having motivated and engaged employees has many advantages for a business.

Greater productivity

• Motivated and engaged employees are likely to work harder and produce more than employees who are not motivated and engaged.

Promoting the business

• Motivated and engaged employees are likely to share their experiences with other people which may attract workers to the business.

• Motivated and engaged employees are likely to share their experience with others which will give the business a good reputation.

Trust between employer and employee

• Motivated and engaged employees are likely to trust their employer and may, therefore, have fewer absences.

Taylor's Theory on Motivation

Taylor suggests that to motivate employees they should be paid based on the amount of output they have produced.

Taylor's approach

• Taylor called his approach piece-rate pay and found that if employees were paid more for being more productive, they would, in turn, become more motivated and engaged with their job as there was an opportunity for employees to increase the amount they earnt.

• For example, a factory may pay its employees £2 for every complete unit produced, or £1 for every item added to a product on an assembly line.

Advantages of Taylor's theory

• Taylor’s theory may improve productivity which means a business can reduce its costs by employing fewer employees.

Disadvantages of Taylor's theory

• Taylor’s theory means that employees may rush during the production process leading to mistakes and errors.

• Taylor’s theory means that employees may become bored with completing the same task over and over again.

Maslow's Theory on Motivation

Maslow’s theory is known as the hierarchy of needs.

Hierarchy of needs

• Maslow’s hierarchy of needs provides five categories of needs which a business must cater to if its employees are to be as engaged and motivated as possible.

Self-actualisation

• Self-actualisation occurs when a business gives employees the opportunity to meet their full potential through achievement, responsibility and the development of new skills and knowledge. For example, offering an employee an opportunity to access a management training programme which challenges and develops them could allow an employee to realise their true potential.

Esteem

• Esteem needs are addressed when a business gives employees access to opportunities for promotion and through recognising and celebrating successes. For example, recognising the successes of an employee’s work during an appraisal review could boost their esteem.

Belonging and love

• Belonging and love are addressed when a business gives employees opportunities to build relationships through teamwork and social interactions. For example, a business offering a social club event that allows employees to socialise once a month could meet these social needs.

Safety and physiological needs

• Safety needs are addressed when a business offers employees job security and a safe working environment.

  • For example, McDonalds offering employees a guaranteed number of hours and moving away from zero hours contracts gives employees an opportunity to satisfy their safety needs.

• Basic physiological needs are addressed when a business offers pay to employees so that they are able to purchase food and accommodation.

Pros and cons of Maslow's hierarchy

• Maslow’s hierarchy offers businesses with a structured approach to try and improve employee motivation.

• Maslow’s hierarchy assumes that employees will place the same importance on each of their needs as ordered within the hierarchy and this may not apply to all staff.

Herzberg's Theory on Motivation

Herzberg’s theory suggests two groups of factors which impact upon an employee’s motivation.

Safer conditions

• Herzberg states that a business should offer hygiene factors, such as safe working conditions, pay, relationships, and clear policies.

• According to Herzberg, offering hygiene factors will not motivate employees but will stop them from becoming demotivated.

Motivating factors

• Herzberg states that a business should offer motivating factors, such as opportunities for recognition, achievement, and responsibility.

• According to Herzberg, offering motivating factors will motivate employees.

Advantages of Herzberg's theory

• Herzberg’s theory offers businesses with a structured approach to try and improve employee motivation.

Disadvantages of Herzberg's theory

• Herzberg’s theory assumes that employees will place the same importance on each of the hygiene and motivating factors as Herzberg did and this may not apply to all staff.

Example of Herzberg's theory

• For example, if Tesco offers all employees hygiene factors such as safe working conditions and guaranteed pay, this will not motivate staff but will stop them being demotivated.

• However, if Tesco offers motivating factors such as access to promoted posts and training courses, employees will be motivated.