non financial ways of improving employee motivation & perfromance

delegation;

• authority is passed down to employees and staff given responsibility
• democratic leaderships style - contributes towards employees esteem needs and self actualisation
• herzbergs motivator - increased responsibility
• important that managers don’t over delegate and employees are willing to take on extra responsibility

empowerment;

• provides more responsibility for employees to work on their own behalf
• workers face more control over work and lead to growth and advancement ( herzbegr motivator)
• some employees can take advantage

consultation;

• managers consider views of employees when making decisions
• associated with paternalistic and democratic management style
• workers can feel more involved in business

job rotation;

• movement of employees through range of jobs in order to increase interest and motivation
• multi skills but greater need for training
• easier to cover absent employees
• can reduce productivity as workers are unfamiliar with new task
• employees can dislike jobs they’re rotating to

job enrichment;

• employees have greater responsibility by increasing complexity of tasks and give authority
• employees can use abilities to the fullest
• herzberg- enriched jobs need challenges at Diff ability levels and clear opportunities for achievement and feedback on performance
• workers need necessary training skills because it can reduce quality and lower productivity and dissatisfaction

job enlargement;

• addition of extra similar/ same level tasks to a job widens the range of tasks that need to be performed
• reduces repetition
• don’t need new skills/training
• however can be considered more work for same pay

team working;

• meets Maslow social needs
• more skilled workforce
• shared responsibility

flexible working;

• balances workers personal needs and business needs
• part time, flexible hours, home working