2.2 MOTIVATION

• motivation

  internal & external factor that stimulate people to take action that lead to achieving a goal
• benefits of a well motivated staff

  1. increase the productivity of workers
  2. reduce labour turnover
  3. reduce absenteeism
  4. make suggestion for improvement
  5. willing & prepared to accept responsibility
• indicators of poor staff motivation

  1. absenteeism
  2. lateness
  3. poor performance
  4. accidents
  5. poor response rate
  6. grievances
• importance of employee motivation

  1. positive atmosphere within the organization
  2. coworkers are happy and feel safe at work
  3. clients are happy
  4. achieve better results than their counterparts
• what satisfy human needs at work?

  1. social connection
  2. challenge
  3. significance
  4. certainty
• 6 motivational theory

  1. taylor scientific management
  2. mayo human relations theory
  3. maslow hierarchy of needs
  4. herzberg two factor theory
  5. mcclelland motivational needs theory
  6. vroom expectancy theory
• who’s theory and what is SCIENTIFIC MANAGEMENT

  Taylor’s theory ; an approach that involve using scientific method to find one best way for the a job to be done
• what is the Taylor’s aim

  to reduce inefficiency
• scientific method process

  1. observe
  2. question
  3. hypothesis
  4. experiment
  5. conclusion
  6. result
• economic man theory

  people are motivated by money alone and will increase their efforts if there is a chance of earning more money and therefore wage levels would be based on outpu, the more u produce the higher the pay
• taylor contribution to modern industry

  1. economic man - money is still one of the main motivating factors at work today
  2. select the right people for each job - business emphasize on effective employee selection
  3. observe and record performance of workers
  4. establish best method of doing job
  5. piecework payment system
• who’s and what is human relations theory

  Mayo‘s ; it’s a belief that people desire to be part of a supportive team that facilitates development and growth
• what is Mayo’s conclusion

  1. change in work conditions and pay level have little or no effect on productivity
  2. consultation with workers improves motivation
  3. working in teams develop team spirit & improve productivity
  4. giving workers control over their working lives
  5. groups can establish own targets and can greatly influence by informal leaders of the group
• Hawthorne effect

  people will perform better when they know they’re being observe
• Mayo contribution to modern society

  1. worker participation - increase giving workers a role in decision making
  2. establish HR department - company have special departments to put Hawthorne effect into practice
  3. team or group working
  4. establish new fields of research to analyse and understand human behavior in workplace
• Who’s and what’s hierarchy of needs

  1. Maslow’s ; a theory of motivation states that five categories of human needs dictate an individual behavior
• hierarchy of needs

  1. individuals need start from lowest level
  2. once one level of need has been satisfied, humans will work to achieve next level
  3. self actualisation - not reach by many people but everyone is capable of reaching their potential
  4. once a need is satisfied, it will no longer motivate individual to act
  5. reversion possible, possible for individual to feel less satisfied in one level and move down to next level
• lower order needs

  1. psychological needs - rest, hunger other bodily needs
  2. safety needs - insurance, pension, protection form physical & emotional harm
• higher order need

  1. love (social)needs - formal & informal group or a sense of belonging, affection, acceptance, friendship
  2. esteem needs - internal esteem: self respect, achievement & power ; external esteem: status, recognition, attention and promotion
• limitation of Maslow’s approach

  1. not everyone has the same needs
  2. can be difficult to identify the degree to which each need has been met and which level a worker is on
  3. money is necessary to satisfy physical needs it also play a role in satisfying other level of needs
  4. self actualisation is never permanently achieved. jobs must continually offer challenges and opportunities for fulfillment, otherwise regression will occur.
• whos theory and what’s two factor theory

  Herzberg ; a concept that states the factor that affect an individual satisfaction and motivation level
• what is job satisfaction

  1. results from five main factors: achievement, recognition for achievement, the work itself , responsibilities and achievement
  2. these factors are called MOTIVATORS
• what is job dissatisfaction

  1. result from five main factors : company policy and administration, supervision, salary., relationship with others and working conditions.
  2. Herzberg term this HYGIENE FACTORS
  3. factors surround the job - EXTRINSIC FACTORS
• intrinsic motivation

  engage in a behavior bcs it’s personally rewarding not for and external reward
• extrinsic motivation

  behavior driven by external rewards such as money, fame, grades and praise
• consequences of Herzberg‘s two factor theory

  1. higher pay, better working condition helps remove dissatisfaction about work
  2. possible to encourage someone to do a job by payment and its called MOVEMENT
  3. have movement does not mean they will do the job well as that require motivation
  4. motivation exist if MOTIVATORS were IN PLACE
  5. pay matter but it moves people to do a job BUT not motivate them to do it well
• consequences of Herzberg’s two factor theory

  1. business can offer high pay, improved working conditions & less heavy handed supervision of work
  2. these is all to remove dissatisfaction but would all be quickly taken for granted
  3. if work is not interesting, rewarding or challenging, workers will not be motivated to offer their full potential
  4. Herzberg suggested that this could be provided by JOB ENRICHMENT
• job enrichment

  aims to use full capabilities of workers by giving them opportunity to do more challenging & fulfilling work

  THREE MAIN FEATURES

  1. complete units of work complete - given a team to work with instead of them alone
  2. feedback on performance - give recognition for working well and could provide incentives to achieve even more
  3. a range of tasks - give workers a variety of works to do to develop & expand their abilities and capabilities
• Herzberg contribution to modern industry

  1. using team work
  2. increase in worker responsibility
  3. improved effective communication
• who’s theory and what is human motivation theory

  1. McClelland ; states that every person has one of three main driving motivators: needs for achievement, affiliation or power
• what are 3 components of 3 needs theory

  1. need for achievement - strive to succeed
  2. need for affiliation - desire for friendly and close personal relationships
  3. need for power - the need to make other behave the way that they would not have behaved otherwise
• achievement motivation

  1. a person with strong motivational need for achievement will seek realistic and challenging goals
  2. constant need for feedbacks regarding achievements and progress
  3. result driven characteristics is a common characteristic of successful business entrepreneur
• what is authority/power motivation

  1. a person is motivated by having authority
  2. desire to control other is a powerful motivating force
  3. includes to be influential, effective to make an impact
  4. such person value personal status and prestige gained.
• affiliation motivation

  1. need for affiliation has need for friendly relationship and is motivated by interaction with other people
  2. tend to be a good team members as they need to be liked, popular and held in high regard
• who’s theory and what is expectancy theory?

  1. Vroom; an individual will behave or act in a certain way because they are motivated to select a specific behavior over other due to what they expect the results of that selected behavior will be
• what are the expectancy theory belief?

  1. valence ( value of worth) - depth of an employee in need of extrinsic rewards such as money or an intrinsic reward such as satisfaction
  2. expectancy - the degree to which people believe that putting effort into work will lead to a given level of performance
  3. instrumentality - confidence of employees that they will actually get what they desire
• what are the 2 theories in practical solutions?

  1. financial motivators
  2. non-financial motivators
• types of financial motivators

  1. time based wage rate
  2. piece rate
  3. salary
  4. commission
  5. bonus payment
• time based wage rate

  1. common way of paying manual, clerical a d on-management workers
  2. payment per hour is set
  3. total wage level is determined by multiplying this by number of hours worked
  4. total wage is often paid weekly
• advantages and disadvantages of time based wage rate

  1. ADVANTAGES : offer security over pay levels , different rate can be offered to different type of workers
  2. DISADVANTAGE: no incentive to increase output as pay level is not directly linked to output , labour cost per unit will depend on output which may vary