internal & external factor that stimulate people to take action that lead to achieving a goal
benefits of a well motivated staff
increase the productivity of workers
reduce labour turnover
reduce absenteeism
make suggestion for improvement
willing & prepared to accept responsibility
indicators of poor staff motivation
absenteeism
lateness
poor performance
accidents
poor response rate
grievances
importance of employee motivation
positive atmosphere within the organization
coworkers are happy and feel safe at work
clients are happy
achieve better results than their counterparts
what satisfy human needs at work?
social connection
challenge
significance
certainty
6 motivational theory
taylor scientific management
mayo human relations theory
maslow hierarchy of needs
herzberg two factor theory
mcclelland motivational needs theory
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
observe
question
hypothesis
experiment
conclusion
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
economic man - money is still one of the main motivating factors at work today
select the right people for each job - business emphasize on effective employee selection
observe and record performance of workers
establish best method of doing job
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
change in work conditions and pay level have little or no effect on productivity
consultation with workers improves motivation
working in teams develop team spirit & improve productivity
giving workers control over their working lives
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
worker participation - increase giving workers a role in decision making
establish HR department - company have special departments to put Hawthorne effect into practice
team or group working
establish new fields of research to analyse and understand human behavior in workplace
Who’s and what’s hierarchy of needs
Maslow’s ; a theory of motivation states that fivecategories of humanneeds dictate an individual behavior
hierarchy of needs
individuals need start from lowest level
once one level of need has been satisfied, humans will work to achieve next level
self actualisation - not reach by many people but everyone is capable of reaching their potential
once a need is satisfied, it will no longer motivate individual to act
reversion possible, possible for individual to feel less satisfied in one level and move down to next level
lower order needs
psychological needs - rest, hunger other bodily needs
love (social)needs - formal & informal group or a sense of belonging, affection, acceptance, friendship
esteem needs - internal esteem: self respect, achievement & power ; external esteem: status, recognition, attention and promotion
limitation of Maslow’s approach
not everyone has the same needs
can be difficult to identify the degree to which each need has been met and which level a worker is on
money is necessary to satisfy physical needs it also play a role in satisfying other level of needs
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
results from five main factors: achievement,recognition for achievement, the work itself , responsibilities and achievement
these factors are called MOTIVATORS
what is job dissatisfaction
result from five main factors : companypolicy and administration,supervision,salary., relationship with others and working conditions.
Herzberg term this HYGIENEFACTORS
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
higher pay, better working condition helps remove dissatisfaction about work
possible to encourage someone to do a job by payment and its called MOVEMENT
have movement does not mean they will do the job well as that require motivation
motivation exist if MOTIVATORS were IN PLACE
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
business can offer high pay, improved working conditions & less heavy handed supervision of work
these is all to remove dissatisfaction but would all be quickly taken for granted
if work is not interesting, rewarding or challenging, workers will not be motivated to offer their full potential
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
complete units of work complete - given a team to work with instead of them alone
feedback on performance - give recognition for working well and could provide incentives to achieve even more
a range of tasks - give workers a variety of works to do to develop & expand their abilities and capabilities
Herzberg contribution to modern industry
using team work
increase in worker responsibility
improved effective communication
who’s theory and what is human motivation theory
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
need for achievement - strive to succeed
need for affiliation - desire for friendly and close personal relationships
need for power - the need to make other behave the way that they would not have behaved otherwise
achievement motivation
a person with strong motivational need for achievement will seek realistic and challenging goals
constant need for feedbacks regarding achievements and progress
result driven characteristics is a common characteristic of successful business entrepreneur
what is authority/power motivation
a person is motivated by havingauthority
desire to control other is a powerfulmotivating force
includes to be influential,effective to make an impact
such person value personal status and prestige gained.
affiliation motivation
need for affiliation has need for friendly relationship and is motivated by interaction with other people
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?
Vroom; an individual will behave or act in a certainway because they are motivated to select a specificbehavior over other due to what they expect the results of that selectedbehavior will be
what are the expectancy theory belief?
valence ( value of worth) - depth of an employee in need of extrinsic rewards such as money or an intrinsic reward such as satisfaction
expectancy - the degree to which people believe that putting effort into work will lead to a given level of performance
instrumentality - confidence of employees that they will actually get what they desire
what are the 2 theories in practical solutions?
financial motivators
non-financial motivators
types of financial motivators
time based wage rate
piece rate
salary
commission
bonus payment
time based wage rate
common way of paying manual, clerical a d on-management workers
payment per hour is set
total wage level is determined by multiplying this by number of hours worked
total wage is often paid weekly
advantages and disadvantages of time based wage rate
ADVANTAGES : offer security over pay levels , different rate can be offered to different type of workers
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