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2.4: Motivation (Motivation Theories (Maslow's Hierarchy of Human…
2.4: Motivation
Motivation Theories
F.W. Taylor & Scientific Management
main aim: reduce level of inefficiency
productivity gains shared between owners & workers
:seven: steps
Select workers to perform task
Observe & note key elements
Record time taken for each part of task
Identify quickest method recorded
Train all workers the quickest method & don't allow changes
Supervise "best way" is being carried out & chech time
Pay workers on basis of results (theory of "economic man")
economic man
humans are driven by money alone
chance of earning extra money :arrow_right: stimulate further effort
wage levels based on outputs
piece rate
pay certain amount for each unit produced
encourgage high output
Maslow's Hierarchy of Human Needs
identify & classify main needs humans have
needs determine action
Self-Actualisation: reaching one's full potential
Esteem Needs
respect from others
status
recognition of achievement
Social Needs
trust
acceptance
friendship
belonging to a group
social facilities
Safety Needs
protection from threats
job security
health & safety at work
Physical Needs
food
shelter
water
rest
start on lower level
once a need is satisfied, it will no longer motivate
money will not increase productivity
Herzberg & the 'Two-Factor Thoery'
motivating factors
: aspects of a job that lead to positive satisfaction
satisfactory :five: main factors (motivators)
achievement
recognition for achievement
work
responsibility
advancement
dissatisfactory :five: main facotrs (hygene factors)
company policy & administration
supervision
salary
relationships with others
working conditions
Consequences
Removing dissatisfacctions will not [on their own] provide motivation
job enrichment
: use full capabilities of staff by challenging them
If work is not interesting, rewarding or challenging, workers won't be satisfied or motivated to offer full potential
Adams & Equity Theory
desmotivation if inputs are greater than outputs
Inputs
effort
loyalty
commitment
skill
outputs
financial rewards
recognition
security
sense of achievement
Daniel Pink
:three: elements of intrinsic motivation
Autonomy
humans built with inner drive
real control over various aspects of job
Mastery
sense of progress
tasks at appropiate level of difficulty
Purpose
highest level of motivation
cause larger than yourself :arrow_right: deepest motivation
connect work with poeple & values
Motivation
extrinsic motivation
: external rewards associated with working on a task
motivation
: intrinsic & extrinsic factor that stimulate workers to achieve a goal
intrinsic motivation
: the satisfaction from working on & comleting a task
Poor motivation indicators
absenteeism
: abscence with no explanation
lateness
poor performance
: poor quality, waste of materials, etc
accidents
: more careless, concentrate less, distract others
labour turnover
: staff leaves for non positive reasons
grievances
: more complaints, more union disputes
poor response rate
: staff doesn't rspond well to orders, or response os slow
Motivation in Practice
Payment Systems
Salary
annual income
usually paid on a monthly basis
not dependent on number of hours worked OR number of units produced
income varies on exprience and progress
Time-Based Wage Rate
set for the job
wage level: multiply this by number of hours
paid weekly
more income security
speed of work not rewarded
Piece Rate
payment for each unit produced
wage depends on quantity of output
adjusted to difficulty & standard time needed
Commission
payment for each sales made
cam make up 100% of total income
reduces security
can be in addition to basic salary
doesn't encourage teamwork
Performance-Related Pay (PRP)
bonus scheme to reward staff for above-average performance
in addition to basic salary
Procedure
regular targer setting
annual appraisals for perfomance against targets
pay each worker acording to degree targets were exceeded
provide further financial incentives
encourage staff to meet targets
Profit-Related Pay
bonus based on profts of the business
commitment to sucess of business
Employee Share-Ownership Schemes
instead of cash :arrow_right: shares
establish workers as part-owners
reduce conflict between owners & workers
Fringe Benefits (perks)
non-cash forms of reward
company cars
free insurance
pension schemes
discounts on company products
Non-Financial Methods of Motivation
money not enough for motivation
job enlargement
: increase scope of job by deepening tasks undertaken
job enrichment
: motivate by giving opportunities to use full range of abilities
job rotation
: moving employees between tasks to promote experience & variety
team working
: groups of workers undertake complete units of work
empowerment
: pass down authority to perform tasks
Cecilia Martínez A01197738