Please enable JavaScript.

Coggle requires JavaScript to display documents.

Employee motivation (Contemporary views on motivation (Equitiy theory:…

- - - - Management by objective: manager and employees collab in setting goals
      - Job enrichment: provide employees with more variety and responsibility
        
        job enlargement: expanding worker's assignment to include additional but similar task
        
        job redesign: type of job enrichment, work is restructured to cultivate the work-job match
- - - - Find the quickest way of doing each task, eliminate unncecessary movement
      - Match employees' skills to the tasks needed to be done
      - Worker should be supervised and controlled
      - Stick (punish)-carrot (do more paid more)
    - - Eliminate wasted time and resources
      - Closely supervise workers - conveyor-belt system (dictate the speed they must work at)
      - Piece rate system of payment
    - - Assume that there is a best way to organize production -> ignore the differences between workers
      - Treat worker like machine -> conflict
      - Money is not the only motivator, ignore personal and social needs of employees
  - - - The importance of teamwork-motivation
      - Manager need to communicate closely with workers and show interest in them - boost productivity
    - - Physical conditions of works and financial rewards are less important than social conditions - teamwork and good communication
      - Workers - involve in making decisions + creative
      - Personnel departments that focus on the wellbeing of workers are central to business success
    - - Experiment is too scientific: insufficient sampling
      - Workter don't always share goals with managers, trade union attempt to foold worker into productivity when there's little gain for them in doing so
  - - - Hierachy of needs
        
        Physiological need
        
        Safety need
        
        Love and belonging needs
        
        Esteem needs
        
        Self-actualization
    - - A need to identify the level of need of each individual
      - Each worker need sufficient pay to provide physiological needs -> job security and safe working environment
      - Financial rewards alone is not enough -> boost workers' self-esteem and develop their talents, But without decent pay and job security these are worthless
    - - Generalization
      - Workers may not seek all levels of needs within a workplace
      - Matching rewards to needs for each and every worker is impossible task
  - - - Motivation: factor have the potential to motivate worker by providing job satisfaction include:
        
        sense of achievement
        
        recognition of effort
        
        interesting work
        
        responsibility
        
        opportunities for promotion
        
        opportunities for self-improvement
      - Hygiene factor: factors that cause dissatisfaction in the workplace related to working environment
        
        company policy
        
        relationship with supervisor and colleagues
        
        Working condition
        
        Pay and status
        
        Security
    - - To motivate workforce, must amke sure all of hygiene factors first - decent salary, fair rules and policies and pleasant working conditions
      - The motivators must be there - the jobs is meaningful and interesting, workers are well-trained, have the opportunity to develop skills
    - - Can't be applied to workers in every business
      - Low-skilled jobs can't easily be enriched, manu workers may not seek responsibility or advancement
  - - - employees dislike work and function only in highly controlled environment
      - Base on assumptions:
        
        people dislike work
        
        manager must control
        
        people must be led, little ambition, don't seek responsibility- mainly concern about security
    - - worker like responsibility and work toward organization goals
      - Assumptions :
        
        people do not naturallu dislike work
        
        people will work towards goals which they are committed
        
        seek out and accept responsibility
        
        commit to goal - personal reward
        
        have potential to help accomplish organization goals
        
        organization generally do not make full use of their HR
    - - Holistic: characterized by comprehension of parts of something as intimately interconnected and explicable by referncing to as a whole
- - - - Share option: right to buy a share at an agreed price at given future date
      - Agreed price: the share's market price at the beginning of the scheme/discount rate below this
      - Share price increase over the period of the scheme - employee gain money
      - On the agreed date: employee-exercise option -> sell the shares at much higer price
      - types of ownership-scheme
        
        saving-related scheme: allow staff save a set amount from their pay - exchange for share option
        
        incentives for executives: link the number of share options offered to status or performance