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MOTIVATION (financial rewards (salary (desc (sum money per fortnight /…

- - - - sum money per fortnight / month
    - - likely to be security of receiving a regular income
    - - prof of employees, quality
  - - - paid hourly rate / num of hrs
      - possible that overtime rates of pays are used to
    - - likely to be secure of a regular income n opp to receive pay
    - - tend to work slow
      - poor productivity
  - - - the payment paid of each item sold
    - - employers rewarded by results
      - however, employees not hv to control over results
      - during recession sales, it will fall in many industries
    - - not best interests of cust
      - would create prob for the org
  - - - employees would received amount of prof the buss makes
    - - share financial rewards of buss encourage sense for belongings n desire to contribute to its success
      - however, it wil demotivate if loss through no their fault (already work hard)
    - - may be based on probability of buss, rather than the cause
  - - - linked to their perf of employees
      - typically assesses by line manager
    - - recognition n reward
      - however, unreasonable n resentment can results, feel their perf has been demotivated
      - relies on manager assessment
    - - likely to depend on line manager making correct assessment of perf n sys being transparewnt, fair n substantial
  - - - may be issued shares / offered the opportunity to buy them at discounted rate
    - - owning part sense of belongings n desire to contribute to its success
      - if shares prices fall, employee could experience demotivated
  - - - subsidized transportation, edu housing, healthcare,
    - - status n security that results from these schemes may be motivating
      - tax benefits
      - possible that employee would prefer the cash rather than benefit
    - - extremely dif to assess the impact
  - - - paid for each unit prod
    - - likely to inc output will measureable benefit
      - involve tedious work
    - - may work quickly to get more money
      - may system to put in place sure the standard quality achieved
- - - - security needs
      - social needs
  - - - physiology of needs
      - esteem needs
      - self actualisation
    - - difficult to measure the levels of needs
      - assumed every1 motivated I prescribed and chronological order
      - no explaination of what motives people once they hv achieved self actualisation
  - - - org policies
      - relationship with peers
      - pay
      - status
      - job security
      - physical security
      - supervision
      - physical working cond
    - - achievement
      - advancement
      - interesting tasks
      - opportunities for promotion
      - personal growth
      - recognition
      - responsibility
      - work itself
    - - job enlargement
      - job enrichment
      - job empowerment
  - - - equity norm
      - social comparison
      - cognitive distortion
    - - hiring temporary staff
      - overtime costs n disruption
      - lower productivity
      - understaffing
    - - seniors higher compensation as more experiences n skills
      - more productive sales people are paid more
      - lower monetary compensation as part time workers
    - - gets better recognition although give the same efforts towards work
      - get more time for same tasks
      - 5% pay rise but the rival offer 8% pay rise
      - same ranked managers get dif sizes of offices
    - - ignore demographic, psychological, cultural viarable
      - concept of fairness is highly subjective
  - - - autonomy
        
        task
        
        time
        
        techniques
        
        team
      - mastery
        
        autonomy
        
        crystal clear goals
        
        immediate feedback
        
        goldilocks task
      - purpose