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Motivating workers - Coggle Diagram

- - - - Materials the company provides as part of the work
  - - - Switching tasks/jobs to prevent boredom, improve multiskilling
      - Problem
        
        Worker may become less practised/producted
    - - Give more tasks in the production => see the complete product and gain satisfaction
      - Gives worker more work to do
    - - Make a job more challenging or rewarding
      - It is not easy to achieve in every job
  - - - Gives responsibility, opportunities for advancement and intersting
    - - Shortage of power due to trust
        
        Usage as an exuce to cut costs => increasing employee's workload and removing levels of management
        
        Effective control and coordination may be lost
  - - - Setting objectives for the team to achieve
        
        Giving the team responsibility and reward for achieving targets/improving quality
        
        Training workers to be able to carry out any role within the team
    - - Increased job satisfaction
      - Higher productivity
      - Improves product quality
      - Reduced labour turnover and absenteeism
      - Improves worker flexibility
- - - - Levels
        
        Physiological
        
        Safety
        
        Belonging
        
        Esteem
        
        feel good about themselves by setting targets, projects and sense of achievement
        
        Self-actualisation
        
        1 more item...
        
        Social needs => shared purpose/aims
        
        Security, freedom from stress and sense of stability
        
        Provision of money to buy essentials; water, food, shelter, health
      - Problems
        
        There are always exception for theories
        
        Workers may not seek all the levels
        
        Each one has a different motivation
  - - - Hygiene factors: avoid disatisfaction
        
        Positive relationships with superiorsor colleagues
        
        Safe and healthy working conditions
        
        Fair pay
        
        Job security
        
        Pain avoidance
      - Motivators
        
        Sense of achievement
        
        Recognition of effort
        
        Opportunities for promotion
        
        Interssting work
        
        Responsability
        
        Opportunites for self-improvement
        
        "Grow psychological"
  - - - Recommendations
        
        Identify the quickest way of doing a task, eliminating unnecessary movements
        
        Employee skills may match their task
        
        Workers must be supervised and controlled by managers
        
        Workers should be rewarded financially for their efficiency
      - Problems
        
        Workers are simply expected to be "a part of a machine"
        
        It may cause conflicts between managers and employees
        
        Ignores the role of work in satisfying an individual's personal and social needs
        
        Works better in secondary jobs; tartiary industries are more difficult to measure "units"
- - - - Pays for "unit of output"
      - Problems
        
        Speed of output over the product quality
    - - Bonuses
        
        Additional financial reward given to a worker
        
        Piece-rate bonus
        
        Each unit output produced the above stated target is rewarded
        
        Commission
        
        A percentage of the selling price goes to the salesperson
        
        One-off payment
        
        Lump sum for the worker's effort (e.g. seasonal bonus)
      - Performance-related pay (PRP)
        
        Disadvantages
        
        Potential conflict between employees and management
        
        Encourages people to work for themselves
        
        Need to be large in proportion to the salary
        
        Linked to appraisal
        
        Where a memeber has their performance reviewed and targets set
      - Profit share
        
        Encourages to work collectively
        
        A share in the annual profit of the organization is granted to the workers
      - Share ownership
        
        Provides company shares to workers
        
        Profit-share schemes
    - - Paying for the length of time of work
      - Problems
        
        No reward on difficulty => minimal effort required
    - - Paid an agreed sum yearly
      - Problems
        
        There's no incentive into working harder