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Motivation - Coggle Diagram

- - - - Employees need to feel that their working conditions are safe.good working conditions won’t necessarily motivate employees but bad working conditions will demotivate them. However, an improvement in working conditions, such as better equipment, a new office or company car may motivate staff for a short while.
    - - Employees need to feel that they have job security. Organisations should avoid the use of temporary contracts where possible. Permanent contracts will make employees feel more secure and they will get on with their jobs.
    - - Non-financial incentives could be offered, e.g. holidays, cars, discounts and private healthcare.
    - - Piece rate – When the employee is paid per item they produce, which encourages a high work rate, however, the quality of work may drop.
      - Overtime – When an employee works longer than their contractual hours, normally at a higher rate of pay, this encourages extra production to meet demand.
      - PRP – Performance-related pay, sometimes called a ‘bonus’, this is an extra payment on top of the basic wage for meeting agreed targets.
      - Share–save schemes – Employees save regular amounts which can be turned into shares in the business to be kept or sold at a profit. Employers can add to the shares or even give some to staff for free in order to motivate them.
      - Commission – Salespeople can be offered commission, which is a percentage of the sales they make, motivating them to sell more.
    - - Employees work to earn money to satisfy their needs and wants. If they don’t think they are receiving a fair amount of pay for their work they will be de-motivated and their productivity will decrease.
  - - - Empowerment means giving staff the authority to make their own decisions. Managers can delegate part of their responsibility to an employee and let them decide how best to carry it out. This will give employees a sense of job satisfaction.
    - - Employees will want to develop their skills, for example through a management training scheme, so they are able to be identified for promotion opportunities and improve their status in the organisation.
    - - Employees who want to progress in their career respond well to recognition, such as an ‘employee of the month scheme’.
    - - Regular meetings with a manager are known as appraisals. These motivate employees as they are told what they are doing well and given targets to aim for. They can also be targeted for promotion.
    - - Works councils – also known as consultative committees, are groups made up of an equal number of employees and managers. The group discusses major suggestions for change in the organisation and have joint decision-making powers. This reduces resistance to change from employees.
      - Worker-director – When a worker-director position is created, a low-level employee such as a factory worker or a sales assistant is given a seat on the Board of Directors. Worker-directors have no voting rights; however they present their views and the views of fellow workers to the board. Ultimately, employees feel that they have a say in decision-making.
      - Quality circles – involve employees being consulted on how to improve the standard of the products they produce. This makes employees feel involved in decision-making and that they can make a difference. (page 126 in notes)