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motivation - Coggle Diagram

- - - - Employees should be payed depending on the amaount of work they do
      - Using have different piece ratesto motivate workers
        
        exp: payment systems rewards hose who meet or exeed targets
    - - athoitarian and less suitable for modern businesses
      - only focuses on money, money might not allways wrk
      - Other factors that affect the employee are ignored
  - - - lower order
        
        Physiological needs
        
        the basic requiremetns for human survival
        
        inclueds
        
        light
        
        food
        
        payment
        
        Safety needs
        
        the requirement to feel safe inside a company
        
        In a business context, this means the assurance (confidence) given to employees that they will keep their current job for the foreseeable future.
        
        Includes
        
        job security
        
        economic climate
        
        financial success of the business
        
        Social needs/love and belonging
        
        the requirements about being accepted by others
        
        Can be created through
        
        opportunities of team working
        
        social facilities
        
        coaching system
      - higher order
        
        self actualization
        
        When people fullfuil their potential
        
        Esteem needs
        
        The desire of people to feel respected, having value and having self respect
        
        Exists when people feel good about themselves
        
        Created through
        
        recognition
        
        acknowledgement
        
        trust
    - - miht not allways be effective
      - each person is different, meaning it doesn't apply to everybody
      - takes time and money
  - - - Basic needs
        
        Needed for people to fulfill their physiological needs
        
        Will not motivate ubt ill cause demotivation if they are not present
    - - Factors within an organisatoin which motivate hte workers
      - To motivate employees the organisation should give higher level needs which are not given in order to motivate them
      - The objective is that people want to work due to the enjoyment
  - - - McClelland found that achievement-motivated people tend to be moderate risk takers
      - They are more interested in personal success rather than extrinsic rewards that recognise their achievements.
      - Tend to self reflect on the actions they make to improve
      - need to give them complex tasks so they feel achivement
    - - Power-motivated people like to influence the behaviour of others so tend to be very strong-willed.
      - Can be divided in
        
        personal
        
        Want to pass instructions to others
        
        might cause resentment in the company
        
        institutional
        
        strive to make others work harder in order to achieve organizational aims and objectives
      - potential to make good leaders
    - - seek to have a good social and working relationship with colleagues and the management team
      - This will make them happier at work and increase their morale and productivity
      - prefer to work with people
  - - - intrinsic motivation (autonomous motivation) drives our actions
      - individuals want to grow
    - - Autonomous
        
        Driven to success for their own psychological benefit
      - contolled
        
        The need for a reward or avoid punishment
    - - Competence
        
        Competence refers to the capacity and confidence to learn and do things to enhance our mastery in what we desire to do and the things that are important to us.
        
        Negative feedback can lead to a damage in the sence of competence
        
        Focus on providing constructive feedback
      - Relatedness
        
        Refers with the connection with other people
        
        Creating good relationships in work leads to a sense of relatedness
        
        Creates teamwork instead of copmetition
      - Autonomy
        
        Being self sufficient and having control overy your actions
        
        For authentic autonomy, managers must avoid offering extrinsic rewards, such as bonuses, because such reward systems remove the ability of people to have complete control over their own work
    - - This will lead to people being more motivated
      - If you tell people what to do they will feel less motivatied
    - - takes time to create plans for individual employees
      - not applicable to everybody
    - - Broad applicability
      - Focus on universal needs
  - - - their reward compared to he rewards of others
      - imput to output
    - - Working conditions and pay alone do not determine motivation
      - Internal promotin or rewards can have a demotivating effect on other people
    - - equitiy is subjective
        
        Can create conflict
      - over simplification
    - - recognises individual differences
      - portrays the importance of social comparisons
      - easy to understand
  - - - Instrumentality
        
        People hold the perception that if they meet performance targets then they will be rewarded accordingly
      - Valence
        
        Valence means rewarding people with what will give people a sense of satisfaction
      - Expectancy
        
        People have different expectations about their capability and self-confidence in tackling a task. There are also different perceptions about the level of difficulty of the task.
- - - - 100 x employees who leave/
        avarage size of the workforce
- - - - takes place outside the usual work environment and often involves structured learning experiences
      - Advantages
        
        training is conducted by specialists
        
        It can bring new ideas to the business
        
        workers can focus on training and learning
        
        Creates a wider range of skills and qualifications
      - Disadvantages
        
        more expensive
        
        lost productivity from the emploees
        
        NOt allways directly related to the job
        
        no garantee that the workers will stay in the organisatoion
    - - intended for new employees in order to help them acclimatise with the people, policies and processes of the organization.
      - Mentoring involves pairing, or attaching, an employee (the trainee or mentee) with a more experienced colleague (the mentor) who acts as a coach, trainer or advisor
      - Advantages
        
        increases employee comitment and job stisfaction
        
        Appropiate introduction helps to become prouctive as fast as possible
        
        Helps new employees settle with new collegues
      - Disadvantages
        
        New staff can become overwhelmed
        
        Managers are unable to do work whilst doing induction training
        
        Takes time and effot
    - - takes place within the organization so employee are performing their actual work tasks.
      - Advanages
        
        Training is focused and specialised
        
        Improve dialogue with collegues in the workplace
        
        Can be cheaper than off the ob training
        
        Increases motivtion and morale
      - Disadvantages
        
        no garantee that the employee will continue to work at the compay
        
        Work of quality decreases
        
        Can be disruptive
        
        mentors and trainers can't do their job
- - - - take place on a regular and continual basis in order to allow workers to improve their performance and effectivenes
      - manager provides imporvements for the owrker
      - employee praised for well done jobs and given feedback to imporve
    - - conducted periodically over a period of time or at the end of a major task or project.
      - measures if the employee has metthe standards of the company
        
        If the employee does not meet standards, it might lead to a performance improving plan
    - - Feedback given by the people who work with the employee
      - self ratings can also be used
      - Can be time consuming
      - Gives multiple perspectives on employee's effectiveness
    - - the employee reflecting and evaluating their own work
      - allows employees to consider their strengths and weaknesses
- - - - An assesment of the calue of the job compared to other jobs in the organisation
      - Helps determine the rewards, objectives andthe performance expected for the new employee
    - - Final background check done on the person to confirm if they will work in the company
    - - a document which contains the wanted attributes from the candidate
    - - A formal communication anouncing the vacant post
    - - Creation of a document which describes what the employee will do in the job
    - - A curriculum vitae is presented with the applicant's relevant information
      - th process of selecting the most suitable candidates from a large pool of candidates
    - - The process of examining what the particular job involves
    - - The most appropitate candidate is formally offered the job
    - - The interview enables the employer representatives to ask a series of questions to the applicants in order to assess the extent to which they might fit the job and the organization
    - - the panel of interviewers select the most suitable person to offer the job to
  - - - Hiring people who already work for the business to fill in a vacant post
      - adv:
        
        saves money (no need for investigation or to advertise externaly)
        
        saves time
        
        lower risk
        
        improves motivation
        
        no induction training needed
      - Dis:
        
        an internal vacancy is created
        
        potential conflict
        
        no new ideas
        
        limited pool of suitable workers
    - - Hiring people who don't work in the business to fill in a vacant post
      - Adv:
        
        new ideas introduced
        
        motivational impacts
        
        large pool of workers
      - Dis:
        
        more time consuming
        
        demotivating for existing workforce
        
        more expensive
        
        greater risk
      - done through
        
        headhunters
        
        are highly specialist individual agents or organizations that provides recruiting services on behalf of employers.
        
        government agencies
        
        recruitment agencies
        
        online recruitment plataforms
- - - - A salary is a type of financial payment rewarding staff a fixed annual amount of money, but paid monthly.
      - No payment for overtime
      - provide stability
      - salaried workers may feel aggrieved during busier periods when extra work is not remunerated with extra pay.
    - - Wages are a type of financial reward payment system based on time or output.
      - Wages are paid as time rate (hours) or piece rate (output).
    - - Commission is a type of financial payment system that rewards workers a certain percentage of the sales of each good or service that they are responsible for completing.
      - encourages employees to sell products
        
        increased productivity
      - causes unhealthy competition
        
        Can cause a hostile work culture
    - - s a type of financial payment system used to pay employees a bonus for reaching or exceeding a set target.
      - Motivates employees to be more productive
      - Hard to measure objectives
    - - a type of financial reward system which remunerates workers a certain percentage of the annual profits that the business earns.
      - incentivises employees ot be more productive
      - Can be costly for a business
      - Can create employee loyalty
    - - a type of financial payment system that involves giving workers shares in the company they work for.
      - happens in 2 ways
        
        the employee is given a number of shares of the company
        
        employee is given a discount on sharees
      - improves loyalty
      - Employees become chareholder of business
      - Can be expensive
    - - are financial benefits of a job in excess of the basic pay (wage or salary).
      - exp
        
        copmany car
        
        dental care
  - - - enhancing the experiences of workers, giving workers a wide range of challenging tasks and more responsibility at work
      - adv
        
        encourages employee to be more productive
        
        could lead to future promotion
        
        improved employee self esteem
        
        employees feel recognised
      - dis
        
        not appropiate for low skilled workers
        
        Can be costly to create opportunities for job enrichment (training)
        
        can create conflict
        
        more pressure for employees
    - - s an operational management technique and form of non-financial motivation that involves workers switching between jobs (tasks) for a period of time.
      - adv:
        
        Upskilling of staff helps to make it easier to cover for absent colleagues
        
        It enables the employer to benefit from a more widely trained workforce
        
        Can help reduce boredom in repetitive jobs
      - dis
        
        Higher training costs to ensure employees are upskilled
        
        Some employees see this as merely adding to their workload, especially without remuneration
        
        Increased burden as workers need to learn and take on additional roles
    - - takes place when more tasks or activities are added to a worker’s job description.
      - adv
        
        helps prevent boredom
        
        unskilled workers gain skills
        
        workers gain additional skillls and experiences
      - dis:
        
        Increased workloads can become unmanageable for some workers
        
        Some workers may see this as a way to get them to perform more tasks but for the same pay
        
        Can reduce productivity
    - - is the delegation of decision-making power to workers, thereby helping to boost their morale.
      - adv
        
        Can help senior managers focus on other things
        
        boosts employee morale
        
        employees feel trusted
        
        motvative
        
        encourages decision makind
      - requires
        
        autonomy
        
        employee participation
        
        delegation
        
        continuous professional development