Motivation

Motivation

1. The internal and external factors that stimulate people to take actions that lead to achieving a goal

   • increase in productivity
     • Produce more output as motivated workers will work hard
   • Improved levels of customer service
     • Able to differentiate one business from another
     • Customer loyalty
   • Low absenteeism
   • Low labour turnover
     • Increase in loyalty of employees
     • Reduce the recruitment and selection costs
   • Decrease in production costs
     • Less resources wasted
   • Better quality goods and fewer mistakes

2. Motivational theories

   • Freidrick Taylor
     • Main aim was to reduce the level of inefficiency in the manufacturing industry. Any productivity gains then can be shared between OWNERS and WORKERS
       • The basis of his theory - employees will give a fair day's work for a fair day's pay and that they are motivated by financial incentives
         • Select workers, observe their performance, record the time taken to do the task, identify the quickest method, train workers, supervise them and pay workers on the basis of results - theory of economic man
           • More appropriate in a manufacturing environment where an actual measurable product was made.
           • Economic man - the view that man was motivated by money alone and the only factor that can stimulate further effort was the chance of earning extra money
           • EVALUATION : 1.Economic man is still believed by some managers, however more general view is that workers have a range of needs not just money. 2. Significance is given to careful staff selection. 3. Observing and recording performace is still employed but with involvement of staff. 4. Best method being adopted is important as it effects efficiency but involves worker participation. 5. Piece rate is widely used but quality is sacrificed, output varies according to worker's finanacial needs and not applicable to service industries.
             • As income rises - people change their lifestyle this can lead them to wanting to earn more money to afford even a better lifestyle. Then Taylor's ideas are relevant for the service sector of today. 
   • Elton Mayo
     • His work was based on the assumption that working conditions has a significant effect on worker's productivity. However, productivity stayed constant after changes were made to the environment --> this forced him to search for other motivational factors
       • His conclusions : 1. Working conditions and pay had little effect on productivity. 2. Management consult with workers, 3. working in teams, 4. giving control over their working lives, 5. workers establishing their own targets, all improved productivity.
         • EVALUATION: (in today's businesses) : 1. More worker participation, personnel departments are established. 2. Team working can be applied to many business org. and offer the greatest opp. for workers and firms to benefit. 3. Opened up new fields of research for industrial psychologists. 4. Moved away from purely money motivated views of taylor.
   • Maslow
     • He identified the main needs that humans have. These needs determine our actions - We will always try to satisfy them and will be motivated to do so. If these needs are met at work, workers become more productive and satisfied.
       • LIMITATIONS: 1. Not everyone has the same needs, 2. It is very difficult to identify the dgree to which each need has been met and which level a worker is on. 3. Money is needed to satisfy physical need, but it also has a role in satisfying other levels of need. 4. Self actualisation is never permanently achieved, jobs must continually offer challenges and opp. Otherwise regression will occur.
   • Herzberg
     • Known for his 2 factor theory - motivators and hygiene. Motivators were aspects of a worker's job that lead to positive job satisfaction, these were achievement, recognition for achievement, the work itself, responsibility and advancement. Hygiene factors were aspects of a worker's job that have the potential to cause dissatisfaction, these were company policy and adminstration, salary, supervision, relationships with others and working conditions.
       • Consequences of herzberg's theory for businesses today.
         • Pay and working conditions can be improved - to remove dissatisfaction, but they will not on their own motivate staffs to work willingly.
         • Motivators need to be in place for workers to be prepared to work willingly and give of their best - by adopting the principles of job enrichment, that aims to use the full capabilities of workers by giving them opp. To do more challenging work. This has 3 main features.
           • Complete units of work - It would be rewarding, interesting and makes the worker feel important. "If you want people motivated to do a good job, give them a good job."
           • Feedback on performance- This type of communication - gives recognition for work done well and provides incentives to achieve
           • A range of tasks - give challenges to stretch the individual, beyond the workers' current experience.
       • EVALUATION - Team working with delegation of whole units of work is widely spread. 2. There are effective ways of communication taking place ---> it would be wrong to conclude that this is all Herzberg's doing, this might have been happening slowly but it led to hastening of trends as publicity ws given to his conclusions.
   • McCelland
     • Based on the idea that employees need to feel a sense of achievement, authority and affiliation.
       • Achievement : Seek to reach realistic and challenging goals and job advancement. There is a constant need for feedback to have a sense of self accomlishment.
       • Authority : The desire to control others, to be influential, effective and to make an impact.
       • Affiliation : The need for friendly relationships, the need to be liked and included in formal and informal groups.

3. The desire to see a job done quickly and well

4. Process theories

   • Victor Vroom
     • Individuals choose to behave in ways they believe will lead to outcomes they value. Individuals can be motivated if they believe that there is a positive link between effort and performance, this performance would lead to a desirable reward and that reward will satisfy and important need and that their desire to satisfy the need is strong enough to make the work effort worthwhile. His thesis is that employees would be prepared to work hard if they received suitable reward - expectancy theory
       • Victor says managers should ensure that employees believe increased efforts will improve performance and that this will lead to a valued reward. 
       • 3 key factors of the expectancy theory
         • Valance
           • How much employees feel the need for reward - the dept of the want for reward.
         • Expectancy
           • The extent to which employees feel that a better performance can be achieved if they increase effort
         • Instrumentality
           • The confidence of employees that they will actually get what they desire by increased efforts and improved performance

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