Motivation

Motivation

1. Maslow's Theory Of Hierarchy

   • Biological and Physical Needs: Businesses meet these needs by paying workers enough and providing a warm dry working environment.
     • Safety Needs: Health and safety policy and secure employment contracts meet these needs.
       • Social Needs: Team-working and social outings are designed to meet these
         • Self-Esteem: Businesses give employees recognition and offer promotion.
           • Self-Actualisation: Businesses meet these needs by giving the opportunity to develop new skills and take responsibility

2. Mayo and Human Relations

   • People achieve more when they are given positive attention
     • Like working in a group
       • He thought that management should pay attention to workers as individuals and involve them in decision making
         • A democratic style of management, lots of delegation and good communication

3. Taylor and Scientific Management

   • Thought workers were motivated by money
     • He did time and motion studies, timing work activities with a stop-watch
       • He favoured division of labour – small repetitive tasks (scientific management approach)
         • Believed financial incentives would motivate workers and raise productivity
           • Increased productivity meant less workers needed; they were worried about losing their jobs
             • Could lead to a reduction in quality so supervisors were needed
               • Wouldn’t work for a modern business, would be seen as exploitation
                 • Piece rate pay is based on his ideas and supervisors are still used.

4. Herzberg’s Hygiene and Motivating Factors

   • Hygiene Factors: Company policy, supervision, working conditions, pay, relations with employees. These don’t motivate as much, but if they aren’t good, workers are dissatisfied which will de-motivate them.
   • Motivating Factors: Interesting work, personal achievement, recognition of achievement, scope for more responsibility and personal development. These factors do positively motivate workers.

5. Financial Incentives

   • Weekly wage: The more hours you do the more you get paid.
   • Piecework: Get paid per finished item.
   • Commission: Get a percentage of the sales they achieve.
   • Performance-Related Pay: Gives more money to employees who reach targets.
   • Fringe Benefits: Staff discount, employed contributions to employee pensions, private medical insurance, a company car, profit-sharing schemes, shares in the company.

6. Non-Financial Motivation

   • Job Enlargement: Gives employee more work at the same level. Aka, horizontal loading.
     • Job Enrichment: Gives workers more challenging work, and the training they need to do it. Gives them more responsibility. Aka, vertical loading.
       • Empowerment: Gives people more control over their work and also gives them a greater role in decision-making. Quality circles lets groups of workers from various departments meet to suggest improvements to productivity and quality.
   • Team-working: This is why a lot of organisational structures often include team leaders.

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