Motivation

Unit 2.5

3 to 4I can distinguish between intrinsic

and extrinsic needs

5 to 6I can link

motivational theorists to their

findings

6 to 7I can explain the

elements of Maslow’s

hierarchy of needs

Learning intention:To analyse the intrinsic and extrinsic needs that have to be satisfied atwork, and the rewards that motivate individuals.

Key Topics

Intrinsic and extrinsic needs and rewards (Non-financial and financial)

Theories of Motivation Taylor Maslow McGregor Herzberg

Motivation in Practice – financial packages and non-financial rewards, teamwork

Motivation Intrinsic vs Extrinsic

Motivation in Theory

Theorist Theory Main Findings

F.W.Taylor Scientific Mgt

Pay, above all, is the main source of motivation

A.Maslow Hierarchy of Needs

Levels of human needs from physiological to self-actualisation

F.Herzberg Two Factor Theory

Hygiene factors (which to not motivate alone) and Motivators

D.McGregor Theory X & Theory Y

Mgt perceptions of the attitudes of their workers

Physiological Needs

Safety Needs

Social Needs

Esteem Needs

Self-actualisation

Maslow’s Hierarchy of Needs (1943)

Summary of Hierarchy

Level Key Points

Physiological Needs

Security Needs

Social Needs

Esteem Needs

Self-actualisation

Criticisms of Maslow’s Theory

Pg 273/274

Taylor – Scientific Management (1911)

Assumption: Employees are primarily motivated by money “What the workmen want from employers beyond

anything else is higher wages.” Believed that high productivity could be

accomplished by setting output and efficiency targets related to pay

Advocated: the use of piece-rate pay system specialisation maximum output repetitive tasks managers role to plan, direct and control

Criticisms of Taylor’s Theory

Pg 271/272

McGregor Theory X & Y (1960)

Theory X assumes people are lazy so managers have to use the ‘stick’ approach.

Theory X states:

Workers are motivated by money

Workers are lazy and dislike work

Workers are selfish, ignore the needs of organisations, avoid responsibility and lack ambition

Workers need to be controlled and directed by management

Theory X managers are likely to:

Adopt an authoritarian mgt style

Are likely to follow Taylor’s Scientific Mgt approach

McGregor’s theory represents the different assumptions that managers have about their employees.

McGregor Theory X & Y (1960)

Theory Y assumes people are motivated by Maslow’s Hierarchy of Needs so are responsible, committed and contribute.

Theory Y states:Workers have many different needs which motivate them Workers can enjoy work If motivated, workers can organise themselves and take

responsibility Management should create a situation where workers can show

creativity and apply their job knowledge

Theory Y managers are likely to:

Adopt an democratic and decentralised approach in their mgt style

Herzberg’s Two Factor Theory (1959)

Herzberg found from research that there are two categories of factors which motivate people at work:

1. Motivators which give workers job satisfaction

2. Hygiene Factors which can lead to dissatisfaction at work

Herzberg’s Two Factor Theory

Motivators

(causes of satisfaction)

Hygiene Factors

(causes of dissatisfaction)-Job enlargement (variety, interesting tasks, not necessarily more challenging though)-Job enrichment (more complex and challenging tasks, sense of achievement)-Job empowerment (delegating decision-making power to workers, boost morale, responsibility, opportunities for promotion)

-Company policy, rules and regulations-Relationship with peers, subordinates and supervisors-Salary and wages-Security-Status-Working conditions-Supervision and coordination

Criticisms of Herzberg’s Theory

Pg 276

Motivation in Practice

Benefits of increased motivation Warning signs of poor motivation Non-financial motivators

3 to 4I can identify the

benefits of increased worker

motivation

5 to 6I can explain how different

motivators can be used to satisfy

worker needs

6 to 7I can evaluate

the effectiveness of the motivators in reducing de-

motivation

Learning intention:To evaluate the effectiveness of motivation in a workplace

Starter

Motivation- Worksheet 1

Fill in the worksheet. Compare your answers with a partner

Motivation in Practice – Non-Financial

Job Enrichment

(vertical loading)

Delegation

Continuous PD

Workerparticipation

Working environment

Recognitionand praise

Empowerment(decision

making power)

Job Rotation

(horizontal Loading)

Job Enlargement(variety of

tasks)

Non-Financial Motivation

Benefits of having motivated employees Open your email and use your textbook to

answer worksheet 2

Plenary

Discussion disc- Fishbone diagram

Summarise the causes and effects of poor motivation in the Fishbone diagram in pairs and compare with the other group

Motivation in Practice – Financial

Employee Share

Ownership

Fringe Benefits(perks)

Piece Rate

Salary (fixed annually)

Commission (% of sales)

Performance-Related pay

(goals/targets)

Profit-relatedPay

Wages (time based)

Financial Motivation