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Motivational Theories
Motivation is the desire to complete a task quickly and effectively.
Can be classified as intrinsic and extrinsic:◦ Intrinsic – comes from the satisfaction derived
from working on and completing a task◦ Extrinsic – comes from external rewards
associated with working on a task, for example pay and other benefits
Motivated workers are highly productive, which means lower costs, and higher profits, for the business.
What is motivation and why does it matter?
Motivation
http://www.youtube.com/watch?v=u6XAPnuFjJc
http://www.ibbusinessandmanagement.com/25-motivation.html
Extrinsic Motivation?
Low absenteeism (reduces costs and maintains high productivity)
Punctual (time is not wasted) High quality work (minimal waste reduces
costs) Take more care and have fewer accidents as
a result Do not distract fellow workers unnecessarily
Characteristics of a motivated worker
Tend to stay longer at an employer (reduces recruitment costs)
When they move, it is for a positive reason (eg a better job)
Few grievances with the employer, resulting fewer disputes (so productivity remains high)
Respond positively and quickly to superiors in the organization
More likely to make suggestions and take on responsibilities
Characteristics of a motivated worker
High absenteeism rates – percentage of workforce that miss work without valid reasons
High labor turnover rates – number of staff who leave as a percentage of the total workforce
High wastage level – a high percentage of defective output or substandard work
Increasing number of customer complaints – because of the poorer quality of output
Warning signs of poor motivation in the workplace
Low-quality output – workers are more likely to make mistakes and care less about quality
Poor punctuality – poor timekeeping Increasing number of disciplinary problems
– corrective measures are put into place to deal less productive staff
Warning signs of poor motivation in the workplace
10 ways to be unmotivated
http://www.youtube.com/watch?v=-e7GoiHr3gQ
How to overcome laziness
http://www.youtube.com/watch?v=ZWZcbufhRpo
http://www.ibbusinessandmanagement.com/25-motivation.html
Sample of unmotivated workers
Frederick Winslow Taylor Abraham Maslow Frederick Herzberg Douglas McGregor
Motivation theorists
Assumes workers are motivated only by personal gain (i.e. money).
Broke jobs down into a series of processes, then worked out how much output each employee should be able to produce each day.
Treated workers like machines. Promoted the use of division of labor and
specialization in the production process to improve efficiency and output.
F.W. Taylor’s Theory
Too simplistic (people are motivated by many things).
Increasing wages does not always lead to increased output.
It can be hard to measure the output of some workers e.g. a teacher or a police officer.
Limitations of F.W. Taylor’s Theory
Ford and Taylor Scientific Management
http://www.youtube.com/watch?v=8PdmNbqtDdI
Proposed a hierarchy of needs. Workers are motivated by certain needs.
Once a need has been met, they are motivated by the needs of the next level.
Abraham Maslow
Maslow’s Hierarchy of needs
Some levels do not exist for certain people. Some rewards can fill several needs (e.g.
money can provide food, security and status).
Limitations of Maslow’s Theory
Maslow’s Hierarchy of Needs
http://www.youtube.com/watch?v=CF2c1q_OvdE
Identified TWO sets of needs; Hygiene Factors and Motivating Factors.
Hygiene factors do not motivate workers, but if they are not present they can demotivate them instead (salary; relationship with supervisor and fellow workers).
Motivating factors include being recognised for work done, achieving goals, personal development, and interesting work.
Frederick Herzberg’s Theory
Identified two types of manager. A Theory X manager believes workers dislike
work, are naturally lazy, and must be pushed hard to work by constant supervision, offering incentives (eg extra payments) and the threat of punishments.
A Theory Y manager believes work is natural and that workers are happy to do it. Also, workers like to be given responsibilities, and they seek self-actualisation. Workers are motivated by a working environment that helps them to do their work.
McGregor’s Theory X & Y.
McGregor believes that workers will be highly motivated in an environment where Managers provide help and support rather than adopt supervisory roles and impose discipline
Note, Taylor’s view of employees is like a Theory X manager.
McGregor’s Theory Y
Theory X and Theory Y
http://www.youtube.com/watch?v=u2LNeWsQOgQ
Wages (time and piece rates) Salary (fixed annual rate) Commission Profit-related pay Performance-related pay Employee share ownership schemes Fringe payments (benefits or perks)
Financial Motivation
Job enrichment – gives workers more challenging jobs with more responsibilities
Job enlargement – broadening or increasing the number of tasks that an employee performs
Empowerment – granting workers the authority to be in charge of their own jobs and to execute their own ideas
Teamworking – staff work with fellow employees
Non-Financial Motivation
Recognition and praise The working environment Continuous professional development Delegation Worker participation
Others: