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: