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Module 2 - Part 3

Motivation is the desire to complete tasks effectively and can be intrinsic or extrinsic, impacting productivity and business profits. Characteristics of motivated workers include low absenteeism, high-quality work, and a tendency to stay longer with employers, while poor motivation can lead to absenteeism, high turnover, and low-quality output. Various motivational theories, including those by Taylor, Maslow, Herzberg, Adams, and Pink, provide insights into what drives employee motivation and how to enhance it through financial and non-financial means.

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Maninder Kaur
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2 views

Module 2 - Part 3

Motivation is the desire to complete tasks effectively and can be intrinsic or extrinsic, impacting productivity and business profits. Characteristics of motivated workers include low absenteeism, high-quality work, and a tendency to stay longer with employers, while poor motivation can lead to absenteeism, high turnover, and low-quality output. Various motivational theories, including those by Taylor, Maslow, Herzberg, Adams, and Pink, provide insights into what drives employee motivation and how to enhance it through financial and non-financial means.

Uploaded by

Maninder Kaur
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Motivational Theories

What is motivation and why


does it matter?
 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.
Extrinsic Motivation?
 http://www.ibbusinessandmanagement.com/
25-motivation.html
Characteristics of a motivated
worker
 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
Warning signs of poor
motivation in the workplace
 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
10 ways to be unmotivated
 http://www.youtube.com/watch?v=-e7GoiHr
3gQ
How to overcome laziness
 http://www.youtube.com/watch?v=ZWZcbuf
hRpo
Sample of unmotivated
workers
 http://www.ibbusinessandmanagement.com/
25-motivation.html
Motivation theorists
 Frederick Winslow Taylor
 Abraham Maslow
 Frederick Herzberg
 J.S. Adams
 D.H. Pink
F.W. Taylor’s Theory
 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.
Limitations of 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.
Ford and Taylor Scientific Management

 http://www.youtube.com/watch?v=8PdmNb
qtDdI
Abraham Maslow
 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.
Maslow’s Hierarchy of needs
Limitations of Maslow’s
Theory
 Some levels do not exist for certain people.
 Some rewards can fill several needs (e.g.

money can provide food, security and


status).
Maslow’s Hierarchy of Needs

 http://www.youtube.com/watch?v=CF2c1q_
OvdE
Frederick Herzberg’s
Theory
 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.
Adam’s Equity Theory
 The theory is built-on the belief that
employees become de-motivated, both in
relation to their job and their employer, if
they feel as though their inputs are greater
than the outputs. Employees can be expected
to respond to this in different ways, including
de-motivation (generally to the extent the
employee perceives the disparity between
the inputs and the outputs exist), reduced
effort, becoming disgruntled, or, in more
extreme cases, perhaps even disruptive.
Pink Theory (2009)
 Factors that drive or motivate
◦ Autonomy – self-sufficient to direct our
own lives
◦ Mastery – self-improvement to learn and
create new things
◦ Purpose – self-esteem and drive to do
better by ourselves
Motivation

 http://www.youtube.com/watch?v=u6XAPnu
FjJc
Financial Motivation
 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)
Non-Financial Motivation
 Job enrichment – gives workers more challenging
jobs with more responsibilities
 Job rotation – involves workers performing
different tasks at the same level of complexity
 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
Others:
 Recognition and praise
 The working environment
 Continuous professional development
 Delegation
 Worker participation

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