Podcast
Questions and Answers
What is the definition of motivation?
What is the definition of motivation?
The internal and external factors that stimulate people to take actions that lead to achieving a goal.
Which of the following is NOT a gain from a well-motivated staff?
Which of the following is NOT a gain from a well-motivated staff?
What was the main aim of Taylor's scientific management?
What was the main aim of Taylor's scientific management?
To reduce the level of inefficiency that existed in the US manufacturing industry.
Taylor's scientific management theory is based on the idea of 'Social Man,' where individuals are primarily motivated by social needs.
Taylor's scientific management theory is based on the idea of 'Social Man,' where individuals are primarily motivated by social needs.
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What effect did Elton Mayo's research, known as the Hawthorne effect, have on modern businesses?
What effect did Elton Mayo's research, known as the Hawthorne effect, have on modern businesses?
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Which of the following is NOT a level in Maslow's Hierarchy of Needs?
Which of the following is NOT a level in Maslow's Hierarchy of Needs?
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Maslow's Hierarchy of Needs suggests that once a lower level need is satisfied, it no longer motivates an individual.
Maslow's Hierarchy of Needs suggests that once a lower level need is satisfied, it no longer motivates an individual.
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What are the two main factors identified by Herzberg's Two-Factor Theory?
What are the two main factors identified by Herzberg's Two-Factor Theory?
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Which of the following is NOT a feature of job enrichment?
Which of the following is NOT a feature of job enrichment?
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According to McClelland's Motivational Needs Theory, what are the three types of motivational needs?
According to McClelland's Motivational Needs Theory, what are the three types of motivational needs?
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McClelland's theory suggests that individuals can only be motivated by one dominant need at a time.
McClelland's theory suggests that individuals can only be motivated by one dominant need at a time.
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What is the key difference between content theories and process theories of motivation?
What is the key difference between content theories and process theories of motivation?
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Which of the following is a process theory of motivation?
Which of the following is a process theory of motivation?
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What are the three beliefs of Vroom's Expectancy Theory?
What are the three beliefs of Vroom's Expectancy Theory?
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Vroom's Expectancy Theory suggests that if an individual believes their effort will not lead to good performance, they will still be motivated if the reward is highly valued.
Vroom's Expectancy Theory suggests that if an individual believes their effort will not lead to good performance, they will still be motivated if the reward is highly valued.
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A ____ payment is a financial incentive based on the number of units produced or sold.
A ____ payment is a financial incentive based on the number of units produced or sold.
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What are two examples of non-financial motivators?
What are two examples of non-financial motivators?
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Job redesign is a method for increasing motivation by changing existing jobs to increase their challenge and responsibility.
Job redesign is a method for increasing motivation by changing existing jobs to increase their challenge and responsibility.
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Which of the following is NOT a method of job redesign?
Which of the following is NOT a method of job redesign?
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What is the main benefit of job rotation?
What is the main benefit of job rotation?
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Job enlargement typically involves increasing the number of tasks performed in a job, while job enrichment involves increasing the responsibility and control associated with those tasks.
Job enlargement typically involves increasing the number of tasks performed in a job, while job enrichment involves increasing the responsibility and control associated with those tasks.
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What are some potential limitations of job enlargement?
What are some potential limitations of job enlargement?
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Which of the following is NOT a benefit of job enrichment?
Which of the following is NOT a benefit of job enrichment?
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What is the purpose of employee participation in decision-making?
What is the purpose of employee participation in decision-making?
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Employee participation is always a successful method for improving motivation and productivity, with no potential downsides.
Employee participation is always a successful method for improving motivation and productivity, with no potential downsides.
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What is the main purpose of a quality circle?
What is the main purpose of a quality circle?
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Which of the following is NOT a benefit of quality circles?
Which of the following is NOT a benefit of quality circles?
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What are some potential limitations of quality circles?
What are some potential limitations of quality circles?
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Team working can help lower management costs by reducing the need for middle managers.
Team working can help lower management costs by reducing the need for middle managers.
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Which of the following is NOT a potential limitation of team working?
Which of the following is NOT a potential limitation of team working?
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Describe two ways in which an airline can motivate its cabin crew.
Describe two ways in which an airline can motivate its cabin crew.
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Study Notes
Motivation as a Tool of Management and Leadership
- Motivation is essential to achieve business objectives.
- Employees need to be motivated to successfully achieve goals.
Human Needs
- Understanding human needs is crucial for motivating employees.
- Needs may or may not be met in the workplace.
Motivation Theories
- Key theorists include Maslow, Taylor, Mayo, Herzberg, McClelland, and Vroom.
- Theories explain different aspects of motivation.
- The theories are crucial for understanding practical situations in business settings.
Motivation Methods in Practice
- Financial motivators such as salary, piece rates, commissions, bonuses, and performance-related pay are crucial.
- Non-financial motivators include training, induction, promotion opportunities, development, status, job re-design, team working, empowerment, job enrichment, participation, job rotation, and perks.
- Ways in which employees can participate in management and control of business activity are also relevant.
Gains from a Well-Motivated Staff
- Low labor turnover is a benefit of motivated staff.
- High productivity is also a benefit.
- The staff are more likely to make suggestions for improvements.
- Low absenteeism and ability to accept responsibility are other benefits.
Taylor and Scientific Management
- Taylor aimed to reduce inefficiency in US manufacturing.
- The "economic man" theory suggests that people are solely motivated by money.
- A piece rate system was encouraged.
- This approach revolutionized work in that era.
Evaluating Taylor's Views and Methods
- Economic man - Modern workers have diverse needs beyond just money.
- Selecting the right people for roles - Still a relevant practice.
- Observing and Recording Performance - Remains a valuable technique with cooperation.
- Best method of doing a job - The approach can be problematic.
- Piece work systems - Quality may be compromised in some cases.
Mayo - Hawthorne Effect
- Mayo's research provided insights for modern businesses.
- The role of workers in decision-making was enhanced.
- Personnel departments were a direct outcome of research.
- Team working in businesses is valuable.
- Importance of employee welfare, a shift from Taylor's focus.
Maslow - Human Needs
- Significance of the concept in today's businesses.
- Physical needs involve income sufficient for essentials.
- Safety needs incorporate job security and structure.
- Social needs embrace teamwork and good communication.
- Esteem needs involve recognition, status, and responsibility.
- Self-actualisation entails challenging work and stretches individuals.
- Limitations of the need hierarchy are applicable to today's businesses.
Maslow's Hierarchy of Needs
- The diagram shows the hierarchy of need levels including Self-actualisation, Esteem, Social, Safety, and Physical.
Criticism of Maslow's Hierarchy
- Not all people have identical needs, as assumed by the hierarchy.
- Identifying the degree each need is met for each individual is difficult in practice.
- Money is necessary for basic needs, but can also affect other need levels (esteem/status).
- Self-actualization is not a permanent state achieved once by employees.
Herzberg - Two-Factor Theory
- Motivators make workers feel good about their job.
- Hygiene factors cause negative feelings.
- Pay and working conditions are hygiene factors, but improving them does not motivate.
- Motivators, including job enrichment, motivate by increasing satisfaction and willingness.
Nature of Job Enrichment
- Creating meaningful units of work
- Having a considerable variety of tasks
- Requiring high knowledge and skills
- Allowing workers more autonomy
McClelland and Motivational Needs Theory
- Identified three motivational needs: achievement, authority/power, and affiliation
- Achievement motivation - involves seeking realistic and challenging goals
- Authority/power motivation - desire to control others; personal prestige, and pride
- Affiliation motivation - need for friendly relationships
McClelland - Characteristics of This Person
- Achievement: has a strong need to set and accomplish challenging goals, enjoys feedback, likes to work alone.
- Affiliation: wants to belong to the group, wants to be liked - favors collaboration over competition, dislikes high risk/uncertainty.
- Power: wants to control/influence others , enjoys winning, competition, enjoys status/recognition.
Content vs Expectancy Theory
- Content theory offers something automatically motivating to an employee.
- Process theory outlines a process to motivate an employee.
Vroom - 1964
- Defined motivation as a process of choosing between different voluntary activities.
- The process is controlled by the individual.
Vroom and Expectancy Theory
- Individuals have different goals and are motivated if they believe : effort connects to performance, performance leads to rewards, the reward is valued, and the desire of the reward is strong enough to make the effort worthwhile.
- Valence, expectancy, and instrumentality are three core beliefs in Vroom's theory.
Essay Question
- Discuss how the theories of both Vroom and McClelland can be applied to motivate staff.
McClelland (Answer Outline)
- Explanation of McClelland's theories as human needs.
- Understanding the dominant need in employees to utilize them appropriately. (e.g., people with high affiliation needs are good team players.)
- Putting people with similar needs together can have negative consequences.
- Individual needs should be understood and accounted for appropriately.
Vroom (Answer Outline)
- Explanation of Vroom's process theory as different from content theories.
- Importance of actually fulfilling commitments and rewarding employees in line with performance.
- Making performance targets achievable and realistic to encourage employees.
- The desire to satisfy a valued reward should be incentive enough for workers to work harder.
- Misunderstanding the value of reward can lead to demotivation and resignation.
Financial Motivators
- Different payment methods (salary, piece rates, commission, bonuses, performance-related pay.)
Example - Pay and Perks Comparison (Airlines)
- Data comparing salary and perks from different airlines for cabin crew.
It's Not About the Money
- This is concerned with financial and nonfinancial incentives provided by employers. Data is presented to show the effectiveness.
Telemarketing Ltd
- Human resources manager at Telemarketing was under pressure from employees leaving.
- Recruitment and training costs, and cover for absent employees, are reducing profitability.
- Telemarketing is profitable but has increased staff turnover over recent years, especially from telephone sales workers. Two ways employees sell products and services at Telemarketing company.
- Data on employee absence & turnover.
Content
- Explanation of the term 'commission payment'.
Non-financial Motivators
- Non-financial motivators are intangible and do not involve money directly, which will inspire and engage employees.
- Examples include recognition, added responsibility, participation in decisions, flexible schedules, mentorship, feedback, training, induction, opportunities for promotion, job re-design etc.
Job Design
- Continuous efforts to organize activities, tasks, duties and responsibilities into work units.
- Job objectives are usually decided with employee input.
- Job Redesign focuses on changing existing jobs to boost worker motivation and commitment.
Job Rotation
- Benefits could be reducing boredom, improving flexibility and coverage for absence.
- Job rotation has limitations that do not enhance empowerment nor responsibility for the given task.
Job Enlargement
- Increasing the number of tasks performed by an employee to reduce the monotony.
- Increases workers satisfaction by assigning the whole part or maximum part of a project.
Job Enrichment
- Job design strategy to motivate by increasing responsibilities and make the job more rewarding.
- Benefits of job enrichment include complete work units.
- Workers contribution can be identified and more challenging tasks are provided.
Limitations - Job Enrichment
- Lack of experience
- More work assignments that may overburden workers.
- Issues with control supervision.
Employee Participation
- Introducing employee participation at various levels
- Time-consuming but can increase quality circles, effectiveness, job satisfaction and lower costs.
- The limitations of employee participation include time constraints.
Quality Circles (QC)
- Group of 5-10 employees.
- The focus of meeting is to identify, analyze, and solve work-related problems.
- Meetings not formally led.
- All employees can participate in discussions
- Results can benefit the whole organization.
Benefits of Quality Circles
- Workers have experience in handling issues.
- Results presented to management and implemented.
- An effective way for involving employees.
Limitations of Quality Circles
- Time-consuming meetings could affect production.
- Not everyone prefers participation in quality circles.
- Management may not adopt all recommendations.
Team Working - Benefits
- Empowerment of teams to make decisions.
- Reduction in absenteeism due to accountability among team members.
- Better performance motivation linked with social, and esteem needs.
- Increased productivity and reduced labor turnover.
- Teamwork utilizing various talents, creates better solutions to problems.
- Reduced management costs.
Team Working - Limitations
- Not all individuals are team players.
- Training may be required to improve team collaboration.
- Some individuals may feel left out or excluded.
- Conflicts in team values or attitudes can arise.
Scripts/Question 6
- Discussing how airline management motivates cabin crew requires referencing relevant motivation theories studied.
Answer Outline - 20 marks
- Introduction - Importance of understanding cabin crew.
- Definition of motivation in the context of airline cabin crew.
- Intros on motivational factors impacting cabin crew.
- Explanation of tangible and intangible services (e.g. financial and non-financial rewards).
Answer Outline - Financial factors
- Taylor's theory of economic man.
- Motivating factors like pay increments, bonuses.
- Performance related pay; ownership through shares.
- Fringe benefits such as travel and insurance.
Answer Outline - Non-Financial Factors (Herzberg)
- Herzberg's theory on motivators and hygiene factors.
- Using principles of job enrichment - job rotation, training and task variety.
Answer Outline - Evaluative Conclusion
- The answer needs context-specific solutions for airline cabin crew using combined motivational tools.
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