Motivation PDF

MOTIVATION Mlotivati0n the act or process of sti:mulatng an action. providn an ucentive or motrve, espectally for an act completed. lt also detincd as what causcd peopleto act or do sonething in apostive way. Motivation Theor - the stud of fhctors that ntluence the behavior of people in the wor...

MOTIVATION Mlotivati0n the act or process of sti:mulatng an action. providn an ucentive or motrve, espectally for an act completed. lt also detincd as what causcd peopleto act or do sonething in apostive way. Motivation Theor - the stud of fhctors that ntluence the behavior of people in the workplace: Why moivate enplorees? Low Libor turnover V Low absenteeism They are more prepared to accept respons1bilty v They nmay begin to make suggestions for improvements High productivity Indicators of poor staff motivation Absenteeism -a deliherate abscnce for which there is not asatisfactory cxplanation.,often ollows apattern Lateness - arriving late may often become habitual Poor Performance -poor-quality work; iow levels of work or greater wastc of materials Accidents -poory motivated workers arc ofien mor carless, concentrate less on tlheir work or distract others which will increase accidents Labour Turnover -cople leave for reasons that are not positivc; even if they do not get other jobs, thcy spend time trying to get them Grievances - there are nore of then within the workforee and there might be more union disputes Poor Response Rate-workers do not respond very well to orders or leadership and any response is otten slow. if employment does not prov ide the conditions for these huntan eeds to be met, tvorkers are likelv to be very demotivated. Social connection: Challenge: by providing different work tasks and by working in groups or teams chance of promotion Significance: by praising Certainty: by providng and recognising employment contracts and performance some jot security I'igure 1L.3:How humn iccds can be satisticd at work SHIHABUN SHAKIB shihabunshakib @gmail.com 32.  Not done E.W. Taylor's (I856-1915) and Scientific Management A. Tavlor-an Americarn engincer who invented work-study and founded the scientific approach to minagement. He consdered moner to be the manfactor that motrvated workers. so heemphasized the benefits of Pre Vork. Scient1fic Management -business decisiornmaking based on data that are rescanched and tested quantitatively in order to improve cficiency of an ong1nization. Higher efficieney would generae higher profits and thus higher wagrs to workers. How toimprove output per worker or productivity - Taylor's scientific approach Select workers to perfom atisk. Y Observe thenm pertorming the tisk and note the key clements of it. Record the time taken to do cach part of the task. Identifv the quickest nmethod recordod. V Train allworkers in this quickest nethod and do not allow them to make any changes to it. Supervise workers to ensurethat this best way' is being carried out and time them to check hat the set time is not being excceded. Par workers on the basis of results bascd on the theory of economic man. What did Taylor recommend: v Division of Labour breaking a job into snall repetitive tasks, cach of which can be done at a speed with lttle training V Piece work -payment b resules cg. lor cver unitnmale ther reeire a certain anount of moner / Tight Managenment - cnsttes workerS cOncentrate on their jobs and follow the correct processes. vor'sapproach RetwnEOodern indstr EconomiC Man Some ianagers stilt believe that morey is the only way to motivate stalt. However, the more gereral view is that workers have a wide range of needs -notjust money - that cat be mel, in part at least, from work. Select the right people for each job Betore Taylor therehad been few attempts to identify the principles ofstaff selection. The importance he gave to this is stillreflected in the significarnce given to careful staff selection in nearty ali busineSses. Observe arnd recordthe pertormarnce This was widely adopted ant became knowrn as time ani nnotion stucdy: Regarded with of staff stuspicion by workers as a way of making them work harder, it is still enplayed as a technique but ofren with the cooperation and involvement of staf. Estalbishthe best method of doing a Again, of thisis stillaccepted as being important as eficiencycdepends on the best vays job-mothoi stuiy working being adopted. However, the Taylor approach of manageent giving instructionsto wotkers wit1no discuSsian ortelback is consiciered to be tundesirable. Worker participationin devising best work practices is howencouraged. Piece-work payment systens This is not now a widely uselpayment system. Qualty may be sacriticed n the search for quantity workars willvary outut according to ther financial needs at difterent Iimes of year andit discortles then fromaccepting changes at work in case they lose sOme pay. In nost of modetn industry. especially service industries, it has become very dticult to itentity the outputot individual wotkers. Table 11.2 Evauating how relevant aylor 's views and methods are today SHIHABUN SHAKIB [email protected] 33  five-t car perod at the Hawthorne Elton Mayo (I880-I949) The Hawthorne Effect his team conducted over a factory ofIW'estern Electric Co. in Chicago Hawchorne Effect. He concluded that: liton Mavo motivational thecotist bascd on his studies known as The Changes in work conditions and fna cial rew aris had lttle or no cffeet on productivitY mproved hen management consulted workers and took an nterest, motivItion v Team work and developing team spirit can mprove productivity motivtional cttect VWhcn some controlorer ther own working lives is given, there Is a positive influenced by informal leaders of the Groups can establish their own targetsor noms nd these can bc grcatly group. Masiow's- Hierarchy of Needs has had a major Abraham Maslow an American psychologist whose work on human needs influence of management thinking. His Hierachy of Needs suggests that people have similar types of needs from low level basic needs to the need for achievement. Self Actualisation Self-Esteem Needs Social Needs Security and Safety Needs Physiological Needs Self-Actuualisation -the need to fulfil one'spotential through actions and achievements, Maslowdid not believe this need could be filled fully and thought people would always strive to develop further and achieve more. Self-Esteem Nesds the need to have self-respect and respect from others, positive feedback, gain recognition and status for achievement, and opportunities from promotion. Soctal iNeeds -the desire for friendship, love and a sense of belonging, or being part of a team. Facilities like staff rooms and canteens are important to fulfil this. Safety Necds the need for security, a secure job, safe working environment, clear lines of accountability and responsibility. hysiologio the requirement for food, clothes and shelter. ln relation to work it's the need to earn income to acquire these things ancd to have reasonable wor king conditions. SHIHABUN SHAKIB shihabunshakib @gmail.com BA Limitations of Maslow's Criticismns of Maslow's approach hierarchy include: Not everyone has the same necds, as is assuned by Inpractice it can be very difficult to identifythe the hierarchy. degree to Money is necessary to satisfy physical needs, yet it might alsowhich each need has been met and which level a worker is play a role in satisfying the other levels of needs. High On. can increase status and esteem. incomes Self-actualisation never pemanently achieved. Jobs must continually offer challenges and is otherwise regression will occur. opportunities for fulflment, Herzbere's (1923-2000) Two Factor Theory Iredernck Herzberg an American psvchologist whose research led him to satisfaction and dissatisfaction. develop the Two-factor theory of job Motivators Sense of Achievement Hygiene/Maintenance Factors Working Conditions Recognition for effort and achievement Supervision Nature of the work itself Pay Responsibility Interpersonal relations Promotion and improvement opportunities Company police and Admin e.g. paperwork, rules Motivators aspect of a worker's job that can lcad to positive jolb Hygiene Factors aspects of a worker's job that have the potential satisfaction to cause dissatisfaction. Have considerable variety Produce a meaningful Require high unit of vork knowBedge and skils Jobs which. Create chances for Give workers\ personal morg developent autonony Require workers to show responsibility, Figure 1.7: The nature of job enrichnent SHIHABUN SHAKIB [email protected] B5  David McClel'ancd- Motvatioral Naeds Theory goals and job advancement Achiavement Motiv: aperson with astrong need to achieve motivated' Authority/Power Motiv ation aperson with a dominant need is authority relationships and interaction Attiiation Motivation - a person with aneed for affiliation, friendly with other people Vector Vro om-Expectancy Theory their personal Vroom's Theory - that an employee's motivation to a complete a task is influenced by of views regarding the possibility of completing the task and the possible outcome or consequence completing the task. The theory is based on three beliefs: Valence' - the depth of the want of an employee foran extrinsic reward, such as money or an intrinsic reward such as satisfa ction 'Expectancy' - the degree to which people believe that putting effort into work will lead to a given level of performance Instrumentality' - the confidence of employees that they will actually get what they desire, even if it has been promised by the manager  Main disadvantages of time Often used in situations where... Main advantages of time-based Wage rate based wage rate It offers some security over There is no incentive to The output of non-managerial increase output as pay level jobs is not easy to measure. pay levels (e.g. during slack periods of demand). is not directly linked to Focus on quality is more output. important than quantity. Different rates can be offered Labour cost per unit will to different types of workers. depend on output, which may vary. wage rate Table 11.3: Advantages and disadvantages of time-based Often used in Main disadvantages of piecerate Main advantages of piece situations where... rate The output of It motivates workers to Quality might fall. each worker is increase output. In many jobs, individual worker output cannot easy to be calculated. identify and It is easy to calculate the labour cost per unit. There is no security over the level of pay (c.g. measure. in the event of production delays). There is a need Workers may become stressed and unwell by to keep unit Costs as low as trying to ean more. possible. Table I 1.4: Advantages and disadvantagcs of picce rate SHIHABUNSHAKIB [email protected] B7 Main advantages of salary Main disadvantages of salary Often used in situations where... It offers the security of a pay It is not directly linked to Status and security of level to employees. output so complacency may income are important be a problem. motivators in managerial or There are different salary non-manual jobs. levels for different grades of It may lead to low workers. achievement/motivation if the Overtine pay for extra effort and achievement of the hours is not expected. It is suitable for jobs wherc employee are not regularly Outpit is not mcasurable. checked with appraisal. It is often fixed for one year. so labour costs are easier to forecast. Table 11.5: Advantages and disadvarntages of salarv Main advantages of commission Main disadvantages of commission It creates the incentive to increase sales. It discourages teamwork amongst 'sales It may be in addition to a basic salary so it employees. could offer some security of pay too. It may lead to pressurised selling which damages customer relationships. Table I 1.6: Advantages and di_advantages of commission Main disadvantages of bonus |Often used in situations vhere... Main advantages of bonus payment payment It can cause resentment if The business wants to make It is paid to individuals for one-off payments which are outstanding work or to teams the bonus is not received. not part of an employment for reaching targets. |tdamages team spirit if contract. It creates the incentive for some members receive a bonus and others do not. The business wants to revard employees to do vell. employees for good It is in addition to basic It reduces motivation if no performance. sulary, so it offers some bonuses are paid, c.g. if security too. sales are falling. Table I 1.7: Advantages and disadvantages of bonus payment SHIHABUN SHAKIB [email protected]  Often used in situations Main advantages of |Main disadvantages of where... performance-related pay performance-related pay It requires frequent target Managers want to Individual bonuses for setting and appraisal interviews. encourage target setting meeting pre-determined targets and target achievement. If the bonus is low. it may not may encourage workers to work lead to greater effort as Employee performance hard to meet these targets. motivation will not be cannot be measured in increased. terms of output produced or Target setting can form part sales achieved. of the hierarchy of Managers might show objectives to meet the favouritism to some employees company's aims. by giving generous bonus payments. Table 11.8: Advantages and disadvantages of performance-related pay Main advantages of profit Main disadvantages of profit often used in situations sharing where... sharing It might only be a very small Managers want to increase It aims to increase the commitment of the workforce proportion of total profits so employee focus on business to make the business is not motivating. profits to encourage cost cutting and revenue profitable. Shareholders might object as increasing ideas. it could reduce profit for It might lead to suggestions for cost cutting and ways to them. increase sales. It reduces profit retained for expansion. Table 11.9: Advantages and disadvantages of profit sharing Main disadvantages of share Often used in situations Main advantages of share oWnership where... ownership It reduces the conflict of It may be a very small Senior managers need to number of shares so is not increase their conmmitment objectives between owners to the success of the and workers. motivating. business. It encourages an increased Shares might just be sold so sense of belonging and there is no long-term The business wants to commitment. commitment. encourage loyalty and Workers are more likely to Managers often receive more participation from all participate in decision shares so the workforce may employees. making aimed at business feel resentment towards the succeSs. managers. Table 11.10: The mainadvantages and disadvantages of share ownership SHIHABUN SHAKIB shihabunshakib @gmail.com  Disadvantages of teamnworking Advantages of teamworking Teams areempowered by being given Not everyone is a team player as some decision-making authority over their work and individuals are more efÉective vorking alone. Trainingmay need to be offered to team the planning of it. This is a good example of members who are not used to vorking job enrichment. collaboratively in groups. Some workers may Workers will not want to let down other team feel lett out of team mectings unless there are members so absenteeism should fall. real efforts to involve all team members. Workers are likely to be better notivated as Teams can develop a set of values and social and esteem needs are more likely to be attitudes which mav conflict with those of the met. organisation itself. particularly if there is a Better-motivated teamn members increase dominant personality in the group. Teams will productivity and labour turnover is reduced. need clear goals to ensure that they are working towards the objectives of the It makes full use of all of the talents of the organisation. workforce. Better solutions to problems wil often be found. The introduction of teamworking will require training to improve employee flexibility and It can lead to lower management costs as it is this could be costly. often associated with delayering of the organisation so fewer middle managers wvill be There may be some disruption to production as required. the teams establish themselves. Complete units of work can be given to teams. Table I.ll: Advantages and disadvantages of teamworking SHIHABUN SHAKIB [email protected]