Motivation

Homework: Exercise:
Page 132 Nr. 10.4 (30
min)
136 Google exercise
 136 Google exercise
a Managers leave workers to make their own decisions and organise own work patterns.
b Monetary rewards paid to workers to increase motivation, bonus, commission, piece rate.

2 Democratic: managers listen to workers, take on board opinions, managers then make decisions and inform
subordinates.
Autocratic: manager makes all decisions, no consultation. Subordinates are told of decisions.

3 Reputation as a good place to work – makes it easy to recruit the most able people leading to greater innovation.
10% free time working on own projects results in 50% of most innovative products.

4 Yes – professional employees can be trusted to carry out work effectively, although probably not the most
appropriate in a multi-branch bank where consistency is important and need to follow regulations. However,
could allow a degree of autonomy or opportunity to offer ideas.

No – dealing with customers who will expect certain standards across all employees and branches, much of work will be
governed by guidelines and regulations. Tend to be hierarchical structures.
Q&A
QA: Which theorist identified ten roles
common to all managers?

a) Maslow
b) Fayol
c) Mintzberg
d) Porter
e) Hofstede
Name three functions of managers according
to Fayol?
Outline two personality characteristics that you
think are important for a successful leader to
have…
Exercise: Page 132 Nr. 10.4 (30 min)
Motivation

Task: Draw a mindmap with your

partner: What are the benefits of a
business that has a motivated
workforce?
What are the benefits of a business that has a
motivated workforce?
- Increase in collaboration
- Lower labour turnover
- Lower absenteeism
- High productivity
- Positive and friendly work culture
- More creativity and innovation
- More and faster idea development
- Willing to make improvements for the company
- Less disputes/conflicts within the workforce and between workers and managers
- Better public image
- Better customer service
What are the benefits of a business that has a
motivated workforce?
- Increase in collaboration
- Lower levels of staff turnover, higher commitment
- Better problem solving
- Better reputation
- Improved customers
- Getting work done faster
- Satisyed employees, more productivity
- Less consumer problems
- Pleasant environment
- Better utilization of resources
- Improved relation between employees and managers
What are the benefits of a business that has a
motivated workforce?

• Higher productivity
• More commitment
• More innovation / creative ideas
• Lower labour turnover
• Loyalty and trust between workers and employers
• Better overall quality
• Healthy work atmosphere / less absenteeism
• Accept responsibility
• Better image to general public and customers
Gains from well-motivated staff

• Increased output capacity caused by extra effort

• Low labour turnover
• Prepared to accept responsibility
• Low absenteeism
• Loyal employees and increasing customer satisfaction
• the employees create the customers experience and brand image.
• Motivation of workers has a direct impact on productivity and customer
satisfaction
• Motivated staff cares about the success of the business and work better
Motivation – Why is it
important?
• The employees create the customers experience and brand image.
• Motivation of workers has a direct impact on productivity and
customer satisfaction
• The effective management of people becomes more important with
rising staff expectations
• Motivated staff cares about the success of the business and work
better
What is motivation?

• Internal and external factors that stimulate people to take actions

that lead to achieving a goal
• Motivation results from the individual‘s desire to achieve objectives
and to satisfy needs
• Motivated workers try to achieve their own personal goals
Motivation: Motivation is about the ways a
business can encourage staff to give their best.

• What motivates you to work hard in lessons?

• What stops you working hard in lessons?
• What motivates you to do homework or revise for a test?
• Is this motivation or movement, i.e. do you genuinely want to do it or
are you forced to?
• What is the correlation between your level of motivation and
performance?
Extrinsic Motivation
• Participating in a sport to
win awards
• Cleaning your room to
avoid being reprimanded
by your parents
• Competing in a contest to
win a scholarship
• Studying because you
want to get a good grade
Intrinsic Motivation
• Participating in a sport
because you find the activity
enjoyable
• Cleaning your room because
it helps you feel organized
• Exercising because you want
to relieve stress
• Studying a subject you find
fascinating
Theories of motivation
• Individuals are motivated by the desire to fulfill their inner needs
• The approaches focus on the human needs that energise and direct
human behaviour and how managers can create conditions that
allow workers to satisfy them
Theories of motivation

1. Taylor and scientific management

2. Mayo and the human relations theories
3. Maslow and the hierarchy of human needs
4. Herzberg and the ‚two-factor-theory‘
5. McClelland and motivational needs theory
6. Vroom and expectancy theory
Task Team Activity : Theories of
motivation
• carry out research into your allocated theory and
prepare a presentation and handout explaining this
theory with your team

1. Taylor and scientific management (Group 1)

2. Mayo and the human relations theories (Group 2)
3. Maslow and the hierarchy of human needs (Group 3)
4. Herzberg and the ‚two-factor-theory‘ (Group 4)
5. McClelland and motivational needs theory (Group 5)
6. Vroom and expectancy theory (Group 6)
Task Team Activity : Theories of
motivation
Taylor (1856 – 1915) and scientific
Management
Taylor (1856 – 1915) and scientific
Management
Mayo (1880 – 1949) and the human relations
theory

• The development of the „people“ side

of business Has taken industry away
from the engineer focused And purely
money motivated views of Taylor.
• This trend was sustained by the work
of Maslow and Herzberg
Maslow and the hierarchy of human needs
If work can be organised so that we can satisfy some or all our needs at work, then we will become more
productive and satisfied
Maslow and the hierarchy of human needs
Herzberg and the two factor theory
Herzbergs research was based around questionnaires and interviews with
employees to discover:
- Factors that led to them having very good feelings about their jobs
- Factors that led to them having negative feelings about their jobs

His conclusions were that motivators lead to job satisfaction and hygiene factors
should prevent dissatisfaction!
McClelland and Motivational Needs
Three types of motivational need:
1. Achievement Motivation (n-ach)
2. Authority/power motivation (n-pow)
3. Affiliation Motivation (n-affil)
McClelland and Motivational Needs
McClelland stated that these three needs are found to varying degrees in all
workers and managers. The mix characterises a persons behavior, both in terms
of what motivates them and how they believe other people should be
motivated

Three types of motivational need:

1. Achievement Motivation (n-ach)
2. Authority/power motivation (n-pow)
3. Affiliation Motivation (n-affil)
Vroom and expectancy theory
Individuals choose to behave in ways that they believe will lead to outcomes
they value!
His expectancy theory states that individuals have different sets of goals and can
be motivated if they believe that:
Activity:
Worksheet 11
Activity:
Activity: Page 143 Nr. 11.2.
Activity 11.2 (page 143): Three workers discuss the work they do in their
different businesses
1 Maria’s esteem met as she feels appreciated. Asif’s social needs met
through the group of friends he works with. Esteem needs not met as he
does not feel appreciated. Imran’s safety needs not met.

2 Hygiene factors (job security, wages): have the potential to cause

dissatisfaction, related to labour turnover; do not motivate employees;
are present through good relationships with colleagues and pay.
Motivators: increase level of responsibility, provide training, job
enrichment, empowerment, job rotation, offering a clear career path so
that there are opportunities for promotion.
How managers can influence motivation

• Monetary factors: : some staff work harder if offered higher pay.

• Non-monetary factors: other staff respond to incentives that have
nothing to do with pay, eg improved working conditions or the chance
to win promotion.
Payment methods
• Time rate: staff are paid for the number of hours worked.
• Overtime: staff are paid extra for working beyond normal hours.
• Piece rate: staff are paid for the number of items produced.
• Commission: staff are paid for the number of items they sell.
• Performance related pay: staff get a bonus for meeting a target set by
their manager.
• Profit sharing: staff receive a part of any profits made by the
business.
• Salary: staff are paid monthly no matter how many hours they work.
Non-pay methods of motivation
• Job rotation: staff are switched between different tasks to reduce
monotony.
• Job enlargement: staff are given more tasks to do of similar difficulty.
• Job enrichment: staff are given more interesting and challenging
tasks.
• Empowerment: staff are given the authority to make decisions about
how they do their job.
• Putting groups of workers in a team who are responsible together for
completing a certain task.
Non-pay methods of motivation
• Training: Improving and developing the skills of employees is an
important motivator
• Worker participation: workers are actively encouraged to become
involved in decision making within the organisation
Homework: Unrest at the factory (page 156
Nr. 1) Read pages 151 - 153
Questions and worksheet 12
1. Explain how the payment of a fixed monthly salary could help
to satisfy some of the needs identified in Maslow‘s hierarchy
2. Why did Herzberg consider it to be important to differentiate
between movement and motivation?
3. Why did McClelland believe that achievement was so
important to motivation?
4. State three factors of Taylors research that might be relevant
to modern manufacturing industries
Homework: Why women are happier at work
than men – page 157 Nr 3
Homework: How Starbucks develops its
employees
1. What is meant by the term ‚on the job training‘? How does the
training look like?
2. Analyse the benefits to starbucks of extensive employee training
3. Discuss whether an extensive training programme is sufficient to
ensure a motivated and loyal workforce
4. Research task: Write a short report to Starbucks director on the
importance of effective recruitment and selection of new
employees.
On the job training
• Instruction at the place of work
• Watching or working closely with existing experienced member of
staff
• Cheaper then sending recruits on external training courses

Off the job training

• Specialist trainings centre
• Courses by universities or IT institutes
• Introduce new ideas that the firm currently has no knowledge of