Unit 2 – Chapter 9 Motivation

1. Unit 2 – Chapter 9 Motivation Page:162-165

2. Job Enrichment Aim to use the full capabilities of workers by giving them the opportunity to do more challenging and fulfilling work Hygiene Factors Aspects of a worker’s job that have the potential to cause dissatisfaction, such as pay, working conditions, status and over-supervision by managers Motivating Factors Aspects of a worker’s job that can lead to positive job satisfaction, such as achievement, recognition, meaningful and interesting work and advancement at work

3. McClelland (1917-1998) and motivational needs theory • Workplace Motivational Thinking • Achievement-based motivational theory • Improvements in employee assessment methods He Identified three fundamental motivational needs: • Achievement Motivation (n-ach) • Power Motivation (n-pow) • Affiliation Motivation (n-affil) Explain?

4. Process theories: Process theories emphasise how and why people choose certain behaviours in order to meet their personal goals and the thought processes that influence behaviour Vroom – Expectancy Theory • There is a positive link between effort and performance • Favourable performance will result in a desirable reward • The reward will satisfy an important need • The desire to satisfy the need is strong enough to make the work effort worth while

5. Expectancy theory is based on the following three beliefs: Valence – the depth of the want of an employee for an extrinsic reward, such as money, or an intrinsic reward such as satisfaction 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

6. When you get a question don’t just list the advantages and disadvantages of the theory relate it back to the case study given Reward System: • Hourly or time wage rate • Piece Rate • Salary • Commission • Performance related pay and bonuses • Profit Sharing • Fringe Benefits Explain?

7. Non – Financial methods of motivation • Job rotation • Job enlargement • Job enrichment • Team working • Quality circles • Target setting • Delegation • Empowerment • Participation Job Rotation: Increasing the flexibility of the workforce and the variety of work they do by switching from one to another Job rotation should not be confused with job enrichment. Rotation may relieve the boredom of doing one task and it can give the worker multi-skills

8. Job enlargement: attempting to increase the scope of a job by broadening or deepening the takes undertaken It can include both job rotation and job enrichment, but it also refers to increasing the ‘loading’ of takes on existing workers perhaps as a result of shortage of staff or redundancies. Job enrichment: involves the principle of organising work so that employees are encouraged and allowed to use their full abilities not just physical effort The process often involves a reduction of direct supervision as workers take more responsibility for their own work and are allowed some degree of decision-making authority

9. Job redesign: involves the restructuring of a job usually with employees’ involvement and agreement to make work more interesting, satisfying and challenging Job redesign is closely linked to job enrichment How?

10. Quality circles: they are voluntary groups of workers who meet regularly to discuss work – related problems and issues They are not just concerned with ‘quality’, although improving quality of the product or service can be a major benefit. The meetings are not formally led by managers or supervisors, they are informal and all workers are encouraged to contribute to discussions. Worker Participation: workers are actively encouraged to become involved in decision making within the organization Worker participation might include involvement in decisions on break times, job allocations to different workers, job redesign, ways to improve quality and ways to cut down waste and improve productivity.

11. Team Working: production is organised so that groups of workers undertake complete units of work • This may lead to : • Lower labour turnover • More and better idea from the workforce on improving the product and the manufacturing process

13. Chapter Finished Guys! Well Done!