1. Motivation in Practice Non-Monetary Methods PEOPLE MOTIVATION AND LEADERSHIP

2. An Introduction Financial rewards often used to motivate employees and improve productivity.

3. An Introduction Breaks, holidays. Job security. Safe, healthy working environment. Friendly colleagues, superiors, subordinates. Interesting, stimulating tasks. Other factors are important, such as:

4. An Introduction Recognition for effort, achievement. Chance to take responsibility, chance of promotion Independence Opportunities to show how good you are Other factors are important:

5. An Introduction High degree of specialisation to maximise productivity. Expansion of mass production systems led to:

6. An Introduction become experts in performing tasks. be quicker and / or to generate less wastage. Specialisation enables employees to:

7. An Introduction Becomes boring and repetitive. Can lead to employees losing interest, as job:

8. An Introduction increased absenteeism, high labour turnover. lower productivity, poor quality work. Can lead to:

9. An Introduction redesigning jobs to make them more challenging/fulfilling. giving people more freedom over aspects of their work. allowing people to work in teams. Methods to increase job satisfaction involve:

10. Definition Job Enlargement Providing staff with more tasks of same / similar nature.

11. Explanation Job Enlargement Employee given several different tasks to do all requiring similar level of skill.

12. Explanation Examples Shop floor workers in supermarket: move from filling shelves in grocery department to... rotating goods in produce department. Checkout assistant also serving behind deli counter. Job Enlargement

13. Potential advantages and disadvantages Providing some variation of tasks may help to: reduce potential boredom from just concentrating on one task, increasing job satisfaction and productivity. Increase efficiency - workers being able to fill in for absentees. Job Enlargement

14. Potential advantages and disadvantages May also require much less training than job enrichment. However, it may: not motivate those who would prefer extra responsibility rather than more tasks of the same nature. still lead to claims for additional pay. Job Enlargement

15. Potential advantages and disadvantages May also require much less training than job enrichment. However, it may: result in a fall in productivity as employees find it harder to concentrate on several activities rather than one, and / or switch between tasks. Job Enlargement

16. Definition Job Enrichment Providing employees with more challenging tasks and / or greater responsibility and ultimately, opportunities to demonstrate their abilities.

17. Explanation Job Enrichment May include allowing employee on production line to: plan their work. order materials. supervise others. carry out routine maintenance.

18. Explanation May involve different skills, carry additional responsibility. Greater responsibility at work helps to motivate individuals. Job Enrichment

19. Potential advantages and disadvantages Advantages Disadvantages Job Enrichment

20. Potential advantages and disadvantages Advantages Disadvantages Greater job satisfaction for individual employees. Job Enrichment

21. Advantages Disadvantages May not suit all – some not willing / have the ability. Training costs. Increased pay. Job Enrichment Potential advantages and disadvantages

22. Definition Job Rotation Providing employees with job variety by changing their job or tasks at various intervals

23. Explanation Job Rotation Type of job enlargement. May include moving an employee: from one part of production line to carry out different task. to a new department, eg finance to personnel.

24. Potential advantages and disadvantages Job Rotation Similar to job enlargement – providing some variety may: reduce potential boredom from concentrating on one task, increasing job satisfaction and productivity. Increase efficiency with workers easily being able to fill in for others in the case of absentees.

25. Potential advantages and disadvantages Job Rotation May also require much less training than job enrichment. However, it may: not motivate those who would prefer extra responsibility rather than more tasks of the same nature. still lead to claims for additional pay.

26. Potential advantages and disadvantages Job Rotation May also require much less training than job enrichment. However, it may: Also result in a fall in output as employees learn new jobs and take time to settle in when switching between jobs / tasks.

27. Definition Team Working Where the production or provision of a service is organised into working groups, instead of individual employees specialising in individual tasks.

28. Explanation Team Working Groups of employees responsible for a particular department, product or process, are allowed to decide how work is to be divided / controlled in terms of speed / pace, including timing of breaks. Linked with Mayo ’ s ideas re: social needs of individuals. Groups of employees responsible for a particular department, product or process, are allowed to decide how work is to be divided / controlled in terms of speed / pace, including timing of breaks. Linked with Mayo ’ s ideas re: social needs of individuals.

29. Potential advantages and disadvantages Advantages Disadvantages Team Working

30. Advantages Disadvantages Better decision making and increased productivity. Greater innovation / willingness to take risks. Less disruption to the workplace, eg if flexible workers. Team Working Potential advantages and disadvantages

31. Advantages Disadvantages Greater scope for conflict. Team Working Potential advantages and disadvantages

32. Definition Participation The joint involvement of management and employees in Making decisions on matters of mutual concern. The joint involvement of management and employees in Making decisions on matters of mutual concern.

33. Levels of Participation Participation Information sharing. School council. Worker directors. Worker councils.

34. Potential Advantages and Disadvantages Advantages Disadvantages Participation

35. Advantages Disadvantages Employees feel more valued and fulfilled: Potential advantages and disadvantages Positive relationships between management + employees Improved motivation and performance. Participation

36. Advantages Disadvantages Easier implementation of decisions. Better quality decisions. Potential advantages and disadvantages Participation

37. Advantages Disadvantages Decisions taken more slowly. Greater potential for conflict. Potential advantages and disadvantages Participation

38. Management by Objectives (MBO) Management by objectives involves every employee having targets to achieve, derived from aims/objectives of the business. Definition

39. Key Benefits Provides unity and direction. Provides motivation. Management by Objectives (MBO) Purpose

40. Delegation The act of giving duties and / or the responsibility and authority for decision making to subordinates (workers below you). Definition & Explanation

41. Principles of Good Delegation Great deal of trust Willingness of managers to delegate responsibility. Delegation Requires:

42. Frees up top management time to focus on major issues. Employees feel valued / trusted. Lower supervision costs. Delegation Potential Advantages and Disadvantages Some workers, however, not willing / have the ability. Training to ensure employees carry out tasks as required.