1. Unit 3: Organisations and Behaviour
Motivation in practice
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2. Session objectives
To explain how managers attempt to direct employee behaviour for good of organisation
To explain why some
strategies work and others don’t
To discuss range of rewards & incentives that might act as motivators
(3.02, criteria and 3.3.3)
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3. Exercise 1 Why is motivation important to any organisation? Discuss
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4. Rewards and Incentives
A token (monetary or otherwise) given in recognition of some contribution and/or success
Incentive
The offer or promise of a reward, designed to motivate the individual or team (carrot in front of the donkey!!)
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5. Rewards and Incentives
The satisfaction of ANY of the individuals’ needs/wants is seen as reward
Different people have different needs/wants which will motivate them if satisfied – it’s not just about money!
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6. Rewards and Incentives
Other means of reward:
Relationships
Recognition/praise
Job satisfaction/enrichment/enlargement
Participation in decision making
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7. Job satisfaction achievement recognition responsibility
satisfaction in the work itself
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8. Job satisfaction Little evidence that a satisfied worker works harder
Satisfied workers tend to be loyal
Absenteeism indication of dissatisfaction, or stress
Satisfaction correlates with mental health
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9. Job enrichment
The planned, deliberate action to build greater responsibility, breadth and challenge of work into a job
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10. Job enrichment Can include: Removing controls
Increasing accountability
Introducing new tasks and responsibilities
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11. Job enlargement
The attempt to wide jobs by increasing the number of operations in which a job holder is involved
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12. Job enlargement
It is argued that job enlargement is limited in its effect on motivation as the increase in tasks does not necessarily mean an increase in responsibility. A worker may move from one boring task to three!!
To be motivating, should be combined with ‘empowerment’
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13. Non-cash incentives/rewards
Suggestion schemes
Quality improvements
Performance improvement
Encouraging internal competition
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14. Pay as a motivator
Q: People want to earn ‘enough’ pay but what does this mean?
Also can be motivated by knowing their pay is fair
Can be linked to Maslow’s Hierarchy and Herzberg’s environmental (hygiene factors) – Q: How?
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15. Exercise 2 How do you feel about pay as a motivator?
Where would you draw the line between extra money and the hardships to earn it?
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16. To help increase motivation in the workplace
Link between effort & performance
Targets are challenging but realistic
Targets are agreed by both parties
Feedback is regular & informative
Rewards seen as fair, and tailored to individual requirements
Jobs designed for variety, significance, responsibility, development
Appropriate leadership employed (session 6) to deal with issues such as conflict and change
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17. Further research BPP book Chapter 10
Leadership power point session 6, slides 14 to end
Resources and delivery from this and the previous session cover 3.02, criteria and 3.3.3
If you are interested/are unsure about what motivates you in work, take this test!
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