1. Theory and Motivation Chapter 14

2. Evaluate the merits of different systems in given situations A
Lesson 5: Revison- Using the Specimen question paper
Target
Outcome
Who?
Keywords 
Explain the role of work in satisfying human needs
• Understand the concept of human needs such as
physiological and social needs
• Understand how work can help satisfy such needs C
Identify the different methods of financial reward
• Explain the different payment systems such as time rates,
piece rates, bonus payments, performance rates and
profit sharing
• Understand the significance of different methods
• Show understanding of non financial methods such as
fringe benefits
• Understand when benefits such as discounts on
products, free accommodation, use of company car might
be used B
Evaluate the merits of different systems in given situations A 2

3. Why do we work?

4. Motivation:
Motivation is the strength of commitment that individuals have to what they are doing
Workplace motivation is concerned with commitment to an organisation and its objectives and targets.
The factors which INSPIRE an employee to complete a task at work.

6. Motivation
Theorists

7. Maslow’s Hierarchy of Needs

8. Activity Self-respect, confidence Proving what you can do
Put these needs in order of importance
Self-respect, confidence
Proving what you can do
Friendship, contact, love, sex
Freedom, stability
Creativity
Food, shelter 8

10. Maslow’s Hierarchy of Needs
Scope of new skills, meet new challenges and development of one’s full potential
Self-actualisation
Status, power, trust, recognition
Self-esteem needs
Team working, communication, social facilities
Social needs
Job security, a clear job role, clear lines of accountability
Security Needs
Pay levels and working conditions
Basic Needs/Physical Needs

12. Theory X and Theory Y (McGregor)

13. Theory X and Theory Y (Douglas McGregor)
Workers are motivated by money
Workers are lazy and dislike work
Workers are selfish, ignore the need of the organisation, avoid responsibility and lack ambition
Workers need to be ontrolled and directed by management
Theory Y
Workers may have many different needs which motivate them
Workers can enjoy work
If motivated, workers can organise themselves and take responsibility
Management should create a situation where workers can show creativity and apply knowledge to job.

14. Herzberg

15. Herzberg’s two factor theory
Research into job satisfaction and dissatisfaction
Based on 200 accountants and engineers in Pennsylvania, USA
Asked to describe events that gave ‘good feelings’ about their jobs – Then probed why.

16. Herzberg’s two factor theory
Five factors stood out:
Achievement
Recognition for achievement
The work itself
Responsibility
Advancement

17. Herzberg’s two factor theory
He pointed out that each of these factors concerned the job itself - rather than issues such as pay or status.
Herzberg called these five factors ‘the motivators’.

18. Herzberg’s two factor theory
The researches then asked about ‘Bad feelings’ about their jobs
This revealed a separate set of five causes:
Company policy and administration
Supervision
Salary
Interpersonal relations
Working conditions

20. Herzberg’s two factor theory
He concluded that the common theme was factors which ‘surround the job’, rather than the job itself
The name given to these dissatisfies was ‘hygiene factors’.
This was because fulfilling them would prevent dissatisfaction, rather than cause motivation. ‘Careful hygiene prevents disease; careful hygiene factors prevent job dissatisfaction.

23. Activity
Task 1: Note the key points of Maslow, McGregor and Herzberg. Pg 209 Task 2: Explain how the use each theorist would effect a business. Task 3: Evaluate the importance of motivation and motivation theories
Key words
Content
Analysis
Evaluation 23

24. Payment or Financial reward system

25. Pg list

26. Non-Financial rewards

27. Non-Financial Methods of Motivation
Job Enlargement
Job Enrichment
Job Rotation
Appraisal Scheme
Pg 210

28. Match the job design, adv, disadv
Definition
Advantages to the business
Disadvantages to the business
job enlargement
movement between different jobs. Leads to multi-skilling. The ability to carry out several different jobs.
Multi-skilling benefits the employer because staff shortages can be covered more easily.
There will be training costs involved and employees may expect more pay
job rotation
Increasing the depth of the job by increasing the amount of discretion and authority for decision making the job holder has.
Fewer problems with boredom, so mistakes are less likely, which reduces costs.
High training costs: it may be difficult for the employee to balance new responsibilities with their existing work load.
job enrichment
including a wider variety of tasks within a job description. This is sometimes called horizontal loading and involves giving people more jobs to do that required the same level of skill.
It allows employees to test and develop their managerial skills, which lead to an increase in internal recruitment opportunities.
This system can be very complicated to organise, and the skill level achieved by an employee may not be the same for each job, causing variations in quality

29. Advantages to the business Disadvantages to the business
Answers
Job design
Definition
Advantages to the business
Disadvantages to the business
job enlargement
including a wider variety of tasks within a job description. This is sometimes called horizontal loading and involves giving people more jobs to do that required the same level of skill.
Fewer problems with boredom, so mistakes are less likely, which reduces costs.
There will be training costs involved and employees may expect more pay
job rotation
movement between different jobs. Leads to multi-skilling. The ability to carry out several different jobs.
Multi-skilling benefits the employer because staff shortages can be covered more easily.
This system can be very complicated to organise, and the skill level achieved by an employee may not be the same for each job, causing variations in quality
job enrichment
Increasing the depth of the job by increasing the amount of discretion and authority for decision making the job holder has.
It allows employees to test and develop their managerial skills, which lead to an increase in internal recruitment opportunities.
High training costs: it may be difficult for the employee to balance new responsibilities with their existing work load.

30. Activity
Task 1: Spider diagram how could a business use empowerment Task 2: Explain how the use of empowerment would effect a business Task 3: Evaluate the extent to which empowering employees can benefit a business
Key words
Content
Analysis
Evaluation 30

31. Why is motivation Important?
In business all staff are motivated by their own needs.
One method doesn’t work for everyone.
Motivation is not static. People’s lives and priorities change.
(so do their needs and the motivation)
Motivation is important because it affects the efficiency of a business both in terms of quantity and quality.

32. Why is motivation Important?
Analysis
Productivity
Quality
Absenteeism
Retention
Industrial relations
Public relations