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Motivation: IGCSE Business Studies

The document discusses the importance of motivation in the workplace, highlighting benefits such as increased productivity and employee retention. It outlines various theories of motivation, including Maslow's hierarchy of needs, F.W. Taylor's focus on monetary incentives, and Herzberg's distinction between hygiene and motivation factors. Additionally, it presents methods of motivation through financial and non-financial rewards, as well as strategies to improve job satisfaction.

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11 views12 pages

Motivation: IGCSE Business Studies

The document discusses the importance of motivation in the workplace, highlighting benefits such as increased productivity and employee retention. It outlines various theories of motivation, including Maslow's hierarchy of needs, F.W. Taylor's focus on monetary incentives, and Herzberg's distinction between hygiene and motivation factors. Additionally, it presents methods of motivation through financial and non-financial rewards, as well as strategies to improve job satisfaction.

Uploaded by

moealqaq409
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Motivation

IGCSE Business Studies


Importance of Motivation
Benefits of well motivated workers include:

● works effectively for a business


● Keen to contribute to new methods and ideas
● Will stay with the business longer
● Have a positive effect on other workers
● Create a pleasant atmosphere to work in
Why People Work

● Money – People need money to buy food, water and other


items they need to live.
● Social needs – People just like us likes to feel part of a team,
socialise and make friends.
● Esteem needs – Feeling important, feeling that they are
contributing to a business.
● Job satisfaction – enjoyment from the work and achievements
they have accomplished.
● Security – Feeling of having a secure job with a stable income.
(not likely to lose job etc…)
Abraham Maslow’s hierarchy of need
Abraham Maslow’s theory
states that the more levels of
needs achieved by the worker =
the higher motivated they will
become. This also means that
each level of motivation must
be achieved before an
employee can move to the next
level of motivation.
Criticisms
● These needs do not apply to
all employees (all humans
are different)
● Difficult for managers to
determine which needs their
employees need
F W Taylor’s Theory

Employees are motivated by money.


More money = employees become more motivated
Criticisms
● Employees can be motivated by other factors not just money
● There is no guarantee that all employees will work harder if they
are paid more
● There are many jobs where output cannot be measured easily
(difficult to determine if employee actually works hard)
Federick Herzberg’s theory

There are 2 factors Hygiene & Motivation factors. Workers expect


hygiene factors to be available to them otherwise they will become
demotivated. Hygiene factors will not motivate the workers only
motivation factors will make the employees work harder.
Methods of Motivation

3 Ways to motivate employees


● Financial rewards
● Non-financial rewards
● Job satisfaction
Wages and Salaries
Wages (time rate) – Payment for a period of time such as amount per
hour e.g. $10 per hour.
Cons – Good & bad workers get paid the same, Recording every
employee’s working hours may be complicated, costs business to hire an
employee to calculate each workers’ wage.

Wages (piece rate) – Workers paid depending on quantity of product


produced e.g. $2 for every bicycle assembled.
Cons – Workers may rush and produced bad quality products, Workers
that make slow high-quality products will get paid less.

Salaries – Employees paid monthly, often used to pay office workers.


Managers only need to calculate salaries once a month which uses less
time.
Additional Financial Rewards

● Commission – Sales staff are often paid a small percentage of the


selling price of the product they are selling e.g. If a car salesman sells a
car, the salesman might get 20% of the selling price of the car which is
added to his salary.
● Profit sharing – Employees receive share of the company’s profit. This
benefits the company because employees will want the company to
have a higher profit.
● Bonus – Money paid to workers when they work well usually at the end
of the year.
● Performance related pay – Employee’s pay is linked to the
effectiveness of their work. This is often used with jobs where output
cannot be easily measured.
● Share ownership – Employees are given some of the company’s
shares. This makes them work hard as prices of shares may increase if
the business is doing well. + This also makes the employee feel that
Non Financial Rewards

Non-financial rewards given to employees are also called perks or fringe


benefits. Examples include
● Health care paid by company
● Company cars
● Free trips / company holidays
● Employee of the month
● Free meals
● Discount on company’s products
● Free housing
● Children’s education fees paid by company
Job Satisfaction
Ways to improve job satisfaction
● Job Rotation – Workers swap roles to do
The main elements different tasks. This stops the employee from
getting bored.
include: ● Job Enlargement – More extra tasks are given
● Pay to the worker so they have a variety of things
● Promotion to do. However, these tasks should not be more
● Working conditions difficult. e.g. supermarket cashier now adds
● The work itself price label on items.
● Status of the job ● Job Enrichment – Adding tasks that require
more skill and responsibility. e.g. receptionist
employed to greet clients now deal with
telephone enquiries.
● Autonomous work groups & team working
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