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    Chapter 6 (Motivating Workers) - 06.58.00

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    Aries Saepan
    The document discusses motivating workers and includes sections on the importance of a well-motivated workforce, key motivational theories including Maslow's hierarchy of needs and Herzberg's two-factor theory, and methods of motivation including financial and non-financial rewards.

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    Chapter 6 (Motivating Workers) - 06.58.00

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    Aries Saepan
    13 views21 pages
    The document discusses motivating workers and includes sections on the importance of a well-motivated workforce, key motivational theories including Maslow's hierarchy of needs and Herzberg's two-factor theory, and methods of motivation including financial and non-financial rewards.

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    The document discusses motivating workers and includes sections on the importance of a well-motivated workforce, key motivational theories including Maslow's hierarchy of needs and Herzberg's two-factor theory, and methods of motivation including financial and non-financial rewards.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    13 views21 pages

    Chapter 6 (Motivating Workers) - 06.58.00

    Uploaded by

    Aries Saepan
    The document discusses motivating workers and includes sections on the importance of a well-motivated workforce, key motivational theories including Maslow's hierarchy of needs and Herzberg's two-factor theory, and methods of motivation including financial and non-financial rewards.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 21

    BUSINESS

    STUDIES 0450
    UNIT 2:
    PEOPLE IN BUSINESS

    • Chapter 6: Motivating Workers


    • Chapter 7: Organizations & Management
    • Chapter 8: Recruitment, Selection & Training of
    workers
    • Chapter 9: Internal & External Communication
    Chapter 6: Motivating Workers
    LEARNING OBJECTIVES:
    This chapter will explain:

    1. The reason why people work, and the benefits of well-motivated workforce

    2. The concepts of key motivational theories

    3. The rewards as method of motivation (financial and non-financial rewards) what


    are the factors that motivate workers
    6.1
    Importance of well-motivated
    workforce
    MOTIVATI
    6.2
    NG Key Motivational Theories
    WORKER
    S
    6.3
    Methods of Motivation
    TERMS DEFINITIONS
    Motivation The reason why employees want to work hard and work effectively for the business
    Wage A payment for work, usually paid weekly
    Time rate The amount paid to an employee for one hour of work
    Piece rate An amount paid for each unit of output
    Salary Payment for work, usually paid monthly
    Bonus An additional amount of payment above basic pay as a reward for good work
    Commission Payment relating to the number of sales made
    Profit sharing A system whereby a proportion of the company’s profit is paid out to employees
    Job satisfaction They enjoyment derived from feeling that you have done a good job
    Job rotation Involves employees swapping around and doing each specific task for only a limited time and then changing
    around again

    Jo enrichment Involves looking at jobs and adding tasks that require more skill and/or responsibility
    Team working Involves using groups of employees and allocating specific tasks and responsibilities to them
    Training The process of improving an employee’s skills
    Promotion The advancement of an employee in an organisation, for example, to a higher job/managerial level
    6.1: Importance of well-motivated workforce
    Reasons why ppl work:
    • Money MOTIVATION: The feeling that makes
    • Security
    • Affiliation (Social needs) employees want to work hard and effectively in
    • Self-importance (esteem) a biz.
    • Job satisfaction (Maslow Hierarchy of Needs)

    Benefits of a well-motivated workforce:


     Improved productivity
     Low rate of absenteeism
     Low rate of labour turnover
    SERVICE PROFIT CHAIN
     Better quality goods & services (can also be linked to Maslow Hierarchy of Needs)
     More competitive
    All business should recognise that the value of their employee’s output, in terms of how much they
    produce and the quality of it, depends on how well motivated they are to work effectively.
    Employees are a business’s greatest assets!
    Well-motivated workers high productivity (employees work more effectively)

    increased output
    higher profits  
    Unhappy workers do not work effectively

    low output
    lower/NO profits 
    MONEY
    To pay for necessities and some
    luxury
    SECURITY
    A sense of security (ie: knowing
    WHY that your job and pay are safe – you
    are not likely to lose your job)
    WORK???
    SOCIAL NEEDS (affiliation)
    Feeling part of a
    group/organization, meeting
    ppl, making friends at wrk
    JOB SATISFACTION
    Enjoyment is derived from feeling
    ESTEEM NEEDS that you have done a good job
    (self-importance)
    Feeling important -- feeling that
    the job you do is important
    6.2: Key Motivational Theories

    F.W. Taylor
    (Scientific Management
    Theory – aka: The Theory of
    KEY
    Economic Man)
    MOTIVATIONAL
    Maslow Hierarchy THEORIES
    of Needs

    Two Factor Theory – Fredrick


    Herzberg
    KEY
    MOTIVATIONAL F.W. Taylor
    THEORIES (Scientific Management Theory – aka: The
    Theory of Economic Man)

     Aims to REDUCE INEFFECIENCY in the workplc by finding the quickest method of performing each
    tasks & then training all workers to use this method.
     All individuals are motivated by personal gains (ie: if workers are paid well, they will work more effectively)
     Taylor’s theory mainly focused on FACTORY WORKERS
    KEY
    MOTIVATIONAL
    THEORIES Two Factor Theory – Fredrick
    Herzberg

     Human have 2 sets of needs:


    I. Basic Needs (Hygiene)
    II. To be able to grow psychologically (Motivators)

    Motivators Factors Hygiene Factors (hygiene factors) MUST


    • Achievements • Status BE SATISFIED, if not, it
    • Recognition • Security will demotivate workers
    • Personal growth • Work conditions
    • Advancement / Promotion • r/s with boss & • Only if these are
    • Work itself subordinates satisfied, can the
    • Salary “motivators” factors act
    as motivators for
    employees
    KEY
    MOTIVATIONAL
    Maslow Hierarchy of Needs
    THEORIES

    Achieving your full potential, feeling that you have done a good job
    Self-
    (fulfilled by being promoted & being given more responsibility)
    Actualisatio
    n

    Esteem Needs Having status & recognition (fulfilled by being recognised for good
    work)

    Friendship, belonging to a group (fulfilled by having colleagues at wrk)


    Social Needs

    Protection against danger & poverty (fulfilled by having job


    security)
    Safety/Security Needs

    Food, shelter, rest (fulfilled by receiving salary)


    Physiological Needs
    6.3: Methods of How happy & content a person
    is with their job.
    Motivation NON-
    FINANCI
    FINANCIAL JOB
    AL
    REWARDS/ SATISFACTI
    REWARD
    FRINGE ON
    S
    BENEFITS

     Promotion
     Wages (payment for work,  Financial Rewards/Motivators:  Enhanced working environment
    usually weekly) • Company car  Job Rotation (increasing variety in
     Time Rate (payment per hour) • Discounts for company the workplace by allowing workers to
     Piece Rate (where workers are products switch form one task to another)
    paid deepening on the quantity • Health care  Job Enlargement
    of products made)– BONUS • Children’s school fees paid (increasing/widening tasks to increase
    system if workers hit targets for variety of workers)
     Salaries (payment for work, • Housing loans  Job Enrichment (organising work so
    usually monthly) • Free trips abroad (Holiday) that workers are encourages to use
    their full abilities)
    BONUS
    An addition amount of payment
    COMMISSION
    above basis pay as reward for
    Payment relating to the
    good work
    number of sales made

    METHODS
    OF SALARIES
    PAYMENT Payment for work, usually paid
    WAGES monthly
    A payment for work,
    usually paid weekly

    PROFIT SHARING
    A system whereby a proportion of the
    Price rate Time rate company’s profit is paid out to
    An amount paid for The amount paid to an employees
    each unit of output employee for one hour of wrk
    Chapter overview: Chance to use creativity

    Prestige & recognition Chance to take


    Holidays
    responsibility

    Fringe benefits Independence


    MOTIVATING
    FACTORS AT ALL
    A reasonable level of LEVELS Chance for promotion
    pay

    A clean & safe Tasks which provide a


    environment Job security sense of achievement

    Working with colleagues


    Working hours who are friendly Interesting & stimulating
    tasks
    CLASS ACTIVITY:
    Prepare in Exercise Book :

    • Index “Chapter 6 Class Activity”

    • Prepare the possible limitations of each of the payment methods (both financial &
    non-financial) in table format
    THE END ^^

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