Mo#va#on. Motivation is the reason why employees work effectiv ely and hardly for the business.

Transcription

1 Jae Yoon Moon

2 Mo#va#on Motivation is the reason why employees work effectiv ely and hardly for the business.

3 Mo#va#on Theories Motivation theories have been discovered by research ers who were trying to find out what makes workers wo rk effectively. There are 4 motivation theories, each proposed by diff erent researchers. They are: 1) F.W. Taylor s theory 2) Maslow s hierarchy of needs 3) Herzberg s theory 4) McGregor s X and Y theory

4 F.W. Taylor s Theory Frederick Winslow Taylor (F.W. Taylor) based his thoughts on the assumption that employees are interested in and m otivated by personal gain, such as money. Therefore, he thought providing employees with bigger am ount of salary would motivate workers to work more effecti vely. His theory actually turned out to be right as many compan ies benefited from implementing this theory. However, some people criticized this theory since they tho ught this theory was too simple; they thought workers were also motivated by factors other than money.

5 Applying the theory(1) For instance, if Alex Furguson all of sudden doubled Wayne Rooney s salary, would Rooney be motivated to play harder in matches? What do you think? He may be, according to Taylor s theory. But as some c ritics of his theory pointed out, Rooney may also be m otivated by other factors such as glory, fame, and achie vement so he may not be easily motivated by money. ( He s already rich anyway)

6 Marslow s Pyramid

7 Maslow s Hierarchy of Needs The image is the hierarchy of needs, which resembles a pyramid Maslow suggested that each level in the pyramid must be satisfied before a worker can be motivated with the next level Some reward tends to fit certain group of people but s ome do not work effectively. For instance, making a far mer proud of what he is doing will not be as effective a s making them feel secure or making their profits high er.

8 Applying the Theory (2) Famous musicians, bands and artists would not easily be motivated by physiological needs (food, rest, shelter) or by security (feeling that I will not lose the job) Imagine A7X, Green Day, Guns N Roses, Metallica, Slipkn ot, and Muse (sorry if I didn t mention your favorite) just tr ying to get money out of their fans during concerts They work on producing good music to be recognized by li steners and fans and to succeed in their full potential, so se curity and money (one of physiological needs) do not matt er for them

9 Herzberg s Theory Frederick Herzberg categorized human needs into tw o sections: Motivators and Hygiene factors Motivators are human psychological needs while Hygi ene factors are basic animal needs. Motivators Achievement Recognition Personal Growth/Development Advancement/Promotion Work Hygiene Needs Status/Security/Working Conditions Company policies and administration Relationship with supervisor Relationship with subordinates Salary

10 Applying the Theory(3) If your classroom right now has no air- con at all and it s so hot in there, would you be able to study at all? You wouldn t be interested in Business studies at all but w ould be desperately waiting for the bell to go and to get some cool air. If nobody says anything when you do a great job in cla ss, would you want to do great jobs after? If your teacher hates you so much or if you are a loner (no friends), would it be exciting to sit in this class?

11 McGregor s X and Y Theory(Thank god it s the last one ) Douglas McGregor thought all the managers in the wo rld would fall in to either of these two categories The ory X and Theory Y Theory X manager thinks Theory Y manager thinks Employees hate work and will try to avoid w orking Employees must be put under pressure to w ork and be threatened to be punished Employees will not want responsibility Employees are not ambitious and see their s ecurity as their main need Work is natural so employees like it in princ iple Employees do not need to be supervised Employees will accept responsibilties and se ek them Employees greatest need is self actualizatio n (highest level in Hierarchy of needs)

12 Applying the Theory(4) Most teachers in our dear school, in my opinion, woul d fall into the category Theory X It is because they threaten us that we will have to fill o ut a form, get detentions, and eventually go to Mr. Will iams or Mr. Reid if we don t do our homework. Teacher s think we dislike work and will try to avoid it. They know we are not ambitious and see security (not being kicked out of school) as our main need

13 Why Work? People work for 5 main reasons: - Money (To pay for necessities and some luxuries) - Security (To feel safe about fixed income) - Social needs (Meeting people, making friends, being part of a group) - Esteem needs (Feeling important, feeling the job is important) - Job satisfaction (Feeling achieved)

14 Financial Rewards 1. Wage : weekly payment for work 1) Time rate : You are paid according to the number of hour s which you worked - Advantage of this method is that it is easy to calculate the amount of money t hat is needed to be paid - Disadvantage of this method is that workers may not work hard and just try t o spend time 2) Piece rate : You are paid according to the amount of prod uct which you have made - Advantage of this method is that it will encourage workers to work more and produce goods - Disadvantage of this method is that employees may focus more on making m ore products than making the quality of the product high. Also, it is hard to cal culate

15 Financial Rewards(2) 2. Salaries : monthly payment for work 3. Commision : payment related to the number of sale s made 4. Profit sharing : a system where the proportion of t he company s profit is distributed among employees 5. Bonus : additional amount of money as a reward for good work 6. Performance- Related Pay : a payment related to t he effectiveness of the employee

16 Non- Financial Mo#vators These include : Children s education fees paid (YOU) Discounts on the firm s products Health care paid Company vehicle Free accommodation Company s shares Generous expense accounts Pension Free trips on holidays

17 Other factors Job satisfaction : a feeling from doing a good job A job can be satisfied by many things such as: Pay, promotion, working conditions, treatment, colleagues, recognition, status, etc Job Rotation : The swapping around of roles as the ti me goes, especially in manufacturing lines - This increases the variety in work so workers may not be bored easily since they are not just working on one thing

18 Other Factors Job Enlargement : is where more works of similar lev el are added to the existing work of an employee (e.g you having to have 2 more periods of technology t his year) Job enrichment : is where more works of different lev el are added to the existing work of an employee (e.g a bus auntie now also working in the canteen)

19 Styles of Leadership There are three main types of leadership: autocratic, d emocratic, and laissez- faire (in French, Leave to do ) Autocratic leaders make decisions in business all by th emselves, without asking subordinates (employees) o pinions (Teachers giving you hw without your opinion) Democratic leaders make final decisions but they ask e mployees opinions to discuss which solution is better Laissez- faire leaders leave their workers decide what to do. They play a very limited role

20 Formal and Informal Groups There are two different types of groups at work Formal groups : a group designated to do specific tasks in a business Informal groups : an independent group consisting of people who share same interest apart from business (e. g a basketball group with workers in a company)