1)Being trained by a work colleague on site is what type of training? 2)Being trained away from work is what type of training? 3)Would qualifications be in person specification or job description? 4)What kind of tax do sole traders pay? 5)What is another word for overheads?

Motivation

Lesson Objectives Will be able to know the different motivational theorists (Maslow, Taylor, Herzberg) Will be to assess reasons why motivation theorist may have contradictions

Motivation Motivation – what is it? – The cause of peoples actions – why people behave as they do. Motivation Theory – what is this? – The study of factors that influence the behavior of people in the workplace.

F.W. Taylor’s Scientific Management F.W. Taylor (1856 – 1915) was an American engineer who invented work-study and founded the scientific approach to management He considered money to be the main factor that motivated workers, so he emphasised the benefits of Piece Work.

Scientific Management – Business decision making based on data that are researched and tested quantitatively in order to improve efficiency of an organisation. Higher efficiency would generate higher profits and thus higher wages to workers. Taylor saw Humans as Machines F.W. Taylor’s Scientific Management

Taylor recommended: – Extreme division of labour (with workers specialising in one very narrow task) – Payment by piecework – Tight management control F.W. Taylor’s Scientific Management Division of labour – breaking a job into small repetitive tasks, each of which can be done at a speed with little training. Piecework – Means payment by results, e.g. per item produced. Tight management ensures the workers concentrate on their jobs and follow the correct processes.

Summary activity Complete the summary sheet on Taylor Share your answers

Abraham Maslow (1908 – 70) was an American psychologist whose work on human needs has had a major influence on management thinking. His Hierarchy of Needs suggests that people have similar types of needs from low level basic to the need for achievement. Maslow’s Hierarchy of Human Needs

Self – Actualisation Esteem Social Safety Physiological / basic

Physiological needs: Requirement for food, clothes and shelter, in relation to work it’s the need to earn income to acquire these things and to have reasonable working conditions. Safety needs: Need for security, a secure job, safe working environment, clear lines of accountability and responsibility. Social needs: Desire for friendship, love and a sense of belonging, being a part of a team, facilities like staff rooms, canteens etc. Esteem needs: Need to have self-respect and respect from others, positive feedback, gain recognition and status for achievement and opportunities from promotion. Self – Actualisation: Need to fulfill one’s potential through actions and achievements, Maslow did not believe this need could be filled fully and thought people would always strive to develop further and achieve more. Maslow’s Hierarchy of Human Needs

Once a need was satisfied, the next level of unsatisfied need became a motivator, and if employees didn’t have access to gain those needs then it would lead to de-motivation. This theory is appealing but some key issues were raised: Do all Humans have the same set of needs? Do different people have different degrees of needs? Can anyone’s need ever be said to be fully satisfied? Maslow’s Hierarchy of Human Needs

Summary activity Match the motivational method with the level on the hierarchy Compare your answers to the people next to you

Frederick Herzberg ( ) was an American psychologist whose research led him to develop the Two-Factor theory of job satisfaction and dissatisfaction. He suggested some factors had the potential to give job satisfaction (Motivators) and some factors can reduce job satisfaction (Hygiene or maintenance factors). Herzberg’s two factor theory

MotivatorsHygiene / maintenance factors Sense of AchievementWorking Conditions Recognition for effort & achievement Supervision Nature of the work itselfPay ResponsibilityInterpersonal relations Promotion & improvement opportunities Company policy and Admin, inc paperwork, rules, red tape

Herzberg’s two factor theory All of the motivators concern the job itself rather than issues such as pay, and all are likely to motivate workers and improve productivity. All of the Hygiene factors ‘surround’ the job: they do not concern the job itself, ensuring that they are acceptable to the workforce prevents dissatisfaction rather than causing motivation.

Herzberg summary Close your books/notes and complete the activity on Herzberg Share your answers

Develop examination skills In pairs or small groups play the Motivation learning grid game Use a dice, shake it once to get the horizontal axis then again for the vertical axis so you get a set of co-ordinates. Whenever you land on this cell, you can choose any other cell of your liking to use.

Tasks 1.Briefly explain what is meant by motivation? 2.Give 2 examples of hygiene factors and two examples of motivators? 3.Choosing one theorist out of the three used in last lesson suggest two ways the theory can help improve motivation?

Pink Animated video Animated video

Motivation methods Financial Can you identify monetary methods of motivation Non-financial Can you identify non- monetary methods of motivation

Non-Monetary methods of Motivation Fear Job Rotation Job Enlargement Job Enrichment Team-working Award Schemes Promotion Leadership

Monetary Motivation Time rate Overtime Pay Salary Piece Rate Commission Bonus Profit-Sharing Fringe Benefits

Which airline would you like to work for and why?