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Motivation
What is it?
Motivation is will to work
Comes from enjoyment of work itself and/or from desire to achieve
certain goals e.g. earn more money or achieve promotion
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Herzbergs Theory of
Motivation
Believed in two-factor theory
Motivators
Factors that directly motivate employees to work harder
Giving responsibility, recognition for good work, sense of
achievement, opportunities for promotion
Hygiene factors
Factors that can de-motivate if not present but do not actually
motivate employees to work harder
Pay, working conditions, job security
When suitable
When quick decisions are needed in a company
E.g. in a time of crises
When controlling large numbers of low skilled workers
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Best managers are those that are versatile and can call upon
right style at right time
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Fringe Benefits
Known as perks
Items an employee receives in addition to their normal wage or
salary
E.g. company car, private health insurance, free meals
Often increases loyalty to company as these benefits are not
always taxed or are taxed at a reduced rate
More likely to recruit best people to company
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Salaries
Often set on an annual basis but payment is made at end of each
month
Normally paid to managers or those higher up in a company
A set number of hours is not normally agreed but employment
contract requires enough hours worked to get job done
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Net pay:
Pay after deductions have been taken off
Sometimes known as take-home pay
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Bonus pay
Given out when certain performance targets have been met
Normally applicable at manager level in a company
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Profit Sharing
What it is:
A system whereby employees receive a proportion of business
profits
Advantages
Creates a direct link between pay and performance
Creates a sense of team spirit- helps remove them and us barrier
between managers and workers if all employees involved
May improve employees loyalty to company
Employees more likely to accept changes in working practices if
can see that profits will increase overall
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Disadvantages
Discourages a team based approach- can create unhealthy rivalry
between managers
Can be difficult to accurately measure performance of some
workers e.g. in service sector firms
Incentives may not be larger enough to motivate employees
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Job enlargement
Giving workers more tasks to do of a similar nature or complexity
Job rotation is a part of this
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Disadvantages
Workers are focused on quantity not quality
It is repetitive for workers and can be de-motivating
Workers are only used to one set method of production and may
resistant change
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