• Motivation is the act of doing something, without someone forcing them to do it
  • If the workers are motivated they are more efficient and the productivity of the org increase and becomes more profitable
• Demotivation, it leads to lower productivity and less wastage of dis-satisfaction and absinthism, basically everything bad.

Taylor’s Theory

• People are motivated by money, they will work harder if more money is given. He used the system “Differentiated Piece rate system” to motivate the workers to become more effective and productive. More motivation to produce more goods, such as bonuses.
• It not only encourages, but it allows for more breaks, therefore productivity increases.
  • Disadvantages:
    • All people are not always motivated by money, some are motivated by relationships etc.
    • Qualitative factors are ignored (such as emotions etc)

Maslow’s Hierarchy of Needs

• You can not fulfil of a higher level of needs, aren’t possible until you fulfill a lower level of needs, so he categorized needs into different levels.

  • Classified as to 2 level of needs, that is:
    • Higher
      • Esteem and self-actualization are self-fulfillment needs. A person feels contented, overjoyed, and complete when they are fulfilled.
    • Lower
      • Starts from Physiological and all the way to Belongingness.
      • These have to be satisfied to avoid dissatisfaction from employees.

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  • Different levels of Maslow’s Hierarchy:

    • Physiological Needs:
      • Basic needs of a human being. Employers should see to it that they provide the employees enough finance/salary to be able to purchase these basic needs
    • Safety Needs:
      • People want to feel safe where they work and have job security in the org. Then only will they feel like working more productivity and have safe working environment in the org.
    • Social or Belongingness/Love needs:
      • Needs in which they need other people to be part of a social group and have good social facilities and environment. Good relationships between employees/er’s lead to better fulfillment.
    • Esteemed Needs:
      • They want other people to respect them, and have value to them. They want to feel good and better about themselves. They want other people to respect them, acknowledge them and value them to keep them happy and motivated to do more.
    • Self-Actualization needs:
      • Done when reached full potential, do whatever he/she can to become the best person of themself.

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    Herzberg’s Two Factor Theory

    • In order to create motivation in an organization, you see to it that you remove all factors that provide dissatisfaction.
    • The factors, if not provided, lead to dissatisfaction, and are called hygiene factors.
    • Wages, better working conditions and salaries are part of the hygiene factors.

      • 2nd factor is known as the Motivational/Growth factor.

        • Basic levels of needs are normal that people expect, if people want more, you need to go and give them more needs/wants. Not just the basics, but more responsibilities and duties etc. aka giving them recognition and much more.

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        McClelland Needs Theory

        • Need of Achievement (n-Ach)
        • Need for Power (n-POW)
        • Need of Affiliation (n-Aff)

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        Deci and Ryan Self Determination Theory

        • Persons have the ability to think and act indepentdately, and act better when it comes to thinking.
        • Autonomous Motivation
          • Driven by success for their own psychological motivational
        • Controlled Motivation
          • Driven by external reward, to avoid punishment.
        • Factors:
          • Autonomy
          • Competence
          • Relatedness

        Not useful in all professions.

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        Equity and Expectancy Theory

        • Considers how motivation occurs, rather than what motivates people.
        • Its more than just wages and stuff, it also depends on what rewards and what else employees are getting.
        • If they are getting a pay according to the work/effort put in, you are more equitable.

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        Expectancy Theroy:

        Expectancy: Different exceptions

        Instrumentality: Fulfilling needs, more motivation

        Valence: Staff value, provide enough amounts of motivation

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        Labor Turnover

        Number of employees who leave / Number of employees in the firm * 100 (For LT rate per time period)

        Employees who leave/Average size of workforce * 100 (When you have high turnover)

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        Appraisals:

        Comparison of performance and effectiveness of the employees in connection to the org objectives. Done by the line manager, with reference to roles and goals of each employee.

        Why is it needed?

        • Identify perfomance of an employee
        • Barriers or problems in performance
        • Give training if required
        • See that there is career growth, provide opportunities for appraisals.

        4 main:

        • Formative
          • Regular Basis
          • Provide references for the employee to improve and become more effective
          • Jobs are being fulfilled or not.
          • Training given
        • Summative
        • 360 Degree
        • Self Appraisals

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        Steps to recruit people for your shitty job.

        • Job Analysis
        • Job Description
        • Person Specifications
        • Job evaluation
        • Job ad
        • Shortlisting
        • Interview