2.1 Motivating workers IGCSE Business Studies
Summary
TLDRThis video from the Cents Business YouTube channel delves into employee motivation, exploring why people work and the significance of a motivated workforce. It discusses human needs, key motivational theories such as Taylor's Scientific Management, Maslow's Hierarchy of Needs, and Herzberg's Two-Factor Theory, and outlines financial and non-financial motivators. The video emphasizes the impact of motivation on productivity and provides practical advice for enhancing employee engagement, concluding with an interactive task to apply these concepts.
Takeaways
- 😀 Motivation is crucial for getting employees to work at their full capacity and take pride in their work.
- 💼 People work primarily to earn money to fulfill their basic needs and desires, such as buying a car, house, or clothes.
- 💡 Motivation involves getting someone to do what you want them to do willingly and with pride.
- 💰 Money is often a key motivator, but other factors like social needs, job security, and recognition can also be significant.
- 📈 A well-motivated workforce leads to increased productivity, efficiency, and ultimately higher profits for the company.
- 🛠️ The piece rate system, introduced by Taylor, suggests that workers are motivated by personal gains, primarily money, but this theory has limitations in modern workplaces.
- 🌟 Maslow's hierarchy of needs suggests that employees are motivated by fulfilling each level of needs, from basic physiological needs to self-actualization.
- 🔄 Herzberg's two-factor theory distinguishes between hygiene factors, which can demotivate if unsatisfied, and motivators, which truly inspire workers to perform better.
- 💵 Financial motivators include wages, commissions, bonuses, profit sharing, and stock options, which can significantly impact employee motivation.
- 🏆 Non-financial motivators like job satisfaction, opportunities for promotion, team involvement, and recognition can also be powerful in driving employee engagement.
- 📝 The video script concludes with an activity encouraging viewers to apply motivational theories to recommend methods for motivating their class.
Q & A
What is the primary reason people work according to the video?
-People work primarily to earn money and fulfill their basic necessities, such as buying a car, house, clothes, or going on holidays.
What does the term 'motivation' mean in the context of the video?
-Motivation in this context refers to the process of getting someone to do what you want them to do willingly and with pride, working to their full capacity and getting the best out of them.
What are the benefits of having a well-motivated workforce as discussed in the video?
-A well-motivated workforce leads to increased productivity and efficiency, higher profits, job satisfaction, stability, and reduced absenteeism and turnover.
What is the significance of Maslow's hierarchy of needs in employee motivation?
-Maslow's hierarchy of needs is significant as it shows that employees are motivated by fulfilling each level of needs, starting from basic physiological needs to self-actualization, allowing managers to identify and address their workers' needs accordingly.
How does the piece rate system, introduced by Taylor, motivate workers?
-The piece rate system motivates workers by paying them based on the quantity of output they produce, thus encouraging them to produce more to earn more money.
What are the limitations of Taylor's piece rate system as a motivational tool?
-The limitations include the fact that it may not be practical in jobs where output cannot be measured, like service industries, and it does not guarantee high-quality output.
What is Herzberg's two-factor theory and how does it relate to motivation?
-Herzberg's two-factor theory distinguishes between hygiene factors, which can lead to dissatisfaction if not met, and motivators, which can truly motivate workers to perform better. It suggests focusing on motivators for maximum employee motivation.
What are some financial motivators discussed in the video?
-Financial motivators include wages, piece rates, commissions, bonuses, profit sharing, and shared ownership, which can incentivize employees through direct financial benefits.
Can you provide examples of non-financial motivators mentioned in the video?
-Non-financial motivators include job satisfaction, promotion opportunities, team involvement, recognition, job rotation, job enlargement, job enrichment, and team working.
How can companies ensure job satisfaction for their workers beyond the motivators mentioned?
-Companies can ensure job satisfaction by understanding individual employee needs, providing a supportive work environment, offering opportunities for growth and development, and fostering a sense of belonging and recognition.
What activity does the video suggest for viewers to enhance their understanding of motivation theories?
-The video suggests that viewers should answer three questions: recommending an appropriate method of motivation for their class, explaining what motivates them, and relating their suggestions to the motivation theories discussed in the video.
Outlines
💼 Introduction to Motivating Employees
The video script introduces the topic of employee motivation, emphasizing its importance in business. It outlines the reasons why people work, primarily for financial gain to fulfill basic needs and desires. The concept of motivation is explored as the driving force behind getting employees to work to their full potential with pride. The script also hints at various motivational theories and the distinction between financial and non-financial motivators. The importance of a motivated workforce is highlighted in terms of productivity, job satisfaction, and the business's bottom line.
📈 Theories of Motivation
This section delves into three key motivational theories: Taylor's Scientific Management, Maslow's Hierarchy of Needs, and Herzberg's Two-Factor Theory. Taylor's theory suggests that financial incentives, particularly the piece-rate system, can boost productivity. Maslow's hierarchy proposes that employees are motivated to fulfill a series of needs, from basic physiological requirements to self-actualization. Herzberg's theory differentiates between hygiene factors, which can lead to dissatisfaction if unmet, and motivators, which can significantly enhance motivation. The limitations of each theory are also briefly discussed.
💰 Financial Motivators in the Workplace
The script discusses various financial motivators that can influence employee performance. These include time-based wages, piece-rate pay, commissions, bonuses, profit sharing, and shared ownership schemes. Each method has its advantages and potential drawbacks, such as the piece-rate system possibly neglecting quality for quantity. The section also touches on how financial incentives can align employee goals with company objectives, thereby boosting overall performance and profitability.
🌟 Non-Financial Motivators and Employee Satisfaction
The final paragraph shifts focus to non-financial motivators, exploring how job satisfaction can be enhanced through opportunities for promotion, team involvement, and recognition. It mentions job rotation, enlargement, and enrichment as ways to keep employees engaged and motivated. The script concludes with a call to action for viewers to consider and discuss appropriate motivational methods for their own contexts, relating these to the theories previously discussed.
Mindmap
Keywords
💡Motivation
💡Workforce
💡Human Needs
💡Maslow's Hierarchy of Needs
💡Hygiene Factors
💡Motivators
💡Financial Motivators
💡Non-Financial Motivators
💡Job Satisfaction
💡Employee Turnover
Highlights
Importance of a well-motivated workforce is discussed, emphasizing its impact on productivity and business success.
People work primarily to earn money and fulfill basic necessities, such as buying a car, house, or clothes.
Motivation is defined as the drive to get someone to do what you want them to do willingly and with pride.
Benefits of a well-motivated workforce include increased productivity, efficiency, and profit.
Motivation theories such as Maslow's hierarchy of needs and Herzberg's two-factor theory are introduced.
Financial motivators like pay, bonuses, and profit sharing are discussed as ways to increase employee motivation.
Non-financial motivators such as job satisfaction, recognition, and opportunities for growth are highlighted.
The piece rate system, where workers are paid based on output, is critiqued for not always guaranteeing quality.
Maslow's hierarchy of needs is used to explain how meeting basic needs can lead to higher levels of motivation.
Herzberg's two-factor theory differentiates between hygiene factors that can demotivate if unsatisfied and motivators that drive performance.
The concept of job security as a motivator is explored, with examples of how it can lead to increased employee retention.
The role of social needs in motivation is discussed, noting that some employees are motivated by social recognition and support.
The limitations of motivation theories are addressed, acknowledging that not all theories apply to every worker.
The importance of aligning motivation strategies with individual employee needs is emphasized.
An activity is proposed to help viewers apply motivational theories to their own contexts.
The video concludes with a call to action for viewers to comment on their thoughts and applications of the discussed motivational concepts.
Transcripts
hello and welcome to cents business
YouTube channel and today's lesson will
cover motivating employees that's two
point one I do CC business topic we'll
talk about the importance of well
motivated workforce why people work and
what motivation means we will talk about
the benefits of well motivated work
force we'll talk about the concept of
human needs we'll talk about key
motivational theories and we will also
talk about ways of motivating that
financial and non-financial we will also
I've also prepared present a have also
prepared a task for you to do an
activity for you to accomplish which
will help you do better and exams why
people work so why do people work people
weren't to earn money and to fulfill
their basic necessities and want to buy
that car house clothes or holiday they
want so this is why people work and to
earn money so they can do what they want
to do so that is one of the reason why
people work so now what motivate what is
motivation motivation is getting someone
to do so getting someone to do what you
want them to do that is something they
want to do and take pride in
so getting someone to work there based
capacity and getting the best out of
them is motivation motivation is the
reason why employees want to work hard
and work effectively for the business in
its keep in mind that money is always
the main motivator all the factors that
may motivate a person to choose to do a
particular job may
include social needs esteem needs to
feel important worthwhile job
certification to enjoy work good work
job security knowing that your job is
safe and secure and that you'll get the
pay for the job that you have done so
what are the benefits of well motivated
workforce when workers are well
motivated they become highly productive
so they become highly productive and
effective in their work and increase the
firm's efficiency and output leading to
a higher profit when workers are
motivated they work - they obey
stability and enjoy their work
environment they get the job done so
that is the important part
for example in service sector if an
employee by the way this is an example
this is an example of unmotivated or
demotivated employee in the service
sector if the employees unhappy at work
he might act lazy and rude to the
customer leading to low customer
satisfaction more complaints in
ultimately bad reputation and low profit
so it is very important that we have
motivated staff so benefits of well
motivated workforce is that when staff
are motivated in our organization there
is high possibility of reduced
absenteeism so people enjoy coming to
work and they do not try to avoid it
lost after another so people don't come
in and go they actually stay with the
company and they they feel motivated
because at the end of the day nobody
wants to work where they are bored and
there's no pride in the job they do and
the money is not so great so the
turnover is extremely high in these
companies
so beta labor tava so motivational
theories and their theories we'll talk
about three of them in this lesson so
it's one tailor to mass law and three
harrisburg these are the three
well-known motivation theorists so first
of all we will talk about tailor sailor
based his idea on assumption that
workers were motivated by personal gains
mainly money so increasing pay would
increase productivity the amount of
output produced he proposed that the
piece rate system you need to keep that
in mind that tailor introduced the piece
rate system where workers get paid for
the number of output they produce so in
order to gain more money
workers would produce more well there's
one issue with this that we need to keep
in mind this theory is not entirely true
there are various other motivators in
the modern workplace
some even more important than money the
piece rate system is not very practical
in situation where output cannot be
measured for example in service
industries and where high output that
doesn't guarantee high quality so our
second theorist is Maslow I brought ever
ahim Maslow he introduced the hierarchy
of needs so he introduced this hierarchy
which is called the hierarchy of needs
which shows that employees are motivated
by each level of the hierarchy going
from bottom so from here to the top
managers can identify their workers are
where their workers are and then take
the necessary action to advance them
on to the next level so what Maslow
suggests that
as if we meet if as the employees here
and we tell them that if they work
harder they will get to this stage which
is job security so for example you have
agency worker so I will give you an
example of my current job so when we
have agents you work as they let you
lick a wage high enough to meet their
bills and they will have sometimes work
sometimes no word but what we tell the
agency worker is that if they work hard
and if they keep coming for the period
that we ask them to then we will give
them a job so it brings them to here
will give them a three month temporary
contract and during that three months of
contract day if they work the colleagues
support them they find friends there
they feel belonging to the team and they
become in this category and they slowly
become motivated and then after there
are three months period they go into
self esteem needs being recognized after
the three months they've giving them
another recognition and motivating them
by giving them a full contract because
they have done a good job in the last
three month probationary period and then
after that being promoted into a
supervisor or into specialized role
which is self actualization so do you
see it starts from the bottom going all
the way oh and you continue to motivate
the staff and you could use this
hierarchy to continue with different
purposes and continue to improve
employees motivation there's one
limitation to his mass loss theory which
is that destory is that it doesn't apply
to every worker for example some
employees social needs are very
important but they would be motivated
by recognition in appreciation for their
work from a senior staff so if I go back
to this theory so some people will not
be satisfied by job security but they
will be satisfied for getting support
from workers and the colleagues and or a
senior support member so there's some
issues with that there our final
theorist is her Berg Harrisburg he
introduced a two-factor two-factor
theory that states people said that
states that people have two sets of
needs one basic needs called hygiene
factor and other needs that allow the
human being to grow psychologically
called the motivator so he introduced a
two-factor theory called hygiene factor
and motivating factors so this is the
his motivating factors and this is his
hygiene factor according to Herzberg the
hygiene factor needs to be satisfied if
not they will act as d-- motivators to
the worker so what he says as these
hygiene factors need to be satisfied or
if not then the worker automatically
becomes demotivated
however the hygiene again this factors
don't act as motivator so they don't act
as motivators as they are affect quickly
fade wears away so its effect quickly
wears off so these will not really act
as motivators motivators will truly
motivate workers to work more
effectively so what he suggests is that
these motivators will truly motivate
workers not the hygiene factors so we
need to focus on that if you want to
motivate our staff to the
maximum level so now we talk about the
motivating factors so there's a number
of financial and non-financial
motivational factors so we'll talk about
the non-financial in a later slide
so wages are a motivation of motivating
financial motivators it can be into two
different it can be calculated in two
ways so we can pay our workers and
timely or peace rate the time rate is
based on the number of hours a person
worked so there's no guarantee that a
work was sincerely so the work will so
the worker was in will work sincerely to
produce more output they my simple waste
time on very few output since their pay
is based on how how long they work the
product the predict fruit dog did an
unproductive worker will get paid the
same amount of money which can be
motivate some employees peace rate on
other hand is based on the number of
outputs produced this doesn't ensure the
quality of output produced is high so in
my demotivate efficient worker so
workers that work really hard and
produced high quality products might be
too motivated by workers that don't
really care about the quality you just
produced too many rubbish products so
celery is a novel motivating factor in
its paid monthly or annually Commission
is another motivational financial
motivator it's paid to salespeople and
it's based on percentage the
disadvantage to this is that if there's
no sell being made it means no money at
all they will not get any money for that
period of time they have worked because
they have not made any sales and it can
be very stressful so again this is some
more motivational motivating factors
financially so bonus bonus is an
additional amount of money paid to the
workers what they are good for high
productivity performance related base of
paid based on performance or looking at
the KPIs to measure performance and pay
is giving based on this so profit
sharing some companies do a scheme where
a proportion of the company's profit is
distributed to workers and workers will
be motivated to work better so that
higher profit is made so they can have a
share of it and shared ownership so some
companies or firms will give shares to
their employees so that they can become
part owners of the company
this will increase employees loyalty to
the company as they feel a sense of
belonging knowing that they own part of
the company tend to put more effort into
work resulting in motivating staff and
increase profit so if you know that you
own part of the company and you know
that the more the company makes the more
your money you will get and the more
shares you will get you are very likely
to invest more time and work a little
bit hard so now we talk about their
known financial motivators so that can
be company car free health care
children's education paid for free
accommodation free holidays trips
discount on firms products so these are
some non-financial motivators which will
help motivate employees question time
can how can companies ensure workers are
satisfied with their job other than the
motivators mentioned earlier I'll give
you five seconds you can pause this
video if you like and
rather write your answer in the comment
below so I can see it and mark it for
you I'll give you five seconds okay
times up gentle ladies and gentlemen so
let's see what other more let's see what
all the motivators are they're so
motivating factors so these are again
non-financial motivating motivating
factors so job satisfaction could be
promoting opportunities team involvement
relationship with suppliers level of
responsibility chances for training the
working hours status of the job
responsibilities recognition in such
dication
can also be motivated some people so job
rotation so some involve the workers
swapping around jobs and doing each
other doing in doing each specific task
for only a limited time and then
changing around so some people will get
motivated if they into a job swap for
alloc for a limited time job enlargement
is where extra tasks of similar level
level of work are added to the workers
job description so some people like to
multitask and have more on their disk
and they feel more motivated so that can
be a motivator for some people job in
Richmond involves adding tasks that
require more skills and responsibility
to do a job so they're learning new
skills and mores on gaining new getting
new responsibilities one motivate some
people team working a group of workers
giving responsibility for a particular
process product or development this can
motivate some people because not
everybody likes to work alone and some
people feel motivated working in that
team so some workers will find these
factors motivating and finally it is
time for another activity what I want
you to do is answer these three
questions for me and comment them in the
section below so I can mark it for you
so can you recommend and justify
appropriate method of motivation for
your class what motivation what
motivates them and why can you relate
your suggestion to motivation theories
we talked about so this is what I want
you to do before next watching the next
video
thank you thank you very much for
joining my lesson and take care for now
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