2.4 Motivation & Demotivation (DP IB Business Management)

True.

Love and belonging needs include teamwork and a sense of community.

False.

Hygiene factors do not necessarily lead to job satisfaction, but their absence can cause dissatisfaction.

Motivators are elements of a job role that lead to job satisfaction, such as increased responsibility.

True.

Addressing motivators increases satisfaction, leading to increased productivity and profitability.

False.

Good working conditions are a hygiene factor, according to Herzberg.

McClelland’s Acquired Needs Theory focuses on the needs that individuals develop over time and how these needs influence their motivations and behaviour.

True.

There are three acquired needs in McClelland's theory.

An achievement need (nAch) is the desire to excel and achieve challenging tasks, setting and achieving personal goals.

An affiliation need (nAff) is the desire to form positive relationships and be happy within the workplace.

True.

A power need (nPow) is the desire to influence and control others.

Institutional power is the desire to influence and shape organisations and systems.

Typical behaviours of workers with high affiliation needs include seeking:

• Approval and acceptance

• Social interactions

True.

Deci and Ryan's theory describes three basic psychological needs that allow them to achieve personal growth: autonomy, competence and relatedness.

Intrinsic motivation is the completion of an activity for its inherent satisfaction rather than for a measurable reward.

False.

Competence is the need to feel capable and effective in what we do, inside and outside of work.

False.

Deci and Ryan's theory downplays the significance of extrinsic motivators such as financial incentives.

John Adams's equity theory explains how people perceive and react to fairness in their personal and working relationships.

True.

According to John Adams, equity is achieved when employees perceive that their inputs are equal to their outputs and are comparable with those of colleagues.

Equity in the workplace can be restored by:

• Renegotiating terms and conditions of employment

• Communicating better in recruitment and promotion policies

• Clarifying pay and reward systems

• Providing training and development opportunities

Adams' Equity Theory is considered to be subjective because what one person considers fair may differ from another's perspective.

Vroom's three factors are:

• Expectancy

• Instrumentality

• Valence

False.

Instrumentality is the belief that performance leads to outcomes.

True.

According to Vroom, the more valuable or appealing the outcome, the more motivated workers are to achieve it.

Labour turnover is a measure of the proportion of employees leaving a business during a specific time period.

Induction training is undertaken by employees when they start working for a business, introducing them to its culture, policies, procedures and their job roles and responsibilities.

False.

Labour turnover is expressed as a percentage.

False.

On-the-job training takes place while employees are working in their job roles.

Formula.

Off-the-job training takes place away from the normal workplace, typically through workshops, seminars, conferences or online courses.

True.

Improved transport links that provide an opportunity for workers to seek work across a wider geographical area can lead to higher labour turnover.

Training is the teaching of new skills, while development is the improvement of existing skills.

Fixit Ltd's labour turnover in 2023 was:

On-the-job training takes place while employees are working in their job roles, during which time they are trained by a co worker.

False.

High labour turnover usually leads to increased recruitment and selection costs.

False.

Off-the-job training can be cost-effective if provided online or through webinars.

A buoyant local economy may increase a business's labour turnover because workers are likely to be attracted to employment opportunities elsewhere.

Common elements of induction training include:

• A tour of the premises

• Meeting key colleagues

• IT and finance policies

• HR and security procedures

• Health and safety policy

• Company story and culture

• Issuing equipment

Labour retention is a measure of the proportion of employees remaining with a business during a specific time period.

On-the-job training can impact productivity because employees may make mistakes while learning, and it requires other workers to devote time to train their colleagues.

Formula.

False.

A high level of labour retention means that few staff are leaving the business during a given period

An appraisal is a process where a manager or supervisor assesses an employee's job performance.

A typical staff appraisal meeting includes some of the following discussion points:

• What has gone well/not so well this year?

• Which skills have been developed/need further development?

• Professional goals

• What training or support is needed?

Appraisals are sometimes criticised for being subjective because:

• They may be influenced by the appraiser's personal biases

• Managers may evaluate employees differently based on personal relationships or perceptions

A formative appraisal involves gathering ongoing information and feedback on employee performance.

A summative appraisal is typically conducted annually or at the end of a work assignment.

Summative appraisal is considered high stakes as it can have significant consequences, such as determining pay, promotion or continued employment.

360 degree feedback occurs when a worker receives feedback from multiple stakeholders, such as line managers, colleagues, suppliers, and customers.

False.

360 degree feedback is considered to be a comprehensive assessment of an individual's strengths, weaknesses and training needs.

Information for formative appraisal is commonly collected through:

• Employee observations

• Aptitude tests

• Skills tests

• Feedback from peers

True.

The appraisal process encourages self-awareness and self improvement.

Recruitment is the process of attracting and identifying potential job candidates who are suitable for a role.

The goal of recruitment is to create a pool of qualified candidates who can be considered for the role.

True.

Selection is the process of choosing the best candidate to fill a job vacancy.

Internal recruitment is the process of hiring employees from within the organisation, though promotion or redeployment.

External recruitment is the process of hiring employees from outside the organisation.

True.

Internal recruitment can save time and money on training.

A job specification outlines the qualifications, skills, experience, and personal qualities required from a candidate for a specific job.

A job description outlines the duties, responsibilities and requirements of a particular job role.

False.

High-profile vacancies, such as public sector roles, are usually advertised in national newspapers and on organisation websites.

Headhunting is a form of recruiting and often involves the business making attractive approaches to highly-qualified people in a particular industry.

Careers fairs are events, often hosted by universities or industry bodies, to attract significant numbers of highly-qualified, interested candidates.

A curriculum vitae is a professional document compiled by a job applicant that details their qualifications, experience, key skills and strengths.

A covering letter accompanies a job applicant's application form or CV, giving reasons for submitting an application.

An interview is a formal conversation between a candidate and a potential employer that can be conducted in-person, by telephone, or online.

Referees vouch for a candidate's skills, work ethic and overall suitability for a position.

False.

Psychometric testing can assess problem-solving and critical thinking skills, giving employers an idea of a candidate's potential.

True.

Application forms allow candidate responses to be collected in a consistent format so that comparisons between applicants are straightforward.

A portfolio is a selection of an applicant's best work, used by recruiters to review their suitability for a creative or artistic role.

Piecework is a financial incentive where employees are paid according to the number of units they produce.

Commission is a percentage of sales revenue paid to workers who sell products or services.

A bonus is an additional payment given to staff as a reward for achieving specific goals, completing projects on time or exceeding performance expectations.

Profit share is a portion of the company's profits distributed among staff to encourage them to think like owners and work collaboratively.

Performance-related pay is based on an employee's output level, motivating staff to work harder and achieve better results.

Fringe benefits are financial rewards received by employees other than wages or salary, such as medical insurance or a company vehicle.

False.

Salaries are expressed on an annual basis, while wages are usually paid based on hours worked or items produced.

False.

Piece rate pay is commonly used in manufacturing or assembly-line settings and encourages workers to increase their output.

Piecework is often linked to Taylor's theory of Scientific Management.

True.

A company pension plan is an example of a fringe benefit.

Empowerment involves giving staff the authority and resources to make decisions and take action without first receiving management approval.

Team working involves creating opportunities for staff to work collaboratively, share ideas and expertise.

Job enrichment involves adding more challenging or meaningful tasks to a job to increase motivation and engagement.

Job rotation involves moving staff between different roles in the business to expose them to new challenges and experiences.

Job enlargement involves expanding worker's job duties to include additional tasks at the same level of responsibility.

True.

Empowerment increases the worker's sense of ownership and responsibility.

Empowerment relates to Maslow's esteem needs as staff contributions are valued.

False.

Job enrichment is a motivator in Herzberg's Two Factor Theory.

Work-life balance involves maintaining a healthy relationship between one's work and personal life.

Delegation occurs when a manager gives authority to another person to carry out specific activities.