The Importance of Motivation in the Workplace
Motivation – the desire to achieve a goal
Motivation is about the ways a business can encourage staff to give their best. Motivated staff care about the success of the business and work better.
Why is Employee Motivation Important In Business
A motivated workforce results in:
- Higher labour productivity – increased output caused by extra effort from workers
- Easier to attract employees – businesses will be able to attract the best workers which result in improving quality as staff take a greater pride in their work.
- A higher level of staff retention – workers are keen to stay with the firm and also reluctant to take unnecessary days off work
How can Businesses Influence Motivation?
The motivation of employees can be changed because businesses have a chance to meet a number of human needs. This can be physiological, social or security needs. There are a variety of theories that indicate how businesses might inspire employees to fulfill human needs.
HERZBERG TWO-FACTOR THEORY (1960s)
- Motivator factors – result in job satisfaction and increase motivation.
- Hygiene factors – do not increase motivation but the motivation of employees may fall if these are not present- dissatisfaction.
| Motivators | Hygiene Factors |
| Achieving aimsChance of promotionResponsibilityInteresting workRecognitionPersonal Development | PayWorking conditionsJob securityQuality of supervisionStaff relationshipsCompany policy |
➔ Herzberg said businesses need to develop ways to encourage employees to be satisfied. It would have to ensure, for example, that jobs are exciting and the successes of workers are recognised. Workers must also have an incredibly good opportunity to perform and receive promotion. This could lead to employment enrichment to inspire employees. Moreover, Herzberg argued considerations of hygiene would not motivate employees. But if hygienic factors like salaries, working conditions and supervision quality were lacking, the motivation for workers would be poor.
➔ Job Enrichment – making a job more challenging and interesting
MASLOW’S HIERARCHY OF NEEDS (1943)
He suggested there are five hierarchies or levels of need that explain how people are motivated.
A person will start at the bottom of the hierarchy and will seek to satisfy each need in order. Once the first ‘physiological’ need is satisfied it no longer acts as a motivator.
- Physiological Needs – basic needs of humans for their survival. Eg. Food, Shelter, Water, etc.
- Safety and Security – Workers need protection from any danger.
- Love & Belonging (Social Needs) – Workers like to communicate and make friends.
- Esteem Needs – Workers need to be recognised and respected and be praised for any achievements.
- Self-actualisation – refers to the need for personal growth and reaching their full potential.
| Need | Implications in the workplace |
| Physiological | Providing staff with basic pay and a safe working environment |
| Safety & Security | Ensuring staff have job security through permanent contracts |
| Love & Belonging | Creating good communication in the workplace, providing support and encouraging team work |
| Esteem Needs | Providing recognition to employees through promotions or praise |
| Self-actualisation | Providing opportunities for promotion, creativity and challenge |
TAYLOR’S THEORY OF SCIENTIFIC MANAGEMENT
Taylor believed that all workers were motivated by money. Taylor recognised that many employees were inefficient and not working to their full potential. He also thought the pay systems were not motivating them to work. Then recommended that jobs should be broken down in simple tasks and workers should:
- Use special tools and equipment
- Follow a strict working procedure
- Receive proper training
- Get breaks to recover from work
- Be paid according what they produce
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