Motivating workers

By: Abhir and Ari

Abhir

Why do people work?

01
Abhir

Why do people work?

1. Money: to pay for necessities and luxuries (wants and
needs)
2. Job satisfaction: a feeling of enjoyment derived from the
feeling that you have got a successful job
3. Security: there is a sense of security knowing that you
will be payed, and you are not likely to lose your job
4. Social needs: the feeling of being a part of an
organization, or group by meeting people.
5. Esteem needs: feeling important and feeling that what
you do at work is important.
Abhir

What is motivation?
02
 Define the term motivation
Motivation is the drive to achieve your end
goals and needs. Motivation is the main reason
employees want to work hard and effectively
for the business.

Motivation can be the result of benefits for a

business.
Abhir

Different methods/types
of motivation
03
 Different methods of motivation
People are motivated by different things. Most people
work because they need to earn money to survive. There
are many other reasons to why people are motivated to
work. Motivation is the reason people work and it drives
them to work efficiently and effectively. Managers try to
find what motivates the workers and uses it to
encourage them to work better. Motivating workers can
result in higher productivity, increased output, and higher
profits.
Abhir

Definition of FW Taylor
motivation theory
04
 Definition of FW Taylor theory
● The main motivator is money
● Employees that are paid more usually work more
● Work is broken down into simple processes, and
more money is paid which will increase the level of
productivity an employee will achieve
● Extra pay is less than the increased productivity
Abhir

Merits and demerits of FW

Taylor’s motivation theory
05
 Merits and demerits of FW Taylor’s motivation
theory
Merits:
● Increased production
● Managers are being in control of the
workforce
● The cost of production is reduced
● The performance based payment
system introduced
● Reduced in accuracy
Demerits:
● Management system is
expensive
● Pressure on employees to work
faster
● Control of employees may
reduce their creativity and
motivation
● Even if you pay more there is no
guarantee in production rise
Abhir

Abraham Maslow’s
motivation theory
06-09
Abraham Maslow’s motivation theory
5 different types of motivation

● Physiological needs: requirement needed for survival

● Security needs: the need to be physically safe
● Social needs: the need to belong in a group/company and have good
relationships with coworkers and employees
● Esteem needs: the need to have self respect and to be respected by
others
● Self actualization needs: the need to reach your full potential and
succeed by getting promoted.
Diagram of Abraham Maslow’s motivation theory
 Merits and demerits of Abraham
Maslow’s theory
Merits: Demerits:
● Helps lower level employees become ●
secure in their job
● Helps lower level employees to become
better manager when promoted
● Morality is developed
● Self achievement and self confidence is
developed by the employee
Some levels are not present in jobs
● Rewards belong to more than one
level
● Managers need to identify the levels
of motivation in any job before using
it to motivate employees
Herzberg
Motivation Theory
09-11
 Herzberg Motivation Theory
There are two factors to the Herzberg motivation theory. Motivating
factors and Hygiene Factors.
● Motivating Factors- One way in which employees are motivated
to work harder is through motivating factors such as
achievement, recognition, advancement and growth. Any of
these factors make employees feel proud of the work they do,
as they are seeing a result. This keeps employees satisfied and
working hard.
● Hygiene Factors- Hygiene factors are not present in the actual
job itself, but surround the job. Some examples are company
policies, fair supervision, healthy relationships between those
working, good work conditions, fair salary, organized status and
more. Without these things, workers might be not be satisfied
with the work environment, which will cause a decrease in their
effort and might lead to them quitting their job.
Diagram of Herzberg Motivation
Theory
 Merits and Demerits of Herzberg
Motivation Theory
MERITS
● Focused on internal motivation. This theory
focuses entirely on the fact that motivation
comes from within the employees, and it just
needs to be brought out.
● This theory helps companies focus on employee
problems. Rather than just claiming salary is all
an employee needs, this theory aims to improve
working conditions so employees face minimal ● It is subjective. The theory puts money
problems.
● Money is secondary. This theory uses money as
a secondary motivator behind recognition and
promotion. This benefits both employees and
the company
DEMERITS
● Increased productivity is not guaranteed.
Although this theory says that motivating
factors and hygiene factors will make employees
work harder, it is not guaranteed as there are
other factors which motivate employees, and
some might take the company for granted rather
than working harder.
secondary, and for some that might be good, but
for others, they might prefer higher salary over
promotion and recognition opportunities.
Another example is the company might give
flexible work hours as a hygiene factor, but for
some, flexible work hours might be confusing
and troublesome.
 Bibliography
https://expertprogrammanagement.com/2018/04/herzbergs-two-factor-theory/

https://www.aafp.org/pubs/fpm/issues/1999/1000/p26.html

https://www.simplypsychology.org/herzbergs-two-factor-theory.html

https://www.letslearnfinance.com/advantages-and-disadvantages-of-herzberg-theory.html
Edwin

Thanks!
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