• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Factors effecting Motivation.

Extracts from this document...


MOTIVATION FACTORS EFFECTING MOTIVATION There are different factors that motivate people, everyone is not similar, each factor depends on individual needs. Most people tend to work, because hey know that at the end of the day they will get paid for it. And knowing that they will get paid motivates them during the day. By researching I have found out that most unskilled workers are motivated only because they get paid and with this money they are able to provide shelter and food for there family. Where as skilled workers who have qualifications and have been on training schemes are motivated by other factors. I asked an employee who works at Insys what motivates them, below are the answers I got * Job satisfaction: if workers get job satisfaction they will enjoy working which will mean high quality work is being produced. Workers will come early to work, they will have good attendance at work, workers will take pride in their work, workers will want to work overtime, and would want to help the business meet its objectives and goals. If employees do not get job satisfaction they will not be motivated at work and will become really lazy, will not put time and effort into the quality of the work, targets which are set will not be met because employees are not enjoying themselves. ...read more.


they were content with their jobs, felt secure. Due to the redundancies taking place the employees have know travelled down the hierarchy of needs feeling low self esteem and they have no sense of stability within there jobs. DOUGLAS McGREGOR THEORY X AND THEORY Y McGregor believed that manager's basic beliefs have a dominant influence on the way that organisations are run. Mangers assumptions about the behaviour of people are central to this. McGregor argues that these assumptions fall into two broad categories - theory X and theory Y. these findings were detailed in 'The human side of enterprise', first published in 1960. Theory X and theory Y describe two views of people at work and may be used to describe two opposing management styles. Mc Gregor formulated two theories: X and Y, which makes a number of assumption: Theory X is summarised as follows: The traditional view of direction and control * The average human being has a dislike of work and they avoid there work * Due to the basic dislike of work, most people must be coerced, controlled, directed, threatened with punishment to get them to put forth-adequate effort towards the achievement of organisational objectives. * Most humans prefer to be directed they wish to avoid responsibility, and have little ambition and overall want security. ...read more.


Many organisations still operate Taylorism, even in rich countries, but there has long been a recognition that employees want more from their jobs than job security and good pay. Other writers have developed more complex theories about what motivates people at work - as I have explained a few of them above. Insys and other organisations do have a linkage with the motivational theories I have explained above. However they do not use all the parts of the theories. Some theories do not even apply to the organisation such as Insys. Such as Frederick Taylor's view of motivational theory does not apply to Insys itself as shown above that employees want more from their jobs than job security and good pay. Some other motivational theories Expectancy theory This theory states that an employee will only be motivated to work harder if they believe that it will lead to a reward, which they feel is worth having. The key point is that the reward does not match the employee needs it will not motivate them very well. Equity theory This means that people are better motivated if they feel they are fairly treated by their bosses and on par with other employees. Goal Theory Setting employees specific goals motivates them more effectively. If the goals are achieved they get more money or promotion. Reactance Theory This means that people are motivated by what they think they have achieved. For example, where pay is tied to employee's performance it motivates them to work harder. Their achievement has been rewarded. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Marked by a teacher

    McGregor -Theory X and Theory Y

    5 star(s)

    Workers will be given responsibilities, and a wider range of tasks. In the case of Theory Y managers, managers are facilitators. It is likely that managers will adopt a Democratic Style - this is based on encouraging participation in decision making.

  2. Business At Work

    They answered the questions and sent me some leaflets of bathrooms and kitchens, etc. with price lists. I have also planned to visit B & Q, and take another questionnaire to get some more information, which will help me with my assignment.

  1. management & enterprise

    Cadbury Schweppes motivates employees by offering staff following. Giving out discount to their staff 28 day paid holiday Sick Changing business aims into employee goals- a business has to find ways in which to meet the aims of the business but also giving goals to employees in order for them to feel value.

  2. What is Motivation?

    I wanted, do I feel I belong, (is there recognition of a job well done?), to the top level of Self-Actualisation; this where one's full potential is achieved, (a sense of self-fulfilment in a work situation). Maslow suggested, 'Individuals only advance up the hierarchy as each lower level need is satisfied.'

  1. Staff Training and motivation - McDonalds case study

    Providing employees with training and developmental opportunities encourages good performance, strengthens job-related skills and competencies, and helps employees keep up with changes in the workplace, such as the introduction of new technology. Carrying out the processes of performance management provides an excellent opportunity to identify developmental needs.

  2. Business at Work - ASDA

    A role culture at Asda helps bring different departments together as it encourages teamwork. A role culture gives confidence to the people who are at the bottom of Asda hierarchy structure to share their ideas with the people at the top.

  1. Analysis of a Contract Specific Organisation

    Cost savings Revised procedures Introduction of new technology Service synergies and multiskilling Broadening scope Quality service level improvements Development of best practice An important aspect of this process is the assessment the contribution of each staff member. A combination of the following contribute to an overall assessment of managers' contract

  2. Critical Success Factors

    [Cleland D.I and Stuckenbruck L. C] The Critical Success Factors (CSF) is set of important aspects for an organization to reach the success criteria. The Project Manager needs to know the success criteria specific to the organization or project to list out the CSFs.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work