{"id":400,"date":"2023-03-22T13:08:59","date_gmt":"2023-03-22T13:08:59","guid":{"rendered":"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/n5businessmanagement\/?page_id=400"},"modified":"2023-03-22T14:44:26","modified_gmt":"2023-03-22T14:44:26","slug":"motivation","status":"publish","type":"page","link":"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/n5businessmanagement\/motivation\/","title":{"rendered":"Motivation"},"content":{"rendered":"<h2><span style=\"color: #ff0000\">Benefits of a Motivated workforce<\/span><\/h2>\n<ul>\n<li><span style=\"color: #000000\"><strong>Higher rates of output<\/strong> <\/span>for the organisation so more products to sell;<\/li>\n<li>More<span style=\"color: #000000\"><strong> consistent quality<\/strong><\/span> of output \u2013 less waste, greater customer satisfaction;<\/li>\n<li>Staff taking <span style=\"color: #000000\"><strong>fewer days<\/strong> <\/span>off for ill health;<\/li>\n<li><span style=\"color: #000000\"><strong>Lower staff turnover<\/strong><\/span> \u2013 reduced recruitment, selection and induction training;<\/li>\n<li>A <span style=\"color: #000000\"><strong>happier and healthier <\/strong><\/span>working environment for all.<\/li>\n<\/ul>\n<h2><span style=\"color: #ff0000\">Common Methods of a Motivating Employees<\/span><\/h2>\n<ul>\n<li>Recognising strengths and weaknesses through the <span style=\"color: #000000\"><strong>Appraisal<\/strong> <\/span>process;<\/li>\n<li>Using a <span style=\"color: #ff0000\"><strong><span style=\"color: #000000\">payments system<\/span> <\/strong><\/span>which recognises and rewards successful working;<\/li>\n<li>Offering attractive<span style=\"color: #000000\"> <strong>working conditions <\/strong><\/span>and flexible <span style=\"color: #000000\"><strong>working practices<\/strong><\/span>;<\/li>\n<li>Reducing employee dissatisfaction by promoting good <strong><span style=\"color: #000000\">employee relations<\/span>;<\/strong><\/li>\n<li>Creating opportunities for<span style=\"color: #000000\"> <strong>employee participation<\/strong> <\/span>and successful <strong><span style=\"color: #000000\">team working<\/span>.<\/strong><\/li>\n<\/ul>\n<h2><span style=\"color: #ff0000\">Staff Appraisal<\/span><\/h2>\n<p>Appraisal is the process of reviewing and supporting the progress of an employee.\u00a0 It should take place annually between an employee and their line manager.\u00a0\u00a0 The purpose of formal appraisal is to:<\/p>\n<ul>\n<li>Recognise and praise achievements over the previous year;<\/li>\n<li>Agree rewards for targets met since the last appraisal meeting;<\/li>\n<li>Identify future training needs over the coming year;<\/li>\n<li>Set targets to aim for before the next appraisal interview.<\/li>\n<\/ul>\n<div><a href=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22121441\/app.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft wp-image-401\" src=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22121441\/app.jpg\" alt=\"\" width=\"116\" height=\"131\" \/><\/a><\/div>\n<div><\/div>\n<div><\/div>\n<div><\/div>\n<div><\/div>\n<div><\/div>\n<div><\/div>\n<div><\/div>\n<div><\/div>\n<div><\/div>\n<div><\/div>\n<div><\/div>\n<div><\/div>\n<h3><span style=\"color: #ff0000\">Advantages<\/span><\/h3>\n<ul>\n<li>Employee strengths and weaknesses are identified and acknowledged.<\/li>\n<li>Employee achievements are valued, giving job satisfaction and higher motivation.<\/li>\n<li>Opportunity for the employee to ask questions and make suggestions.<\/li>\n<li>Weaknesses can be overcome by identifying training needs.<\/li>\n<li>Helps identify employees who are ready for promotion.<\/li>\n<\/ul>\n<h3><span style=\"color: #ff0000\">Disadvantages<\/span><\/h3>\n<ul>\n<li>Employee may feel threatened and try to hide weaknesses.<\/li>\n<li>Employee may expect a pay rise if they have met their targets.<\/li>\n<li>Employee may become resentful if targets are unrealistic.<\/li>\n<li>The organisation must be willing to provide resources to fulfil training needs.<\/li>\n<\/ul>\n<hr \/>\n<h2><span style=\"color: #ff0000\"><strong>Payment Systems<\/strong><\/span><\/h2>\n<p>Most employees will be motivated by the prospect of gaining a financial reward as they will see it as a measure of their value to the organisation.\u00a0 Common payments systems include:<\/p>\n<ul>\n<li><strong>Flat Rate (Salary)<\/strong> \u2013 the employee is paid an annual salary divided into 12 monthly payments. This gives the employee a stable year round income, which can make them feel more secure.\u00a0 This method does not reward employees for working harder or producing work of higher quality.<\/li>\n<\/ul>\n<ul>\n<li><strong>Time Rate<\/strong> \u2013 the employee is paid an hourly rate for the number of hours they work each week.\u00a0 Employees are rewarded for the exact number of hours they work which is easy to calculate.<\/li>\n<\/ul>\n<ul>\n<li><strong>Overtime Rate<\/strong> \u2013 the employee is paid a higher hourly rate \u2013 eg time and a half &#8211; for hours worked over their normal weekly hours. This allows employers to meet deadlines, or cover absences, without having to recruit new staff.<\/li>\n<\/ul>\n<ul>\n<li><strong>Piece Rate<\/strong> \u2013 this method is used in manufacturing where the employee is paid per unit of output produced. Employees have an incentive to work hard and produce more, thus increasing output.<\/li>\n<\/ul>\n<ul>\n<li><strong>Commission<\/strong> \u2013 paid to employees working in sales. Employee receives a percentage of the value of their sales.\u00a0 Employees are motivated to meet sales targets and wage costs are linked to sales income.<\/li>\n<\/ul>\n<ul>\n<li><strong>Bonus<\/strong> &#8211; an additional payment made to employees who reach a target. Targets relate to level of sales, level of output, overall company profits.\u00a0 Workers feel valued in return for success.<\/li>\n<\/ul>\n<hr \/>\n<h3><span style=\"color: #ff0000\">Fringe Benefits<\/span><\/h3>\n<div class=\"wp-block-image\"><a href=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22122401\/car.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft wp-image-402\" src=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22122401\/car.jpg\" alt=\"\" width=\"146\" height=\"146\" srcset=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22122401\/car.jpg 268w, https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22122401\/car-150x150.jpg 150w\" sizes=\"auto, (max-width: 146px) 100vw, 146px\" \/><\/a><\/div>\n<p>These rewards do not involve a direct payment but still have a financial value eg company car, health insurance, cheap canteen, gym membership, opportunities to lease items such as computers or bikes, free parking.\u00a0 Fringe benefits are motivating as they are seen as \u2018perks\u2019, however, they require more administration and can lead to resentment if not all employees receive them.<\/p>\n<p>&nbsp;<\/p>\n<hr \/>\n<h2><span style=\"color: #ff0000\">Flexible Working Practices<\/span><\/h2>\n<p>Employers can offer different types of job contract and flexible working practices to motivate their employees.<\/p>\n<ul>\n<li style=\"list-style-type: none\">\n<ul>\n<li><strong>Full-Time Contract<\/strong> \u2013 employees are employed around 35 hours a week. This provides continuity of service and steady income for the employee.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"list-style-type: none\">\n<ul>\n<li><strong>Part-Time Contract<\/strong> \u2013 employees are working for less than 35 hours so can fit work round other commitments eg child care or studying.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"list-style-type: none\">\n<ul>\n<li><strong>Permanent Contract<\/strong> &#8211; employment with no pre-set end date. Employees benefit from job security. Employers benefit from employee continuity.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"list-style-type: none\">\n<ul>\n<li><strong>Temporary Contract<\/strong> &#8211; employees are taken on for a limited period of and can be laid off without redundancy payments.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"list-style-type: none\">\n<ul>\n<li><strong>Fixed Term Contract<\/strong> is a temporary contract which gives the employee a specified end date eg 23 months. This gives more security to the employee and increases the chances of retaining an employee throughout the contract term.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"list-style-type: none\">\n<ul>\n<li><strong>Home-working<\/strong> &#8211; allows employees to complete tasks in their own homes. Home-working reduces the cost and stress of commuting and saves the employer office space costs.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"list-style-type: none\">\n<ul>\n<li><strong>Tele-working<\/strong> allows workers to work away from the office but remain connected to the office network. Technical support and meetings can take place over the Internet, thus saving travel costs.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"list-style-type: none\">\n<ul>\n<li><strong>Hot-desking<\/strong> allows staff that work at home to book a work station in an office on an adhoc basis. Hot-desking saves the organisation space and means that staff can stay in touch with colleagues and have access to specialist equipment when they need it.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<hr \/>\n<h2><span style=\"color: #ff0000\">Positive Employee Relations<\/span><\/h2>\n<div class=\"wp-block-image\"><a href=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22130050\/rel.png\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-404 alignleft\" src=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22130050\/rel.png\" alt=\"\" width=\"143\" height=\"131\" srcset=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22130050\/rel.png 369w, https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22130050\/rel-300x275.png 300w\" sizes=\"auto, (max-width: 143px) 100vw, 143px\" \/><\/a><\/div>\n<p>Employee relations refer to the way in which employers deal with their employees as a group or as individuals. \u00a0Positive employee relations can reduce conflict, thus improving employee job satisfaction and motivation.\u00a0 The key players involved in building good employee relations are employees, trade unions, managers and ACAS.<\/p>\n<h3><span style=\"color: #ff0000\">The role of the Manager in building relations<\/span><\/h3>\n<ul>\n<li>Negotiate with trade union leaders.<\/li>\n<li>Consult with employees before making decisions.<\/li>\n<li>Involve (empower) employees in the decision making process.<\/li>\n<\/ul>\n<h3><span style=\"color: #ff0000\">The role of the Employee in building relations<\/span><\/h3>\n<ul>\n<li>Respond to managers in the consultation process.<\/li>\n<li>Inform trade union representatives of their wishes.<\/li>\n<li>Cooperate with managers to remain within the law.<\/li>\n<\/ul>\n<h3><span style=\"color: #ff0000\">The role of the ACAS in building relations<\/span><\/h3>\n<div class=\"wp-block-image\"><a href=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22125953\/acas.png\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft wp-image-403\" src=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22125953\/acas.png\" alt=\"\" width=\"157\" height=\"157\" srcset=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22125953\/acas.png 230w, https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22125953\/acas-150x150.png 150w\" sizes=\"auto, (max-width: 157px) 100vw, 157px\" \/><\/a><\/div>\n<ul>\n<li>Prevent or resolve disputes between employers and employees by offering:<\/li>\n<li>Advice \u2013 on how to work within employment law.<\/li>\n<li>Conciliation \u2013 keeping both sides talking to resolve disputes.<\/li>\n<li>Arbitration \u2013 passing judgement if employers and employees cannot agree.<\/li>\n<\/ul>\n<h3><span style=\"color: #ff0000\">The role of the Trade Unions in building relations<\/span><\/h3>\n<ul>\n<li>Negotiate better pay and conditions of employment on behalf of employees.<\/li>\n<li>Represent employees in grievance or disciplinary matters with employers.<\/li>\n<li>If necessary, organise industrial action involving employees.<\/li>\n<\/ul>\n<h2><strong><span style=\"color: #ff0000\">Industrial Action<\/span><\/strong><\/h2>\n<p>Disagreements between employees and managers may be solved by discussion between Trade Union representatives and managers.\u00a0 If an agreement cannot be reached however, the Trade Union might call for employees to take industrial action to influence employer decisions.<\/p>\n<ul>\n<li><strong>Strike Action<\/strong> \u2013 employees refuse to enter the work place and to carry out work. Strikes leads to lost output and missed deadlines which can result in damage to reputation or financial penalties.\u00a0 Employees lose income during strike action.<\/li>\n<li><strong>Go Slow<\/strong> \u2013 employees work as slowly as possible whilst remaining within their contract. Organisations may miss deadlines causing production costs to increase.\u00a0 Employees lose income if on piece rates, and may miss out on an end of year bonus.<\/li>\n<li><strong>Overtime Ban<\/strong> \u2013 the employee refuses to work additional hours eg to complete a contract. Employers may have to hire extra staff to meet a deadline or cover absence. Employees will miss out on the enhanced rates of pay that go with working overtime.<\/li>\n<li><strong>Work to Rule<\/strong> \u2013 employees work to the letter of their contract of employment. This removes flexibility for the employer eg to offer an enhanced service to their customers. Employee may lose job satisfaction as they don\u2019t like to let their customers or clients down.<\/li>\n<\/ul>\n<h3><span style=\"color: #ff0000\">Advantages<\/span><\/h3>\n<ul>\n<li>Grievances are aired so employer \/ employee relations can improve in the future.<\/li>\n<li>New procedures can be introduced to avoid conflict in the future.<\/li>\n<li>Management objectives can be altered to include more consultation with and participation by the workforce.<\/li>\n<\/ul>\n<h3><span style=\"color: #ff0000\">Disadvantages<\/span><\/h3>\n<ul>\n<li>Sales are lost and the organisation might fail.<\/li>\n<li>Output is lost resulting in missed deadlines.<\/li>\n<li>The reputation of the organisation may be damaged.<\/li>\n<li>Employee\/employer relations may become strained for the future.<\/li>\n<li>Future employees may be put off applying for a job.<\/li>\n<\/ul>\n<hr \/>\n<h2><span style=\"color: #ff0000\">Participation and Team Building<\/span><\/h2>\n<div class=\"wp-block-image\"><a href=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22130803\/group.png\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft size-full wp-image-405\" src=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22130803\/group.png\" alt=\"\" width=\"160\" height=\"115\" \/><\/a><\/div>\n<p>Employee teams and\/or participation in decision-making helps employees gain skills, prepare for promotion and may lead to higher job satisfaction and motivation.\u00a0 Employers who build effective teams and involve employees in decision making benefit from more the generation of more ideas, reduced likelihood of industrial action, and more stable staffing.<\/p>\n<ul>\n<li><strong>Project Teams <\/strong>&#8211; may bring together staff with similar expertise eg a marketing team or bring together staff with different skills eg design, marketing and finance.<\/li>\n<li><strong>Works Councils<\/strong> \u2013 employees are elected to work with management. Employers benefit better relationships and more ideas.\u00a0 Works council members may not have the overall aims of the organisation in mind however.<\/li>\n<li><strong style=\"font-size: 1rem\">Quality Circles<\/strong><span style=\"font-size: 1rem\"> \u2013 workers meet to discuss and make recommendations to management on how to improve product quality. They can be motivating to employees as they feel valued, and employers benefit from ideas of people who are directly involved with manufacturing or customers.\u00a0 Quality circles workers have to have paid time away from their regular job and it can create tension if management do not take up their recommendations.<\/span><\/li>\n<\/ul>\n<div class=\"wp-block-image\"><a href=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22130832\/team.png\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft wp-image-406\" src=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22130832\/team.png\" alt=\"\" width=\"197\" height=\"147\" srcset=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22130832\/team.png 393w, https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22130832\/team-300x224.png 300w\" sizes=\"auto, (max-width: 197px) 100vw, 197px\" \/><\/a><\/div>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<h3><span style=\"color: #ff0000\"><strong>Drawbacks of Team-Working<\/strong><\/span><\/h3>\n<p>Teams may have different objectives resulting in conflict within the organisation.\u00a0 It may be time consuming for teams to come to a decision.<\/p>\n<div class=\"wp-block-image\"><a href=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22130933\/argue.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft wp-image-408\" src=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22130933\/argue.jpg\" alt=\"\" width=\"129\" height=\"142\" \/><\/a><\/div>\n","protected":false},"excerpt":{"rendered":"<p>Benefits of a Motivated workforce Higher rates of output for the organisation so more products to sell; More consistent quality of output \u2013 less waste, greater customer satisfaction; Staff taking fewer days off for ill health; Lower staff turnover \u2013 reduced recruitment, selection and induction training; A happier and healthier working environment for all. Common [&hellip;]<\/p>\n","protected":false},"author":79984,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-400","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/n5businessmanagement\/wp-json\/wp\/v2\/pages\/400","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/n5businessmanagement\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/n5businessmanagement\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/n5businessmanagement\/wp-json\/wp\/v2\/users\/79984"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/n5businessmanagement\/wp-json\/wp\/v2\/comments?post=400"}],"version-history":[{"count":3,"href":"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/n5businessmanagement\/wp-json\/wp\/v2\/pages\/400\/revisions"}],"predecessor-version":[{"id":426,"href":"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/n5businessmanagement\/wp-json\/wp\/v2\/pages\/400\/revisions\/426"}],"wp:attachment":[{"href":"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/n5businessmanagement\/wp-json\/wp\/v2\/media?parent=400"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}