Motivation,

Compensation,

Discipline

Motivation

desire to do; interest or drive (Collins)

the process that initiates, guides and maintains goal-oriented behaviors.

a person's internal disposition to be concerned with and approach positive incentives and avoid negative incentives.(Wikipedia)

Motivating employees to perform to their maximum potential is the responsibility of an organisation’s leaders.

Monetary

Time-rate pay, Shares and options, Salaries, Commission, Pensions, Piece-rate pay, Benefits in kind.

fixed amounts per month or year for performing a role;

these include staff discounts, contributions to travel costs, staff uniforms etc.

pay based on time worked; very common in small businesses where employees are paid per hour.

pay per item produced – becoming less common

payment based on the value of sales achieved.

less common in small businesses, but popular in businesses whose shares are traded on stock markets

Fixed sum of money given to the retired people.

Motivation is about more than simply (усердная работа)or (выполнение заданий). (Предприниматели)and staff can find motivation from (множество источников).

Motivation can come from the (удовольствие)of the work itself and/or from the desire to (достичь цель)e.g. earn more money or (получить продвижение по службе).

It can also come from the sense of (удовлетворение) gained from completing something, or achieving a (удачный) outcome after a difficult project or (решение проблемы)

(Результативность работы сотрудников) is a product of both their (способности)and motivation. A talented employee who feels de-motivated is (вряд ли) to perform well at work, whereas a motivated employee can often (выполнить) far more than is expected from him!

How important is money as a motivator? It is widely accepted that (недостаточная или низкая оплата)acts as a de-motivator.

Someone who feels (не оцененным)or

under-paid may soon leave to find (выше оплачиваемая работа).

More money can help us feel better about

out work, but it is unlikely (убедят) us to

work harder or (по более высоким стандартам).

Тon-financial methods of

motivation

Job enlargement Job enlargement involves adding extra,

similar, tasks to a job. In job enlargement, the job itself remains essentially unchanged.

With job enlargement, the employee rarely needs to acquire new skills to carry out the additional task.

A possible negative effect is that job enlargement can be viewed by employees as a requirement to carry out more work for the same pay!

Job rotation

Job rotation involves the movement of employees through a range of jobs in order to increase interest and motivation.

For example, an administrative employee might spend part of the week looking after the reception area of a business, dealing with customers and enquiries. Some time might then be spent manning the company telephone switchboard and then inputting data onto a database.

Job rotation may offer the advantage of making it easier to cover for absent colleagues, but it may also reduce' productivity as workers are initially unfamiliar with a new task. Job rotation also often involves the need for extra training.

Job enrichment

Job enrichment attempts to give employees greater responsibility by increasing the range and complexity of tasks they are asked to do and giving them the necessary authority. It motivates by giving employees the opportunity to use their abilities to the fullest. Successful job enrichment almost always requires further investment in employee training.

Team working and empowerment

Empowerment involves giving people greater control over their working lives. Organizing the labor force into teams with a high degree of autonomy can achieve this. This means that employees plan their own work, take their own decisions and solve their own problems. Teams set targets to achieve and may receive rewards for doing so. Empowered teams are an increasingly popular method of organizing employees at work.

Indirect Compensation Alternatives

flexible working schedules elder care retirement programs moving expenses insurance (health, dental, eye) subsidized housing paid leave (sick/holiday/personal days) subsidized utilities tickets to events (ball games, concerts)

magazine subscriptions

boots and clothing

laundry service

company parties

use of farm trucks, machinery

farm produce/foods/meals

cellular phones/pagers

child care

use of farm pastures and gardens

Complete the sentences:

Some workers receive a Christmas

bonus when...

When an employee works more than the

scheduled hours...

It’s not easy to obtain job satisfaction...

When someone stays away from work...

An ideal job would be one where ...

An interview should always be ...

Work would be more interesting if ...

Because paying a wage is a standard practice...

A bonus may inspire employees to... An employee who owns a share of the

business... Bonuses can show an employer

appreciates... Employers have a wide variety of

compensation elements... Business performance can be affected

by ...

When it becomes necessary to

discipline an employee, two

principles apply:

first, the employee must be clearly

informed by the supervisor as to the

source of dissatisfaction;

second, except in limited circumstances,

the employee should be given the opportunity to correct the problem.

Employer's disciplinary

procedures

Oral Warning

Written Warning

Suspension without Pay

Reduction of Pay within a Class

Demotion to a Lower Classification

Dismissal

True or False?

A management style is an overall method of behavior used by a manager.

Job rotation involves the movement of employees through a range of jobs in order to increase interest and motivation.

If employees have the ability to do the job, but need a high amount of support participating of the manager is necessary.

There are three major components to motivation: activation, persistence, concentration.

Job enrichment gives employees an opportunity to use their abilities to the fullest.

Discipline is the process that initiates, guides and maintains goal-oriented behaviors.

With job enlargement, the employee has to acquire new skills to carry out some additional tasks.

Delegating authority is necessary when the employees are willing to do the job but don’t know how to go about it.

If any problem occurs, an employee should always be given an opportunity to correct the problem.

A Directive leader will always tell the subordinates how to do their jobs.