2.1.2 Methods of motivation
Instruction :
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Go through all instructions and course details thoroughly before starting each lesson or activity.
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Watch the attached video lessons attentively and take clear, organized notes in your notebook.
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Write all answers for the attached worksheets in your notebook. Make sure your work is neat and properly labeled.
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Revise your notes and completed worksheets after each lesson to reinforce understanding.
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If you face any difficulty or have questions, note them down and contact your instructor or course coordinator for guidance.
Click to download the Video Lecture Handout.
Good morning everyone. Today we are going to talk about methods of motivation.
Motivation is what pushes employees to work harder, perform better, and stay with a business.
But here’s the thing – not everyone is motivated in the same way. Some people respond best to money, while others value recognition, career growth, or simply enjoying their work.
So, businesses use both financial and non-financial methods to keep workers motivated.
Let’s start with financial methods. These involve paying employees in different ways.
The first is wages, usually paid weekly or hourly, often for manual or part-time workers. For example, a factory worker might earn an hourly wage and extra money for overtime.
The second is salaries, which are fixed monthly payments, common for office or managerial staff. For instance, an accountant might earn a set salary each month, no matter the hours worked.
The third is bonuses. These are extra payments given for good performance or hitting targets. Imagine a sales team earning a year-end bonus after reaching their sales goal.
Next is commission, where pay is based on sales. A car salesperson, for example, might earn 5 percent of every car sold.
And finally, profit sharing. Here, employees get a share of the company’s profits, so if the business does well, everyone benefits. A tech start-up might use this to encourage teamwork and loyalty.
Now let’s look at non-financial methods. Not all employees are motivated by money. Some value growth, recognition, or teamwork more.
One method is job enrichment, where workers are given more challenging or interesting tasks. For example, a technician might get the chance to design a new product feature instead of just doing routine maintenance.
Another is job rotation, where employees switch between tasks to reduce boredom and build new skills. A supermarket worker might rotate between the billing counter, stocking shelves, and helping customers.
Teamworking is another method, where employees work together in groups. A marketing team creating an ad campaign together is a good example.
Training is also powerful, as it gives employees new skills and shows the company is investing in them. Imagine a waiter receiving training to improve customer service – that builds confidence.
And finally, opportunities for promotion. Employees are often highly motivated when they see a clear path to move up. A junior assistant who works hard might get promoted to supervisor, which motivates others too.
The important thing to remember is that the best method depends on the job and the people involved. For example, a sales team is usually motivated by commission and bonuses, since their effort directly leads to sales.
Factory workers doing repetitive jobs may prefer wages plus job rotation, to earn more and reduce boredom. Software engineers may respond better to job enrichment, training, and profit sharing, since they want challenges and growth.
And office staff often value a stable salary and chances for promotion.
So to wrap up. Motivation is key to keeping employees happy and productive. Financial rewards like wages, salaries, bonuses, commission, and profit sharing work well in some situations.
Non-financial rewards like job enrichment, rotation, teamwork, training, and promotion work better in others.
A good manager understands what motivates different workers and chooses the right method.
By doing this, businesses can get the best out of their employees and keep them loyal for the long term.
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