P3 UNIT 16
How an organization motivates their employees
Organizations could motivate their staff with incentives such as employee of the month, pay rise,
holiday bonus and or company cars. Companies do this to keep their employees motivated and working
hard so that the productivity in the organization remains as well as a method to stop them from leaving.
These incentives also make job seekers want to apply for the organization so that the organization has
more applicants to choose from and they will attract higher skilled applicants. Also by having well
motivated staff means that are less likely to take days off sick.
An organization in retail would use incentives on their employees such us staff discounts on goods. Also,
because there are so many different jobs in retail staff may be trained constantly to try and work in
different departments so that not only will they gain more skills, when another member of staff is off
sick the others can take their place for the day because they would be trained to know what the other
person does in their department. The retail business may monitor their staff based on how many
transactions they complete in one hour or how many items they scan so the they know which
employees are doing well and might reward them with a bonus or even a promotion if they notice a
member of staff is always consistent. Also some retailers offer customers double bonus is they work on
bank holidays.
An organization that makes gaming consoles may give away free consoles to their highest performing
staff as a thank you as well as to keep them motivated to stay loyal to the company. If the job roles are
tedious then employers would give them a lounge or a relaxing room to go when they have their breaks,
which may include game consoles for the staff to use to unwind so that when they go back to working
they can concentrate better and be more productive. Also people working in tech are known to be
pampered as they get free food and drinks as result of their hard work because although the perks are
the best out any other field of work, working on computers for a long time can cause headaches or
migraines and the work can be quite boring. The company might also provide a crèche for employees
that don’t have anyone to look after their children while at work. This is beneficial as it attracts more
employees to stay with the company for longer as they don’t need to worry about who will watch their
children, especially if they don’t go to school yet.
Frederick Taylor had a theory that to keep workers motivated employers should reward them with
money. He also argued that people don't enjoy work so they would need to supervised and instructed
with set targets. Taylor then stated that to trick employees into being more productive managers should
split work into smaller chunks to make it seem like there are doing less. He also stated that employees
should be trained so that they do the job right and are more efficient. Taylor then decided that
employees should be paid according to how much work they produce by the end of the day. This then
resulted in employees being more motivated to work as the workload is split is smaller chunks and the
more they work the bigger the pay they receive as a result. Taylors theory was used on automobile
businesses such as ford as mass production was first introduced with this new concept.
Later on Elton Mayo noticed that Taylors theory was incomplete and added to it. Mayo observed that
employees want more than just money as they also wanted better working conditions and lighting
1
How an organization motivates their employees
Organizations could motivate their staff with incentives such as employee of the month, pay rise,
holiday bonus and or company cars. Companies do this to keep their employees motivated and working
hard so that the productivity in the organization remains as well as a method to stop them from leaving.
These incentives also make job seekers want to apply for the organization so that the organization has
more applicants to choose from and they will attract higher skilled applicants. Also by having well
motivated staff means that are less likely to take days off sick.
An organization in retail would use incentives on their employees such us staff discounts on goods. Also,
because there are so many different jobs in retail staff may be trained constantly to try and work in
different departments so that not only will they gain more skills, when another member of staff is off
sick the others can take their place for the day because they would be trained to know what the other
person does in their department. The retail business may monitor their staff based on how many
transactions they complete in one hour or how many items they scan so the they know which
employees are doing well and might reward them with a bonus or even a promotion if they notice a
member of staff is always consistent. Also some retailers offer customers double bonus is they work on
bank holidays.
An organization that makes gaming consoles may give away free consoles to their highest performing
staff as a thank you as well as to keep them motivated to stay loyal to the company. If the job roles are
tedious then employers would give them a lounge or a relaxing room to go when they have their breaks,
which may include game consoles for the staff to use to unwind so that when they go back to working
they can concentrate better and be more productive. Also people working in tech are known to be
pampered as they get free food and drinks as result of their hard work because although the perks are
the best out any other field of work, working on computers for a long time can cause headaches or
migraines and the work can be quite boring. The company might also provide a crèche for employees
that don’t have anyone to look after their children while at work. This is beneficial as it attracts more
employees to stay with the company for longer as they don’t need to worry about who will watch their
children, especially if they don’t go to school yet.
Frederick Taylor had a theory that to keep workers motivated employers should reward them with
money. He also argued that people don't enjoy work so they would need to supervised and instructed
with set targets. Taylor then stated that to trick employees into being more productive managers should
split work into smaller chunks to make it seem like there are doing less. He also stated that employees
should be trained so that they do the job right and are more efficient. Taylor then decided that
employees should be paid according to how much work they produce by the end of the day. This then
resulted in employees being more motivated to work as the workload is split is smaller chunks and the
more they work the bigger the pay they receive as a result. Taylors theory was used on automobile
businesses such as ford as mass production was first introduced with this new concept.
Later on Elton Mayo noticed that Taylors theory was incomplete and added to it. Mayo observed that
employees want more than just money as they also wanted better working conditions and lighting
1
