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Chapter 13

Chapter 13 – Motivating Employees.docx

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McMaster University
Rita Cossa

Chapter 13Motivating EmployeesThe importance of motivation Motivation a persons internal drive to actDirect turnover replacing an employee costs include the time it takes to hire the replacement and costs related to onboarding them ie training Indirect turnover costs result in a loss of productivitySoft costs include loss of intellectual capital decreased morale increased employee stress and a negative reputationIntrinsic reward the good feeling you have when you have done a job wellExtrinsic reward something given to you by someone else as recognition for good work extrinsic rewards include pay increases praise and promotionsFrederick Taylor the father of scientific management Taylors goal was to increase worker productivity to benefit both the firm and the workerBelieved the way to improce productivity was to scientifically study the most efficient ways to do things determine the one best way to perform each task and then teach people those methodsScientific management studying workers to find the most efficient ways of doing things and then teaching people those techniques 3 basic elements to Taylors approach time methods and rules of workMost important tools were observation and the stopwatchTime motion studies studies begun by Frederick Taylor of which tasks must be performed to complete a job and the time needed to do each taskPrinciple of motion economy theory developed by Frank and Lillian Gilbreth that every job can be broken down into a series of elementary motionsElton Mayo and the Hawthorne studies Mayo tested lighting and the association with productivity but making it lighter or dimmer led to the same result Then tested temperature changebut making it hotter or colder also led to the same result of increase Upon interviewing the workers Mayo concludedWorkers thought of themselves as a social groupinformal atmosphere could talk to each other felt special and worked hard to stay in the groupThis motivated them
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