Motivation Strategies — Flashcards & Quiz

Q1: What is performance-related pay and how does it motivate employees?

Performance-related pay (PRP) links employee compensation to their performance outcomes. Types include: bonuses (lump-sum payments for meeting targets), commissions (percentage of sales revenue), profit sharing (share of company profits) and share plans (employees receive company shares). PRP motivates by rewarding effort and results, aligning employee goals with business objectives, and providing a tangible incentive to perform well. However, it can create competition between employees and may undermine teamwork.

Q2: How does career advancement motivate employees?

Career advancement involves providing employees with opportunities for promotion, increased responsibility and professional growth within the organisation. It motivates by: satisfying esteem and self-actualisation needs (Maslow), fulfilling the drive to acquire and learn (Lawrence and Nohria), providing challenging goals (Locke and Latham), and showing employees that their contributions are valued with a clear career pathway. It also improves retention as employees see a future within the organisation.

Q3: What is the difference between investment in training and support as motivation strategies?

Investment in training involves spending on developing employee skills and knowledge through formal programs (courses, conferences, qualifications). It motivates by showing the business values employee development and fulfils the drive to learn. Support involves providing resources and assistance to help employees manage their work and personal lives, such as mentoring, employee assistance programs (EAPs), flexible work arrangements and wellness programs. Support motivates by meeting safety and belonging needs and fulfilling the drive to defend.

Q4: What is sanction as a motivation strategy and when is it used?

Sanction involves the use of penalties or disciplinary action to deter undesirable behaviour and encourage compliance. Examples include verbal warnings, written warnings, demotion, suspension, withholding bonuses, and ultimately termination. It motivates through negative consequences — employees comply to avoid punishment. Sanction is used when: employees breach workplace policies, performance is consistently below standard, or safety rules are violated. It should be a last resort after positive strategies have failed.

Q5: How does support as a motivation strategy improve employee wellbeing and performance?

Support strategies help employees manage work demands and personal challenges. Examples: employee assistance programs (EAPs — confidential counselling), flexible work arrangements (remote work, compressed weeks), mentoring programs, wellness initiatives (gym memberships, health checks), and family-friendly policies (parental leave, childcare assistance). Support improves motivation by: reducing stress and absenteeism, increasing loyalty and commitment, meeting safety and belonging needs (Maslow), and fulfilling the drive to defend (Lawrence and Nohria).

Q1: Performance-related pay links employee compensation to their performance outcomes.

Answer: TRUE

Performance-related pay (PRP) directly ties compensation to individual or team performance through bonuses, commissions, profit sharing or share plans. It rewards effort and results, aligning employee goals with business objectives.

Q2: Sanction is considered the most effective long-term motivation strategy.

Answer: FALSE

Sanction (penalties, disciplinary action) is generally the LEAST effective for long-term motivation. It can create fear, resentment and disengagement. Positive strategies like career advancement, training and support are more effective for sustained motivation.

Q3: Investment in training only benefits the employee and provides no advantage to the business.

Answer: FALSE

Investment in training benefits BOTH the employee (skill development, career growth, motivation) and the business (higher productivity, improved quality, innovation, reduced errors, competitive advantage and employee retention).