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ACCA BT知识点：Let's get motivated
文章来源：ACCA官网
发布时间：2021-07-29 14:25
阅读：1322次
This article looks at ways in which staff motivation can be improved and also shows how some of the management theories that you may have come across in your study texts can be applied to a workplace situation.
With regards to management theories and motivation I guess that almost all students will have come across Maslow’s hierarchy of needs and Herzberg’s two-factor theory.However very few students actually ever understand how Maslow and Herzberg can be applied to the workplace and simply learn the examples given in the examination textbook.
To enlighten those of you who are not familiar with either Maslow or Herzberg they are ideas on what motivates people as a result of observation of workers’behaviour.Maslow talked about people having a hierarchy of needs.Each need is important until it is satisfied and then the next need becomes important,i.e.,once one has obtained shelter and food that no longer becomes a priority and one aspires to a need for security and so on.
How then,can these needs be translated into the workplace?Maslow never really intended his theory to be directly applied but gave it as an example of how people may behave in ideal conditions.However,for the purpose of exams it’s a worthy theory to apply.
In the modern developed world most of us are fortunate to have no real problem with lack of physiological needs or safety needs.We can normally buy food and drink and provide shelter as a result of earning a regular salary.
Security is provided through contracts of employment and pension and medical insurance provision.However,it is attention to the rest of the needs in the hierarchy,which distinguishes an organisation that has a highly motivated workforce,from one that is less so.
In order to fulfil social/love needs companies with motivated workforces will encourage teamworking which leads to better relationships for both managers and subordinates which often translates into higher work output.Together with company parties and outings,staff social clubs and sports societies are also likely to be heavily subsidised to encourage good relationships outside the workplace.
Esteem needs are fulfilled through satisfying the individual.The military were probably one of the initial exponents of this idea through the awarding of medals for bravery.
A modern day equivalent can be seen in McDonalds where hard work and high levels of customer service result in the employee being awarded stars which they can proudly wear on their uniform.A very simple way of esteem being fulfilled is to simply recognise good work through saying thank you.
Many companies now take this a stage further by giving regular feedback through performance appraisals.
Richard Branson of the Virgin group is a master at getting the most from his entire workforce.Despite the number of employees being in the thousands they are all regularly invited to barbecue’s or drinks parties at his house(not all at the same time of course)and he will be there to welcome them and thank them for all the hard work they do for the company.
This leads to many staff having a much higher level of commitment to the organisation than is present in other similar organisations.Financial recognition in forms of bonuses are another way of recognising performance although provision of only financial incentives can often create more problems than they solve and hence successful organisations use more innovative ways of motivating.
Self-actualisation is achieved when an employee is able to fulfil their maximum potential.Companies satisfy this desire by providing no ceiling on promotion and enabling employees to improve themselves through education and training.More senior roles may give employees discretion in how they interpret their job roles thus enabling the individual to put their own stamp on a job.
Hopefully now you are able to see a little bit beyond the textbooks theoretical view and I would encourage you to think of the ways in which your employer improves your motivation together with colleagues in other organisations.
翻译参考
本文着眼于提高员工积极性的方法，并展示了您在学习课本中可能遇到的一些管理理论如何应用于工作场所情况。
关于管理理论和动机，我想几乎所有的学生都会遇到马斯洛的需求层次和赫茨伯格的双因素理论。然而，很少有学生真正了解如何将马斯洛和赫茨伯格应用于工作场所并简单地学习考试教科书中给出的例子。
为了启发那些不熟悉马斯洛或赫茨伯格的人，他们提出了通过观察工人行为来激励人们的想法。马斯洛谈到人们有需求层次。每一个需求都是重要的，直到它得到满足，然后下一个需求才变得重要，即，一旦一个人获得了不再成为优先事项的住所和食物，并且渴望获得安全等等。
那么，如何将这些需求转化为工作场所呢？马斯洛从未真正打算直接应用他的理论，而是将其作为人们在理想条件下的行为方式的一个例子。然而，为了考试的目的，这是一个值得应用的理论。【点击免费下载>>>更多ACCA学习相关资料】
在现代发达国家，我们大多数人都很幸运，没有缺乏生理需求或安全需求的真正问题。由于赚取正常工资，我们通常可以购买食物和饮料并提供住所。
保障是通过就业合同以及养老金和医疗保险提供的。然而，关注层次结构中的其余需求，这将具有高度积极性的员工队伍与不那么积极的组织区分开来。
为了满足社会/爱情需求，拥有积极性员工的公司将鼓励团队合作，从而为经理和下属建立更好的关系，这通常会转化为更高的工作产出。除了公司聚会和郊游，员工社交俱乐部和体育社团也可能得到大量补贴，以鼓励工作场所以外的良好关系。
尊重的需要是通过满足个人来满足的。通过授予英勇奖章，军队可能是这一想法的最初倡导者之一。
在麦当劳可以看到一个现代的等价物，在那里努力工作和高水平的客户服务导致员工被授予星星，他们可以自豪地将这些星星穿在他们的制服上。实现尊重的一个非常简单的方法是通过说谢谢来简单地认可出色的工作。
许多公司现在通过绩效评估提供定期反馈，从而更进一步。
维珍集团的理查德·布兰森(Richard Branson)是一位能从整个员工队伍中获得最大收益的大师。尽管有数千名员工，但他们都经常被邀请参加他家的烧烤或酒会（当然不是所有时间都在同一时间），他将在那里欢迎他们并感谢他们所做的所有辛勤工作为公司。
这导致许多员工对组织的承诺比其他类似组织中的要高得多。奖金形式的财务认可是认可绩效的另一种方式，尽管仅提供财务激励通常会产生比解决问题更多的问题，因此成功的组织会使用更具创新性的激励方式。
当员工能够发挥其最大潜力时，就会实现自我实现。公司通过不设晋升上限并让员工通过教育和培训提高自己来满足这一愿望。更高级的角色可以让员工自行决定如何解释他们的工作角色，从而使个人能够在工作上打上自己的烙印。
希望现在你能够看到一些超出教科书理论观点的东西，我鼓励你思考你的雇主与其他组织的同事一起提高你的动力的方式。
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