can someone please give me feedback on my 10 marker. the practice exams’ suggested response was with different stuff than what i wrote, so its hard to compare :/. they did give a suggested marking guide though which i put below. thanks to anyone who helps 😭 (anything in my response in brackets is my edits when i typed it up)
‘Describe a theory of motivation a business could implement to increase the motivation of staff. In your response, provide explanations of two motivational strategies that could be linked to the motivational theory describes and the effect of these strategies on short and long term motivation.’
Suggested structure and marking guide (We are being nice because it is only the end of semester 1)
- Describe a motivational theory in detail including links to productivity and objectives (4 marks)
- Explain the first motivational strategy, then link it to the motivational theory and explain the effect of this strategy on short and long term motivation (3 marks)
- Explain the second motivational strategy, then link it to the motivational theory and explain the effect of this strategy on short and long term motivation (3 marks)
The goal setting theory by Locke and Latham’s goal setting could be used to increase motivation in employees. This theory outlines employees are motivated by clearly defined goals that meet five criteria; clarity, challenge, commitment, feedback and complexity. The goal needs to be clear, with a connection to both employee and business objectives, alongside ensuring it being clear to follow and monitor (progress). The goal should not be too challenging or overly complex for the employee, but extend them enough to be motivated to accomplish the goal, as well as contributing to the progression of the business’s operations. The goal needs to have employee commitment to achieve such, and can be done by setting up a time barrier- motivating employees to achieve the goal by the deadline, alongside the manager being able to put the goal completion date in line with completion of business objectives milestones. Finally, feedback on the goal should be provided, guiding the employee if the goal is on track to be met, and any adjustments to be made.
This motivation strategy can be used in line with the motivation strategy of performance-related pay, which is the monetary compensation provided alongside the accomplishment of a certain criteria (outlined by the business). The manager can implement performance-related pay to the goal setting theory by rewarding employees monetarily upon the degree to which an employee has achieved the goal. This can increase short term motivation through pay strategies such as bonuses and an increase is salary, which are tangible rewards provided immediately for their effort. This can increase long-term motivation through pay strategies such as gainsharing, where the collective achievement of business objectives results in pay rewards for multiple employees.
The goal setting theory can also be used in line with the motivation strategy of career advancement, which is the promotion of an employee to greater roles in the business. The manager can implement career advancement to the goal setting theory by promoting or providing employees with opportunities (of career growth) if they demonstrate themselves worthy through goal completion. This can increase short-term motivation as employees can see their colleagues promoted, and vicariously wanting such benefits can increase motivation. This can increase long-term motivation by the benefits of having more responsibilities include increased pay and higher recognition, and can motivate by extending abilities.
