Cambridge International A Level · Business (9609)
1 multiple-choice questions marked as you go, and 5 written questions with worked solutions. All on Motivation.
A large retail firm is experiencing high labor turnover. The Human Resources manager suggests applying Herzberg’s Two-Factor theory to address the issue. Which of the following strategies is most likely to act as a 'motivator' to increase long-term job satisfaction, rather than just preventing dissatisfaction?
Identify two non-financial motivators that a business could use to improve employee engagement.
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Briefly explain the concept of job enrichment as a method of motivation.
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Using Vroom’s Expectancy Theory, explain why an employee might have low motivation if their expectancy is high but their valence is zero.
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A company has 200 employees. During the last year, 40 employees left and were replaced.
(a) Calculate the labour turnover for the company using the formula: \(\text{Labour Turnover} = (\frac{\text{number of employees leaving}}{\text{average number of employees}}) \times 100\). (2)
(b) With reference to Herzberg’s Two-Factor Theory, analyze how improving 'hygiene factors' might affect employee retention in this company. (3)
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A technology startup is struggling with low productivity among its software developers. The management is considering implementing a profit-sharing scheme.
(a) Using Vroom’s Expectancy Theory, analyze why a financial incentive alone might fail to motivate these employees. (4)
(b) Discuss whether non-financial motivators, such as job enrichment and empowerment, would be more effective than financial motivators for these highly skilled employees. (4)
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