Motivation within an innovative work environment
An ARM case study

Page 1: Introduction

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Individuals work for many different reasons. Financial rewards are frequently a key factor in influencing why individuals undertake certain jobs. However, money is not everything. Employees want to enjoy their work, be challenged by it and achieve personal fulfilment. For many people, their careers are on-going learning experiences. This is known as intrinsic motivation. When individuals are...
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Page 2: Motivation

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Motivation is the level of commitment individuals have to what they are doing. Motivation theory is concerned with how individuals behave in the workplace. By understanding what motivates individuals it is possible to create an efficient workplace. It also helps to ensure that employees are happy at work. This in turn will create satisfied employees, who will work with more enthusiasm and focus...
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Page 3: Maslow (hierarchy of needs)

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In the early 1950s Abraham Maslow developed a theory of motivation. This was arranged in the form of a hierarchy of needs. At the bottom of the hierarchy are the basic needs. For example, these reflect that people work primarily to provide basic things that enable them to live, such as food and accommodation. This is followed by safety needs that enable individuals to protect themselves and...
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Page 4: Taylor (scientific management) and Herzberg (2-factor theory)

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Taylor and scientific management Frederick Taylor was involved with scientific management. Taylor specifically linked pay to rates of output. His theories illustrated that monetary reward was the most important motivating factor. However, his view of motivation applied to people who worked within narrow job confines, such as on a production line. It was all about a fair day’s pay for a fair...
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Page 5: Mayo (human relations approach)

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Elton Mayo founded the Human Relations Movement. Experiments undertaken by Mayo took place at the Hawthorne plant in the USA during the 1930s. His work illustrated that if the company or managers took an interest in employees and cared for them, it had a positive effect on their motivation. When managers took a greater interest in employees they felt more valued and empowered. His work also showed...
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Page 6: Conclusion

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ARM’s HR strategy places great importance on employee engagement to create a motivated team. This is vital given the innovative and highly skilled nature of the business. Through placing emphasis on training and development, open communication channels and a fun approach, ARM has created a productive and committed global workforce. Lack of motivation amongst employees can lead to...
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