JobRotationChangingjobs fromtime totimeRemunerationmoneyemployeesearn for workand servicesprovidedCommissionPaymentmade to aworker basedon value ofsales madeOvertimepayMoney tocompensateextra hoursworkedSocial &BelongingNeedsteamwork isa way abusiness willtry to meetthese needsAutonomyThe powerto makedecisionsand actTaylor´sScientificManagementMgt. theory thatpromotes dividingwork into repetitivetasks and payingworkers based on thenumber of itemsproducedPerformance-related-paypayment for white-collar workerswhere pay isbased onperformancetargets being metMaslow´sHierarchyof NeedsThere are 5levels ofemployeeneeds thatmust be metHygieneFactorThese factorscan promotedissatisfactionin anemployeeSalarymoney paid towhite-collarworkers usuallypaid monthly,expressedannuallyNetPay/NetSalarypayment a workerreceives aftertaking outdeductions andtaxes. what theworker takeshome.Pieceratepaypayment for aworker basedon number ofitemsproducedMotivatorOpportunities forpromotion andlearning new skillsare factors thatHerzberg saysworkWagePayment made tomanual workers(blue collarworkers) paiddaily, hourly,weekly, monthlyTimeratepayPayment fora workerbased onhoursworkedIncentiveSomethingthatencouragesyou to workharderPromotionMoving up thehierarchy andbeing given moreresponsibilityjudged on pastperformanceGrossPay/GrossSalarypayment aworker earnsbefore takingout deductionsand taxesPhysiologicalNeedsFood, water,shelter areexamples oftheseFringebenefitsPerks inaddition topay such as acar and healthinsuranceJobEnrichmentProviding moretasks andresponsibility tomake the jobmore interestingBonusPayment for aworker in additionto salary based onreachingperformancetargetsJobRotationChangingjobs fromtime totimeRemunerationmoneyemployeesearn for workand servicesprovidedCommissionPaymentmade to aworker basedon value ofsales madeOvertimepayMoney tocompensateextra hoursworkedSocial &BelongingNeedsteamwork isa way abusiness willtry to meetthese needsAutonomyThe powerto makedecisionsand actTaylor´sScientificManagementMgt. theory thatpromotes dividingwork into repetitivetasks and payingworkers based on thenumber of itemsproducedPerformance-related-paypayment for white-collar workerswhere pay isbased onperformancetargets being metMaslow´sHierarchyof NeedsThere are 5levels ofemployeeneeds thatmust be metHygieneFactorThese factorscan promotedissatisfactionin anemployeeSalarymoney paid towhite-collarworkers usuallypaid monthly,expressedannuallyNetPay/NetSalarypayment a workerreceives aftertaking outdeductions andtaxes. what theworker takeshome.Pieceratepaypayment for aworker basedon number ofitemsproducedMotivatorOpportunities forpromotion andlearning new skillsare factors thatHerzberg saysworkWagePayment made tomanual workers(blue collarworkers) paiddaily, hourly,weekly, monthlyTimeratepayPayment fora workerbased onhoursworkedIncentiveSomethingthatencouragesyou to workharderPromotionMoving up thehierarchy andbeing given moreresponsibilityjudged on pastperformanceGrossPay/GrossSalarypayment aworker earnsbefore takingout deductionsand taxesPhysiologicalNeedsFood, water,shelter areexamples oftheseFringebenefitsPerks inaddition topay such as acar and healthinsuranceJobEnrichmentProviding moretasks andresponsibility tomake the jobmore interestingBonusPayment for aworker in additionto salary based onreachingperformancetargets

EDEXCEL IGCSE Motivation BINGO - Call List

(Print) Use this randomly generated list as your call list when playing the game. There is no need to say the BINGO column name. Place some kind of mark (like an X, a checkmark, a dot, tally mark, etc) on each cell as you announce it, to keep track. You can also cut out each item, place them in a bag and pull words from the bag.


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  1. Changing jobs from time to time
    Job Rotation
  2. money employees earn for work and services provided
    Remuneration
  3. Payment made to a worker based on value of sales made
    Commission
  4. Money to compensate extra hours worked
    Overtime pay
  5. teamwork is a way a business will try to meet these needs
    Social & Belonging Needs
  7. The power to make decisions and act
    Autonomy
  8. Mgt. theory that promotes dividing work into repetitive tasks and paying workers based on the number of items produced
    Taylor´s Scientific Management
  9. payment for white-collar workers where pay is based on performance targets being met
    Performance-related-pay
  10. There are 5 levels of employee needs that must be met
    Maslow´s Hierarchy of Needs
  11. These factors can promote dissatisfaction in an employee
    Hygiene Factor
  12. money paid to white-collar workers usually paid monthly, expressed annually
    Salary
  13. payment a worker receives after taking out deductions and taxes. what the worker takes home.
    Net Pay/Net Salary
  14. payment for a worker based on number of items produced
    Piece rate pay
  15. Opportunities for promotion and learning new skills are factors that Herzberg says work
    Motivator
  16. Payment made to manual workers (blue collar workers) paid daily, hourly, weekly, monthly
    Wage
  17. Payment for a worker based on hours worked
    Time rate pay
  18. Something that encourages you to work harder
    Incentive
  19. Moving up the hierarchy and being given more responsibility judged on past performance
    Promotion
  20. payment a worker earns before taking out deductions and taxes
    Gross Pay/Gross Salary
  21. Food, water, shelter are examples of these
    Physiological Needs
  22. Perks in addition to pay such as a car and health insurance
    Fringe benefits
  23. Providing more tasks and responsibility to make the job more interesting
    Job Enrichment
  24. Payment for a worker in addition to salary based on reaching performance targets
    Bonus