Taylor´sScientificManagementMgt. theory thatpromotes dividingwork into repetitivetasks and payingworkers based on thenumber of itemsproducedHygieneFactorThese factorscan promotedissatisfactionin anemployeePromotionMoving up thehierarchy andbeing given moreresponsibilityjudged on pastperformanceFringebenefitsPerks inaddition topay such as acar and healthinsuranceBonusPayment for aworker in additionto salary based onreachingperformancetargetsJobEnrichmentProviding moretasks andresponsibility tomake the jobmore interestingMaslow´sHierarchyof NeedsThere are 5levels ofemployeeneeds thatmust be metPieceratepaypayment for aworker basedon number ofitemsproducedAutonomyThe powerto makedecisionsand actRemunerationmoneyemployeesearn for workand servicesprovidedGrossPay/GrossSalarypayment aworker earnsbefore takingout deductionsand taxesTimeratepayPayment fora workerbased onhoursworkedCommissionPaymentmade to aworker basedon value ofsales madePerformance-related-paypayment for white-collar workerswhere pay isbased onperformancetargets being metSalarymoney paid towhite-collarworkers usuallypaid monthly,expressedannuallyJobRotationChangingjobs fromtime totimePhysiologicalNeedsFood, water,shelter areexamples oftheseIncentiveSomethingthatencouragesyou to workharderMotivatorOpportunities forpromotion andlearning new skillsare factors thatHerzberg saysworkNetPay/NetSalarypayment a workerreceives aftertaking outdeductions andtaxes. what theworker takeshome.Social &BelongingNeedsteamwork isa way abusiness willtry to meetthese needsOvertimepayMoney tocompensateextra hoursworkedWagePayment made tomanual workers(blue collarworkers) paiddaily, hourly,weekly, monthlyTaylor´sScientificManagementMgt. theory thatpromotes dividingwork into repetitivetasks and payingworkers based on thenumber of itemsproducedHygieneFactorThese factorscan promotedissatisfactionin anemployeePromotionMoving up thehierarchy andbeing given moreresponsibilityjudged on pastperformanceFringebenefitsPerks inaddition topay such as acar and healthinsuranceBonusPayment for aworker in additionto salary based onreachingperformancetargetsJobEnrichmentProviding moretasks andresponsibility tomake the jobmore interestingMaslow´sHierarchyof NeedsThere are 5levels ofemployeeneeds thatmust be metPieceratepaypayment for aworker basedon number ofitemsproducedAutonomyThe powerto makedecisionsand actRemunerationmoneyemployeesearn for workand servicesprovidedGrossPay/GrossSalarypayment aworker earnsbefore takingout deductionsand taxesTimeratepayPayment fora workerbased onhoursworkedCommissionPaymentmade to aworker basedon value ofsales madePerformance-related-paypayment for white-collar workerswhere pay isbased onperformancetargets being metSalarymoney paid towhite-collarworkers usuallypaid monthly,expressedannuallyJobRotationChangingjobs fromtime totimePhysiologicalNeedsFood, water,shelter areexamples oftheseIncentiveSomethingthatencouragesyou to workharderMotivatorOpportunities forpromotion andlearning new skillsare factors thatHerzberg saysworkNetPay/NetSalarypayment a workerreceives aftertaking outdeductions andtaxes. what theworker takeshome.Social &BelongingNeedsteamwork isa way abusiness willtry to meetthese needsOvertimepayMoney tocompensateextra hoursworkedWagePayment made tomanual workers(blue collarworkers) paiddaily, hourly,weekly, monthly

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