Lesson 3.3.2

3.3.2 Non-financial methods of motivation Quiz: NCFE Business & Enterprise, Unit 3

20 questions

Written by Revision Ninja · Last reviewed 11 October 2026

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This lesson looks at ways of motivating staff without changing their pay. It covers job rotation, job enlargement, job enrichment, empowerment, training and teamwork, and explains how each one tackles boredom, lack of challenge or missing social contact in the workplace.

Key points

  • Job rotation moves staff around several jobs, which adds variety, reduces boredom and makes it easier to cover for absence.
  • Job enlargement gives a worker extra tasks at the same level, adding variety but no extra authority or pay.
  • Job enrichment deepens a job by adding responsibility and challenge, such as letting a worker sign off quality checks.
  • Empowerment gives employees authority to make real decisions within set limits, which shows trust and speeds up solving customer problems.
  • Empowerment only works if staff are trained first, otherwise they make costly mistakes and feel dumped on rather than trusted.
  • Teams can meet social needs, but a shared target lets weaker members do little, so firms add individual targets too.
  • Paying for training makes staff feel more skilled and valued, and trained staff can then be given more demanding work.

Key terms

Job rotation
Moving workers between different tasks on a set pattern to increase variety.
Job enlargement
Adding more tasks to a job at the same level of responsibility.
Job enrichment
Making a job more challenging by giving the worker greater responsibility.
Empowerment
Giving employees the authority to make decisions about their own work.
Non-financial motivation
Ways of encouraging staff that do not change the amount they are paid.
Teamwork
Staff working together towards shared goals, giving them colleagues and a sense of belonging.

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The 20 questions

  1. A supermarket moves staff from the tills to the bakery to shelf-filling each week. Which method is this?

    • Job rotation
    • Job enrichment
    • Empowerment
    • Job enlargement

  2. What is the primary aim of job enlargement for a factory assembly worker?

    • Raise wage rates
    • Add management power
    • Reduce total hours
    • Increase task variety

  3. Which workplace factor does Herzberg classify as a true motivator?

    • Working conditions
    • Company rules
    • Basic salary
    • Added responsibility

  4. Which non-financial method of motivation involves funding courses to raise staff competence?

    • Training
    • Empowerment
    • Fringe benefits
    • Job rotation

  5. Which Maslow hierarchy level does working in supportive teams primarily satisfy?

    • Safety needs
    • Social and belonging
    • Physiological needs
    • Self-actualisation

  6. Which motivational method gives employees the authority to make decisions within agreed limits?

    • Empowerment
    • Profit sharing
    • Job enlargement
    • Job rotation

  7. Which non-financial method involves staff periodically switching between different narrow jobs?

    • Financial bonus
    • Job rotation
    • Job enrichment
    • Empowerment

  8. Which method deepens a job by adding tasks requiring greater responsibility and challenge?

    • Job enrichment
    • Job rotation
    • Job enlargement
    • Piece rate

  9. What is essential for a firm to provide before successfully empowering shop-floor staff?

    • Strict supervision
    • Longer holidays
    • Training
    • Higher basic pay

  10. What major drawback can occur when a team shares a single collective output target?

    • Reduced job safety
    • Social loafing
    • Higher wage costs
    • Lower task variety

  11. Which reward is classified as a financial method of motivation?

    • Public praise
    • Training course
    • Flexible hours
    • Commission

  12. Warehouse staff work in separate bays and rarely speak to colleagues. Which Maslow need is being left unmet?

    • Esteem needs
    • Self-actualisation needs
    • Safety needs
    • Social needs

  13. How does profit sharing primarily affect employee behaviour in the workplace?

    • Reduces teamwork
    • Increases lateness
    • Reduces waste
    • Lowers output quality

  14. According to Maslow, what must happen before a worker is motivated by the next need level?

    • Current needs met
    • Pay is doubled
    • Overtime is worked
    • Promotion is offered

  15. In Herzberg's theory, what is the primary role of hygiene factors such as pay?

    • Improve creativity
    • Maximise motivation
    • Prevent dissatisfaction
    • Increase productivity

  16. Which factor does Herzberg classify as a true motivator rather than a hygiene factor?

    • Basic salary
    • Working conditions
    • Company policy
    • Responsibility

  17. Which action best meets an employee's esteem needs under Maslow's theory?

    • Safe working area
    • Public praise
    • Staff canteen access
    • Basic wage payment

  18. What term describes an extra lump-sum payment given for hitting a specific performance target?

    • Fixed dividend
    • Bonus
    • Basic salary
    • Hourly wage

  19. How is a salaried employee typically paid for their work?

    • Fixed annual sum
    • Hourly rate
    • Daily cash slip
    • Piece-rate output

  20. According to Herzberg, where do intrinsic motivators come from?

    • Financial bonuses
    • Company policies
    • The work itself
    • Supervision styles

All NCFE Business & Enterprise quizzes