Lesson 3.3.3

3.3.3 Motivation Theories Quiz: NCFE Business & Enterprise, Unit 3

20 questions

Written by Revision Ninja · Last reviewed 11 October 2026

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This lesson explains two famous motivation theories. Maslow's hierarchy of needs ranks what people want in order, from basic needs up to esteem. Herzberg separates motivators from hygiene factors. It shows how a manager can apply each theory to decide which reward or change will actually improve staff effort.

Key points

  • Maslow's hierarchy starts with basic needs such as food, rest and pay, and these must be largely met before higher levels drive behaviour.
  • Once a need is satisfied it stops shaping behaviour, so the level above it becomes what motivates the worker.
  • Social needs are about belonging, so staff working in isolation from colleagues have this level left unmet.
  • Esteem needs are about status and respect, which praise from managers in front of colleagues can meet.
  • Herzberg's hygiene factors, such as pay, conditions and supervision, remove complaints but do not create extra effort.
  • Herzberg's motivators, such as responsibility, achievement and recognition, come from the work itself and are called intrinsic.
  • A job with good hygiene factors but no motivators leaves staff who stay but only do just enough.

Key terms

Maslow's hierarchy of needs
A ranking of human needs from basic survival up to esteem, met in order.
Physiological needs
The basic needs at the bottom of Maslow's hierarchy, such as food, warmth, rest and the wage that pays for them.
Social needs
The need for friendship, teamwork and belonging to a group.
Esteem needs
The need for status, respect and feeling valued by others.
Hygiene factors
Aspects of a job such as pay and conditions that prevent dissatisfaction but do not motivate.
Motivators
Aspects of the work itself, like responsibility and achievement, that drive staff to try harder.
Intrinsic
Coming from inside the task itself, such as interest or achievement, rather than from outside rewards.

Host it live on the board and students join with a game code on their own devices, or revise alone with Free Play. The answers are revealed in the game.

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The 20 questions

  1. Which level sits at the base of Maslow's hierarchy?

    • Esteem needs
    • Physiological needs
    • Social needs
    • Safety needs

  2. In Herzberg's theory, what is the main function of hygiene factors?

    • Rewarding top performance
    • Increasing daily output
    • Building long-term loyalty
    • Preventing job dissatisfaction

  3. Which factor would Herzberg classify as a true motivator?

    • Company policy
    • Working conditions
    • Personal achievement
    • Basic salary

  4. 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

  5. What happens in a business with good hygiene factors but no motivators?

    • Staff output peaks
    • Staff leave immediately
    • Staff strike constantly
    • Staff do minimum effort

  6. Which workplace change targets Herzberg's hygiene factors?

    • Offering promotion pathways
    • Upgrading broken chairs
    • Praising good performance
    • Adding extra responsibility

  7. In Maslow's theory, what must happen before moving up a level?

    • Bonus earned
    • Goals achieved
    • Skills learned
    • Lower needs met

  8. What does Herzberg mean by intrinsic motivation?

    • Good office lighting
    • Cash bonuses paid
    • Rewards within tasks
    • Strict company rules

  9. According to Herzberg, what type of factor is a pay rise?

    • Primary reward
    • Hygiene factor
    • Motivator factor
    • Core motivator

  10. Which action satisfies an employee's esteem needs?

    • Providing hard hats
    • Paying minimum wage
    • Forming social clubs
    • Public team praise

  11. How does funding staff training primarily boost motivation?

    • Providing social contact
    • Improving basic safety
    • Meeting esteem needs
    • Lowering physical fatigue

  12. What common issue arises from shared team output targets?

    • Social loafing
    • Zero teamwork
    • Immediate role confusion
    • Excessive individual pay

  13. Which job is best suited to a piece-rate pay system?

    • Marketing manager
    • Business consultant
    • Fruit picker
    • Secondary teacher

  14. How do financial rewards most effectively motivate employees?

    • Fixed annual bonuses
    • Reducing basic pay
    • Equal salary rises
    • Linking pay to targets

  15. What is the main goal of job enlargement?

    • Promoting to management
    • Increasing task variety
    • Reducing working hours
    • Raising wage levels

  16. What is piece rate pay based on?

    • Hours worked
    • Annual salary
    • Output produced
    • Team sales

  17. What is an extra payment for hitting a target called?

    • Commission
    • A dividend
    • A bonus
    • Basic pay

  18. Which method deepens a job by adding more responsibility?

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

  19. An estate agent earns 2% of the price of every house they sell. What is this pay called?

    • Profit share
    • Time rate
    • Piece rate
    • Commission

  20. Performance-related pay links extra pay to scores in what?

    • An annual appraisal
    • Monthly dividends
    • Profit shares
    • Team output

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