'The harder I work the more I get paid. It is hard work, but pay is all I need to support my family. Do I get bored? Yes, of course I do. Do I have a sense of job satisfaction? Not at all. Am I motivated? Yes, by the pay. Pay is all I will ever need.' [Factory worker]

Mark scheme

Marking points from the official mark scheme (May/June 2019). The mark or mark type is shown in brackets.

1. Most likely answer (other appropriate responses to be credited):
2. Intrinsic motivation is an internal desire to perform a particular task because it gives pleasure or develops a particular skill. Motivation comes from the actual performance of the job or task and gives a sense of achievement and satisfaction. Praise, respect, recognition, empowerment and a sense of belonging are said to be far more powerful motivators than money.
3. Marks: 1 mark for basic answer. 1 mark for elaboration / example.
4. Most likely answer (other appropriate responses to be credited):
5. Pay (one off amount; commission; percentage pay rise)
6. Bonuses (commission, company profits, holiday bonus)
7. Performance related pay (commission, profit sharing)
8. Non-monetary rewards: company car; food / ‘luncheon' vouchers.
9. Any obvious elaboration of the basic term is acceptable as is any example.
10. Marks: 1 marks for identifying e.g. 'pay' 2 marks detailed answer / elaboration / example (e.g. pay a $50 bonus for every 100 items sold) × 2.
11. Most likely answer (other appropriate responses to be credited):
12. The syllabus lists three cognitive theories:
13. Goal-setting theory by Latham and Locke believe that people can be motivated by setting goals and when it is achieved a sense of achievement results. Goal-setting has five principles: Clarity, challenge, commitment, effectiveness and task complexity.
14. The VIE (or expectancy) theory (Vroom, 1964) believes that workers are rational and decision making is guided by potential costs (negative outcomes) and rewards (positive outcomes) M = Ex I x V or motivation = expectancy × instrumentality × valence.
15. Marks: 1 mark basic answer, 2 marks detailed answer / elaboration / example × 2. Equity theory scores no marks.
16. Note: Maslow's theory = 0 as it is a need theory, as is that by Alderfer and McClelland.
17. Marks: Question requires discussion; always plural of each argument, and always requires conclusion.
18. 1 mark for each advantage / disadvantage (however detailed) and related to the question up to 4 max. 2 marks max. for two strengths / weaknesses unrelated to the question. 1 mark for conclusion.
19. Most likely answer (other appropriate responses to be credited):
20. Answers could focus on style as applied in an organisation OR could focus on measures used to determine styles.
21. Advantage:
22. Extrinsic - increases in pay, bonuses, etc. Money = food and increased standard of living
23. Extrinsic - pay = social status more pay = higher status
24. Intrinsic - increase in self-worth and self-esteem.
25. Intrinsic - may lead to self-actualisation (Maslow)
26. Disadvantage:
27. Extrinsic - work as means to end; no value in work, just a job that pays money
28. Extrinsic - may be lack of job satisfaction
29. Intrinsic - may feel good about oneself, but perhaps low pay
30. Conclusion: any appropriate conclusion drawn from the discussion that has been presented. 1 mark if appropriate. A conclusion is a 'decision reached by reasoning' and so a summary of points already made scores 0 marks.