In what ways might employment legislation assist in motivating employees [homework help]?

Hey. I'm not asking you to answer the question for me... I'm just asking for a push in the right direction. It's for GCE A2 Business Studies. I've just written a 474 word answer to a 7 mark question, and this is an 8 mark question. I don't think I'm even going to be able to write a 100 word answer to this at the moment! The legislation we've been looking at in class is Equal Pay Act 1970, Sex Discrimination Act 1975, Race Relations Act 1976, Disability Discrimination Act 1995, Working Time Regulations 1998, Employment Act 1990, Trade Union Act 1984, Trade Union Reform and Employment Rights Act 1993, Minimum Wage Act 1998, and Employment Relations Act 1999.

Which Acts should I focus on? Which points should i raise? What can I comment on? Anything else that might help?
Thanks for any help.

Employees would be de-motivated if they thought they were being treated less well because of their sex, race, disabilty etc. A workforce that is confident it has legal rights and is being treated fairly will be motivated more than one without .

Not wanting to spoon feed you then:

You have to think of humans as rational. Motivation is a function of percieved effort and percieved possible outcomes. So if legislation is in place to make it an equal playing field regardless of race, sex, religion, sexual orientation then more people think they have got a chance of succeeding in life rather than being kept down.

Hope that helps.

You might focus on the range of discrimination law. At the moment in the UK, this covers people under gender, race, disability, sexual orientation and age. Since we are all one gender or another, we are all covered in some way. We are all one race or another as well!

In terms of motivating employees, an employer who shows a willingness to address issues of discrimination is likely to build a bond of trust with their employees and can use that to generate more positive working practises and arrangements.

Although you don't mention it, the range of health and safety law can achieve the same result, especially if the employer can achieve effective joint working with a recognised trade union.

All employment law can benefit employers providing they are courageous enough to grasp their legal responsibilities and not run away from them.

That's what I think, anyway!