Motivation in Theory

Motivation in Theory

1. Taylor (scientific management)

   • Early 20th century by observing people at work
   • He believed that by careful and scientific observation, a job could be broken down into its components parts so that the most efficient way of doing it could be calculated
   • This led to an ideal level of production per worker
   • Taylor believed that all workers were motivated by money
   • So if more was produced a bonus was earned, if less was produced then earnings were lost
   • not universally popular or successful; workers became worried that if they were less productive they might lose there jobs
   • The work became more monotones and boring
   • Attempting to reach targets and trigger bonuses led to mistakes and quality suffering
   • Taylor assumed that all workers could work at the same rate and the money ws the sole motivating factors
   • Taylor's scientific management changed the way much work was done

2. Mayo (Human relations theory)

   • 1930s some business research suggested that employees would be more productive if they were treated as individuals
   • Was a psycholist and Harvard researcher
   • Conluded that psycholist and social factors played a larger role in productivity than the physical elements put forward
   • Mayo to emphasis the importance of the group,its social aspects and the importance communication as a two way process
   • This was the start of the human relation approach
   • works well when employees and managers feel they are working towards a common goal
   • Managers use a combination of approaches to develop motivational strategies that best suit the indivual business

3. Maslow (hierarchy of needs)

   • Maslow was a psycholist who believed that people had a whole set of needs that must be fulfilled in order for them to be motivated
   • Met in order of priority
   • People start by fulfilling their basic needs at the base of the pyramid
   • Motivation comes from a person's desire to satisfy each of these needs and move on to the next level
   • Self Actualisation
     • Self esteem
       • Social needs
         • Safety needs
           • Basic physical needs for survival
   • Maslow's approach saw meeting people's needs as essential to motivation with motivation stronger at the higher
   • Attractive, simple and useful model which businesses can use
     • For example, systems for recognising and praising good work can add valuably self esteem
   • Some problems, Maslow said each level has to be satisfies before moving on to the next one
   • For example voluntary charity works may reach the top levels but would not be able to get basic need without a wage

4. Herzberg (two factors theory )

   • Published in 1959 in a book called The motivation to work
   • ideas on in depth interview with over two hundred employees having asked them what pleased and displeased the about work
   • He found that the factors causing job satisfaction were different to those that caused dissatisfaction
   • Herzberg was also a psychosis and some similarity with Maslow's theory
   • Both argued that certain needs must be satisfied to order to motivate people
   • Based on his findings Herzberg took this point further and argues that it was not just the motivating factors such as praise and promotion but absence is another factors
   • Hygiene factors they do not motivate by themselves but if they aren't to standard dissatisfaction might occur
   • Motivating Factors
     • Personal achievements
     • stimulating work
     • status
     • Responsibility
     • Praise and recognition
     • Promotion
   • Hygiene
     • Working conditions
     • Pay levels
     • Job security
     • Closeness of supervision
     • Company Policy
     • Relations with co-workers
   • Herzberg separated positive motivating factors from hygiene factors that weaken motivation and can block the impact of motivating factors