MOTIVATION IN THEORY

Taylor Frederick Winslow Taylor. American Employees are motivated by $ High salaries Productivity can be high if it is related to salary To give an award to employees for their efforts Another part of Taylor s scientific management was the introduction of diferentiated piecework. With this payment system ,a worker would recieve payment based on a standard level of output and receive another rate if the worker exceeded that level.

Maslow American psychologist Abraham Maslow focused on the psychological (emotional and mental) needs of workers since he believed that people are motivated by more than just money. He argued that these needs must be met in order to motivate the employee Figure 2.5 a Maslow s hierarchy of needs

Maslow Physiological needs. Refer the needs that must be met in order for people to survive. This includes the need for water,food,air and sleep. Security needs. Also known as safety needs, refer to the desires necessary to make people feel safe and stable Social needs, also known as love and belonging needs, refer to the human need to be accepted as part of friendship group or family

Maslow Esteem needs, also called ego needs, refer to the desires for recognition and being able to have self respect. Esteem needs can be internal which indicates that people feel good about themselves, perhaps due to the sense the achievement Self actualization, is the highest level in Maslow s hierarchy of needs. It refers to the forces that drive a person to become the best that they can be. Businesses can encourage this by providing opportunities for personal development and promotion

Mc Gregor Theory X and Y to represent the different assumptions that managers have about their employees Theory X . Managers see workers as being lazy people who avoid work if possible Theory Y. Managers believe that workers can gain satisfaction from work and that they are able to take on responsibility.

Herzberg Professor Frederick Herzberg carried out research that focused on investigating the factors that caused satisfaction and dissatisfaction at work Hygiene factors, maintenance factors. Business that pay less than average wages, offers no jobs security and has poor working conditions will negatively affects its employees. Motivators, are factors that can lead to the psychological growth of workers and increase satisfaction and performance at work. There are 3 keys areas

Herzberg Job enlargement, Giving workers more variety in what they do, which should make the work more interesting. Job enrichment, Giving workers more complex and challenging tasks, which should contribute to workers feeling a sense of achievement Job empowerment, Delegating decision making power to workers over their areas of work, should help to increase their morale

Mayo Professor Elton Mayo He discussed the ideas of Taylor that labour productivity is influenced by management methods (Finance) He believed that workers are motivated by a humane approach to management whereby human relations at work are the key factor, for example, the boss recognizes the job done, this more motivated than the economical factor

Mc Clelland Theory of needs Need for achievement, Mc Clelland found that people who are driven by a need to achieve tend to be moderate risk takers. Low risks activities are too easy to accomplish so people do not feel that they have achieved anything Need for power, personal power, pass on instructions or or orders to others Need for affiliation, To have a good social and working relationsship

VROOM EXPECTANCY THEORY People will only put in effort to do a task when they expect that their role will help to achieve the required result

ADAM S EQUITY THEORY He suggests that workers will naturally compare their efforts or rewards to those others in the workplace (subordinates, superiors). Each worker should receive a remuneration package that refects her or his own efforts