1. Copyright © Cengage Learning. All rights reserved Historical Perspectives on Motivation Scientific Management –The application of scientific principles to the management of work and workers –Frederick W. Taylor Observed “soldiering” by workers who feared losing their jobs if there were no work Job should be broken into separate tasks Management determines the best way and the expected output Management chooses and trains the best-suited person Management cooperates with workers Piece-rate system (pay per unit of output) is based on the belief that people work only for money 10 | 1

2. Copyright © Cengage Learning. All rights reserved Taylor’s Piece-Rate System Workers who exceeded their quota were rewarded by being paid at a higher rate per piece for all the pieces they produced 10 | 2

3. Copyright © Cengage Learning. All rights reserved Historical Perspectives on Motivation (cont’d) The Hawthorne Studies –Objective: to determine the effects of the work environment on employee productivity –1st experiment: productivity increased for both the experimental and control groups after lighting was varied in the workplace –2nd experiment: workers under a piece-rate system produced at constant rates –Conclusions: human factors were responsible Workers had a sense of involvement by participating in the experiment Groups influenced output through workers’ desire for acceptance –Human relations movement Employees who are happy and satisfied are motivated to perform better 10 | 3

4. Copyright © Cengage Learning. All rights reserved Historical Perspectives on Motivation (cont’d) Maslow’s Hierarchy of Needs –A sequence of human needs (personal requirements) in the order of their importance Physiological needs—survival Safety needs—physical and emotional safety Social needs—love and affection and a sense of belonging Esteem needs—respect, recognition, and a sense of our own accomplishment and worth Self-actualization needs—to grow and develop and become all that we are capable of being 10 | 4

5. Copyright © Cengage Learning. All rights reserved Maslow’s Hierarchy of Needs 10 | 5

6. Copyright © Cengage Learning. All rights reserved Historical Perspectives on Motivation (cont’d) Herzberg’s Motivation-Hygiene Theory –Satisfaction and dissatisfaction are separate and distinct dimensions –Motivation factors Job factors that increase motivation but whose absence does not necessarily result in dissatisfaction –Hygiene factors Job factors that reduce dissatisfaction when present to an acceptable degree but that do not necessarily result in higher levels of motivation. 10 | 6

7. Copyright © Cengage Learning. All rights reserved Herzberg’s Motivation-Hygiene Theory 10 | 7

8. Copyright © Cengage Learning. All rights reserved Historical Perspectives on Motivation (cont’d) Douglas McGregor –Sets of assumptions about managerial attitudes and beliefs about worker behavior Theory X –Generally consistent with Taylor’s scientific management –Employees dislike work and will function only in a controlled work environment Theory Y –Generally consistent with the human relations movement –Employees accept responsibility and work toward organizational goals if they will also achieve personal rewards 10 | 8

9. Copyright © Cengage Learning. All rights reserved Theory X and Theory Y 10 | 9

10. Copyright © Cengage Learning. All rights reserved Historical Perspectives on Motivation (cont’d) Theory Z –Some middle ground between Ouchi’s Type A (American) and Type J (Japanese) practices is best for American business –Emphasis is on participative decision making with a view of the organization as a family 10 | 10

11. Copyright © Cengage Learning. All rights reserved The Features of Theory Z 10 | 11

12. Copyright © Cengage Learning. All rights reserved Historical Perspectives on Motivation (cont’d) Reinforcement Theory –Behavior that is rewarded is likely to be repeated, whereas behavior that is punished is less likely to recur Reinforcement: an action that follows directly from a particular behavior Types of reinforcement –Positive reinforcement: strengthens desired behavior by providing a reward –Negative reinforcement: strengthens desired behavior by eliminating an undesirable task or situation –Punishment: an undesirable consequence of undesirable behavior –Extinction: no response undesirable behavior in order to discourage its occurrence 10 | 12