1. MOTIVATION IN THEORY

2. 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.

3. 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

4. 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

5. 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

6. 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.

7. 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

8. 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

9. 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

10. 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

11. 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

12. 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