1. Motivation theory

2. Motivational theorists
TAYLOR MCGREGOR
MAYO McCLELLAND
MASLOW VROOM
HERZBERG

3. TAYLOR - FREDERICK TAYLOR (1800’S) BELIEVED:
ALL EMPLOYEES SHOULD BE GIVEN TARGETS IN ORDER TO EARN WAGES
WORKERS WERE ONLY MOTIVATED BY MONEY AND WORK MUST BELINKED TO PAYMENT
THE MORE EMPLOYEES WORK, THE MORE THEY GET PAID, THE LESS THEY WORK THE LESS THEY GET PAID. . . KNOWN AS ‘PIECE RATE’

4. MAYO – ELTON MAYO (20’S & 30’S) BELIEVED:
OUTPUT RISES THROUGH INCENTIVE SCHEMES, MANAGEMENT INVOLVEMENT, FINANCIAL REWARDS, TEAM WORKING AND COMMUNICATION. THEREFORE, SUGGESTED THAT WORKERS
BE GIVEN A SAY I NWHAT HAPPENS
HAVE IMPROVED COMMUNICATION
BE ORGANISED INTO TEAMS
BE GIVEN SOCIAL FACILITIES

5. MASLOW – Abraham MASLOW
MASLOW SUGGESTED THAT THE NEEDS OF INDIVIDUALS CAN BE RANKED INTO A HIERARCHY. THE LOWEST RANKING NEEDS ARE BASIC, WHILST THE HIGHEST INVOLVE MORE COMPLEX ISSUES.
SELF ACTUALISATION
SELF ESTEEM
LOVE & BELONGING
SAFETY & SECURITY
PHYSIOLOGICAL – AIR, WATER, FOOD, SLEEP, SHELTER

6. HERZBERG – FREDERICK HERZBERG
HERZBERG BELIEVED THAT PAY WAS NOT THE ONLY FACTOR. HE FELT THAT THERE WERE TWO OTHER ELEMENTS THAT MOTIVATED STAFF
HYGIENE FACTORS & MOTIVATORS – ONCE THE HYGIENE FACTORS WERE MET, THE MOTIVATORS COULD MAKE STAFF WORK HARDER.
HYGIENE FACTORS
MOTIVATORS
LEVEL OF SUPERVISION
TOO MUCH = DEMOTIVATION
ACHIEVEMENT
ADMINISTRATION
TOO MUCH DEMOTIVATION
RECOGNITION
PAY
TOO LOW DEMOTIVATION
ADVANCEMENT
WORKING CONDITIONS
UN-SAFE DEMOTIVATION
RESPONSIBILITY

7. MCGREGOR – DOUGLAS MCGREGOR
MCGREGOR BELIEVED THAT THERE WERE TWO MAIN WAYS OF MANAGING EMPLOYEES.
THEORY X – WHERE EMPLOYEES ARE MANAGED AS IF THEY ARE LAZY AND NEED TO BE PUNISHED AND THREATENED IF THEY DO NOT WORK HARD ENOUGH
THEORY Y – WHERE EMPLOYEES ARE MANAGED AS IF WORK IS A GOOD ACTIVITY FOR THEM AND THEY WILL FEEL REWARDED DOING A GOOD JOB
THEORY X MANAGERS BELIEVE:
THEORY Y MANAGERS BELIEVE:
EMPLOYEES WANT TO AVIOD WORK
EMPLOYEES WANT TO DO WELL
EMPLOYEES ARE NOT AMBITIOUS
EMPLOYEES WANT TO ACHIEVE
EMPLOYEES NEED PUNSIHMENTS
EMPLOYEES DON’T NEED PUNISHMENTS
EMPLOYEES DON’T WANT RESPONSIBILITY
EMPLOYEES LIKE RESPONSIBILITY & CHALLENGE
EMPLOYEES WANT TO BE TOLD WHAT TO DO
EMPLOYEES WANT TO BE CREATIVE

8. Mcclelland – DAVID MCCLELLAND
MCCLELLAND SUGGESTED THAT THERE ARE 3 TYPES OF MOTIVATIONAL NEED.
THE NEED FOR ACHIEVEMENT – WANT CHALLENGING GOALS TO REACH THEM
THE NEED FOR AUTHORITY & POWER – WANTS TO INFLUENCE OTHERS AND MAKE AN IMPACT
THE NEED FOR AFFILIATION – WANTS TO BE LIKED AND HAVE FRIENDLY RELATIONSHIPS WITH OTHERS

9. VROOM – VICTOR VROOM VROOM DEVELOPED HIS EXPECTANCY THEORY MOTIVATION.
VROOM BELIEVED THAT EMPLOYEES WORK HARDER IF THEY BELIEVE THAT THE OUTCOME OF THEIR EFFORTS WILL BE BETTER.
M =
E =
I =
V =
MOTIVATION
EXPECTANCY (THE LIKELYHOOD THAT EFFORT WILL BE FOLLOWED BY PERSONAL ACHIEVEMENT)
INSTRUMENTALITY (THE LIKELYHOOD THAT PERFORMANCE WILL LEAD TO OUTCOMES)
VALANCE (THE VALUE TO THE INDIVIDUAL OF AN OUTCOME)