Business Organisations and Management
jhh19970724
Theme9-MotivationandLeadershipLectureSlides.pptxMotivational Theorists and their Theories
There are four main motivational theorists who have put forward different theories about what they believe motivates workers:
F.W. Taylor (1856-1915)
Elton Mayo (1880- 1949)
Abraham Maslow (1908-1970)
Frederick Herzberg (1923-2000)
F. W. Taylor - Scientific Management
Taylor aimed to reduce inefficiency in manufacturing by increasing worker productivity.
His method - observe workers performing a task; identify and record the quickest method; train all workers to use this method and supervise them to make sure they use it; pay workers on basis of results
Payment by results = piece rate (monetary reward)
Scientific Management - Evaluation
Taylor’s theory revolutionised manufacturing in the first half of the twentieth century
It was widely taken up by manufacturers, such as Ford Motor Company, where mass production techniques were being introduced
Taylor’s theory continued to be highly influential in mass production until the 1960s
Many managers still believe that financial rewards are the only way to motivate workers
Elton Mayo – Human Relations Theory
Mayo’s work is often called the Hawthorne Effect as it was based on his research at the Hawthorne factory of Western Electric in Chicago. He found that financial rewards had little effect on productivity.
Mayo argued that the factors found to have a high effect on productivity included:
Consultation with workers
Working in teams
Some control in deciding when to have breaks
Establish own targets
Human Relations Theory - Evaluation
Non-monetary methods of motivation. Worker participation in decision making key to improving productivity.
Influential - since his theory was published there has been a trend of giving workers more of a role in decision making (participation)
Focus on the ‘people’ side of business and a move away from the purely monetary focus of Taylor
A. Maslow - Hierarchy of Needs
Identified the main needs that humans have.
Our needs determine our actions. We are motivated to satisfy them.
We can satisfy some of our needs at work and become more productive as we do so.
Business should attempt to satisfy as many needs as possible to improve productivity.
Maslow’s Hierarchy of Needs
Figure 1: Maslow’s Hierarchy of Needs (www.flickr.com/photos/betterworksinc, 2011)
How a business can seek to satisfy needs at each level
| Level of needs | Company provision |
| Self actualisation: fulfilment of potential | Challenging work that stretches individual and offers a sense of achievement; opportunities for further development |
| Esteem | Recognition of work well done (promotion); job title; status |
| Social needs | Working in teams; social facilities |
| Safety needs | Contract of employment; organisational structure; a healthy and safe workplace |
| Physical needs | Sufficient Income to meet needs (competitive salaries); cafeteria or meals |
Frederick Herzberg – Two Factor Theory
Herzberg based his research on professionally qualified workers
Has had the biggest impact on motivational practices since Taylor
He found job satisfaction came from motivators
Job dissatisfaction came from hygiene factors – aspects of a worker’s job that have the potential to cause dissatisfaction. Managers need to address these factors
Managers should ensure that motivators are in place
Frederick Herzberg: the Two Factor Theory http ://www.youtube.com/watch?v=3Ub8R5c6tkE
Motivators: job satisfaction results from 5 main elements:
achievement
recognition
type of work
responsibility
opportunity for promotion
Teamwork, providing constructive feedback and offering a range of tasks are key to improving motivation.
Hygiene factors: job dissatisfaction caused by 5 key factors:
company policy and administration
level of supervision
salary
working relationships
working conditions
Good pay, working conditions and hands off supervision essential to reduce negatives.
