Motivation in Theory

Theory
Theproblemofkeepingworkershappyhasbeena
problemforbusinessesforalongtime
Thishasledtoanumberofpeopleproducingtheories
astowhatkeepsworkersmotivated
Themainonesare:
TaylorsScientificManagement
MayosHumanRelationsTheories
MaslowsHierarchyofNeeds
HerzbergsTwoFactorTheory
McGregorsTheoryXandTheoryY

Weneedtolookattheseinturn

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Taylors Scientific Management

Management
F.W.Taylor(18561915)wasthefirsttoanalysethe
managementofworkers
Hisscientificapproachwasto:
Selectworkerstoperformatask
Observethem,andthennotethekeyelements
Recordthetimetakentodoeachpartofthetask
Trainallworkerstodothetaskinthequickestway
Superviseworkerstoensuretheyusethismethod
Payworkersonthebasisofresults

ThisledTaylortobelievethatworkersweremotivated
solelybymoney
HepromotedtheideaofAfairdayspayforafair
dayswork
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Are Taylors Ideas Valid?

Valid?
ManyofTaylorsideaswereoriginallyadoptedby
businesses
However,hisideasbecamelesspopularafterthe
1960sforanumberofreasons:
Itwasfoundthatnotallworkersarethereforthemoney!
Hisbestmethodideaswouldnotsuitallworkersorall
industries
Thepieceratesystemofpaymentwasnotalwaysappropriate

AssuchTaylorsideaswereoften
droppedinfavourofnewJapanese
modelsofmotivation

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Mayos Human Relations School

School
EltonMayo(18801949)isbestknownforhisstudyof
theHawthorneElectricfactoryinChicago
Mayoinitiallybelievedthatworkersweremotivatedby:
Workingconditions
Theskillsofworkers
Financialincentives

Thiswasputtothetestovera5yearperiod
Theyfoundthatchangesinworkingconditionsor
financialrewardshadlittleeffect
Theconclusionwasthatworkersaremotivatedbythe
waythattheyinteractwitheachother
Inotherwordsworkinginteams,withinwhichthey
canmakedecisions
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Maslows Hierachy of Needs

Needs
Maslow(19081970)
believedthatthe
reasonpeoplegoto
workchanges
HecreatedaHierarchy
Whichhebelieved
peopleworkup

Self Realisation

Self-Esteem

Social Needs

Safety Needs

Physiological Needs

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Problems of Maslows Approach

Approach
Maslowwasprimarilystudyinghumanbehaviour
sohewasnotconcentratingontheeffectonbusinesses

Inpracticethereareanumberofproblemswith
Maslowsapproach:
Somelevelsofthehierarchydonotexistforsomepeople
Somerewardsfitintomorethanonelevel,e.g.money
Itcanbedifficulttorecognisewhichlevelanindividualison
Selfactualisationisneverpermanentlyachieved

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Herzbergs Two Factor Theory

Theory
FrederickHerzberg(19232000)askedjust200workers
whatmotivatedthem
FromthishedevelopedhisTWOFACTORTHEORY
Herzbergfoundthatitispossibletosplitthethingsthatmotivators
into2groupsbutnotbasedaroundmoney.
InsteadhesplitthemaccordingtoMOTIVATORSandHYGIENE
FACTORS:
Work

Eg:

Motivators

Hygiene Factors

Things which motivate

Things that prevent dissatisfaction

Chance of Promotion
Recognition

Eg:

Pay
Conditions
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The Implications of Herzberg

Herzberg
Herzbergsideasarelinkedtojobenrichment
Thismeansthat:
Improvementsinpayetcwillnotinthemselvesmotivateworkers
Inordertomotivatethemworkerslike:
Beinginvolvedintheproductionofacompleteunit
Receivingfeedbackontheirperformance
Beinggivenarangeofdifferenttaskstocomplete

However:
Providingjobenrichmentcanbeveryexpensive
Herzbergsfindingswherebasedonaverysmallsample
Similarsurveyshaveobtainedverydifferentresults

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McGregors Theory X & Theory Y

Y
DouglasMcGregor(19061964)examinedhow
managersattitudesaffecthowworkersbehave
Hedevelopedtwoextremesofmanagers:
TheoryX

TheoryY

Thesemanagers
believethatworkers:
Arelazy
Needtobepushed
Avoidresponsibility
Havenoinitiative
Respondtothreats

Thesemanagersbelieve
thatworkers:
Arekeen
Willworkontheirown
Seekresponsibility
Seektoshowinitiative
Respondtorewards

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How Useful Is McGregors Theory?

Theory?
Itisimportanttorealisethat:
McGregorbasedhisideasonMaslowsHierarchy
McGregorstheoryisNOTamotivationtheory
MostmanagersfallsomewherebetweenMcGregors2extremes

Inessence,allthetheoriesthatwehavelookedattellus
thatworkersaredifferentandthatmoneymaynotbethe
onlymotivator!

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