Learning Objectives

Be able to discuss the motivational theories of Taylor, Maslow, McGregor and Herzberg

Discuss motivational theorists relevance to businesses today

Motivation Theories

• Content Theories – Based on the assumption that individuals are motivated by the desire to fulfil their inner needs

• Focus on human needs and how managers can create conditions that allow workers to satisfy them

F.W. Taylor(1856-1915)

Taylor was a mechanical

engineer who sought to improve industrial efficiency. Taylor is regarded as the father of scientific management, and was one of the first management consultants

Taylor's scientific management consisted of 7 steps to improve worker productivity:

1. Select workers to perform a task

2. Observe them performing the task and note the key elements of it

3. Record the time taken to do each part of the task

4. Identify the quickest method recorded

5. Train all workers in the quickest method and do not allow them to make any changes to it

6. Supervise workers to ensure that this ‘best way’ is being carried out and time them to check that the set time is not being exceeded

7. Pay workers on the basis of results – ‘economic man’

‘Economic Man’

• Taylor believed in the theory of ‘economic man’• That man was motivated by money alone and

the only way that he would work more was for the chance to earn more money

• Taylor’s main motivational suggestion – wage levels based on output

• ‘Fair days pay for a fair days work’• ‘Piece rate’

Relevance of Taylor’s views\methods todayTaylor’s Approach Relevance to modern industry Limitations

Economic man

Select right people for each job

Observe and record the performance of staff

Establish the best method of doing a jobPiece rate

Relevance of Taylor’s views\methods todayTaylor’s Approach Relevance to modern industry Limitations

Economic man Some managers still believe money is the only way to motivate

Common view that workers have a wide range of needs

Select right people for each job

The importance he gave to this is still reflected in recruitment procedures today

Requires an appropriate selection procedure

Observe and record the performance of staff

Was widely adopted as ‘time and motion’ study, still used now but with the cooperation and involvement of staff

Autocratic technique and workers saw it as a way of making them work even harder

Establish the best method of doing a job

Still accepted as being important for efficiency

Instructions with no discussion or feedback - undesirable

Piece rate Little relevance as it has become difficult to measure output of each worker

Widely used payment system

Time And Motion Study

McDonald’s Corp. thrives by bringing manufacturing rigor and consistency to the restaurant business. At many companies, computerization begins to improve efficiency and give managers more direct control.

McDonald’s use it, the catering procedures cooking temperature are same throughout the world training is also the sameinspection is carried on

Wages are paid on differentiated piece wage system

Abraham Maslow (1908-1970)

American Psychologist

Focused on psychological(emotional and mental needs of workers)

He revealed five levels of needs, called the hierarchy of needs

Interpreted by Maslow as follows:

• Needs start on the lowest level• Once need has been satisfied, humans will strive to

achieve the next level• Self actualisation is not reached by many people,

but everyone IS capable of reaching their potential• Once a need has been satisfied, it will no longer

motivate individuals to action• Reversion is possible – it is possible for the

satisfaction at one level to be withdraw – thus moving down a level

Business conditions that could allow for the needs to be met

Challenging work, opportunities to develop and applying new skills

Recognition, status, advancement, responsibility

Working in teams, groups to ensure workers feel involved

Contract with some job security, ensuring health and safety conditions are met, organisational structure

Income from employment high enough to meet essential needs

Limitations and criticisms

• Not everyone has the same needs identified by the hierarchy

• Identification of worker’s need is difficult• Money is necessary to satisfy the physical

needs yet it may also be important for esteem and status needs

• Self actualization needs are never permanently achieved, jobs need to continually offer challenges and opportunities for fulfillment

Mc Gregor(1960)THEORY X and THEORY Y

Theory XNegative management attitude about workers. Get clear instructions, supervision, do not enjoy work. Authoritarian

management style, follows scientific management approach

Theory YManagers have positive approach. They think workers enjoy work and get job satisfaction. Democratic and decentralized approach

is followed

Does it work?

• In practice, most managers will have views somewhere between the two extremes

• Employees will behave in such a way as a result of the attitudes management have of them

Frederick Herzberg (1923-2000)Clinical psychologist and pioneer of

'job enrichment', is regarded as one of the great original thinkers in management and motivational theory

Herzberg• Research on 200 professionally

qualified people (accountants and engineers)

• His theory has had the greatest impact on motivational practices

• Questionnaire and interview with employees Conclusions:

1. Job satisfaction resulted from 5 main factors – achievement, recognition for achievement, the work itself, responsibility and advancement. The last 3 being the most significant

2. Job dissatisfaction resulted from 5 main factors – company policy and admin, supervision, salary, relationships with others and working conditions

Herzberg considered that the hygiene factors had to be addressed by management to prevent dissatisfaction, but even if they were in place, they would not, by themselves, create a well motivated workforce

Consequences

1. Pay and working conditions can be improved and these will help remove dissatisfaction about work, but they will not, on their own, provide conditions for motivation to exist

2. The motivators need to be in place for workers to be prepared to work willingly and to always give their best. Herzberg suggested that motivators could be provided by adopting the principles of job enrichment

Job Enrichment – Aims to use the full capabilities of workers by giving them the opportunity to do more challenging and fulfilling work

Job Enrichment

Three main features:• Assign workers complete units of work,

instead of parts. ‘If you want people motivated to do a good job, give them a good job to do’

• Feedback• Range of tasks

Consequences

3. A business could offer high pay, improved working conditions and less heavy handed supervision of work. These would remove dissatisfaction, but how quickly might they be taken for granted?

Evaluating Herzberg

• Team working is now much more widespread as a consequence of his findings

• Workers tend to be made much more responsible for the quality of their own work instead of being closely supervised

• Most firms are continually looking for ways to improve, effective communication and group meetings allowing two way communication to be favoured