Please enable JavaScript.
Coggle requires JavaScript to display documents.
Motivational Theorists (Taylor (Scientific Management Theory (Performance…
Motivational Theorists
-
Herzburg
Two Factor Theory
Motivation - direct motivate (achievement, recognition, and responsibility)
Hygiene - indirect motivate (salary, status, working conditions, job security
Focused on satisfaction and dissatisfaction of employee, and it believes in job enlargement, enrichment, and achievement
-
-
Maslow
Hierarchy Of Needs
-
- Self-Actualization - Reaching one's full potential, challenging work that stretches the individual, this will give a sense of achievement
- Esteem - Respect from others, status and recognition of achievement
- Social - Trust, acceptance, friendship, belonging to the group and social facilities
- Safety - Protection from threats, job security, health and safety at work
- Physical Needs - Food, shelter, rest, income from employment, high enough to meet sentimental needs
Limitations - Not everyone has the same needs as is assumed by the hierarchy, difficult to identify the degree to which need has been met, you need to start on physical needs to end on self actualization
Adams
Adams Equity Theory
-
Based on the premise that employees will put forth a particular level of effort that they feel compares to the reward potential
Inputs - Effort and enthusiasm, skills and abilities, flexibility and adaptability, loyalty and commitment to the organization
Outputs - Financial compensation, praise and recognition, additional responsibility and autonomy, job security, and a sense of career advancement or potential growth
Pink
Drive Theory
-
-
-
-
If managers want to engage employees, self-direction is better; Freedom to do their own things lead to innovated ideas and solutions.
-
People intrinsically want to do things that matter managers need to ensure that the mission and goals are properly communicated to understand their role