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Motivation Theorists (Frederick Winslow Taylor (Taylors 4 Main Rules…

- - - - Replace working by "rule of thumb," or simple habit and common sense, and instead use the scientific method to study work and determine the most efficient way to perform specific tasks
      - Rather than simply assign workers to just any job, match workers to their jobs based on capability and motivation, and train them to work at maximum efficiency
      - Monitor worker performance, and provide instructions and supervision to ensure that they're using the most efficient ways of working
      - Allocate the work between managers and workers so that the managers spend their time planning and training, allowing the workers to perform their tasks efficiently
- - - - Esteem Needs: Maslow classified esteem needs into two categories: (i) esteem for oneself (dignity, achievement, mastery, independence) and (ii) the desire for reputation or respect from others (e.g., status, prestige). Maslow indicated that the need for respect or reputation is most important for children and adolescents and precedes real self-esteem or dignity
        
        Social Needs: Friendship, intimacy, trust, and acceptance, receiving and giving affection and love. Affiliating, being part of a group (family, friends, work)
        
        Security Needs: Protection from elements, security, order, law, stability, freedom from fear
        
        Physiological Needs: air, food, drink, shelter, warmth, sex, sleep
  - - - Assumptions: The model assumes that all workers are motivated in the order of the pyramid. What if someone values esteem needs over self-actualization
        
        After: How are workers to be motivated one they have achieved self-actualization?
- - - - Autonomy: Workers want to feel self-sufficient
      - Purpose: Workers have the self-esteem and drive to do better by themselves
      - Mastery: Workers are striving for self-improvement - they want to learn and create new things
- - - - Equity norms: Adam's believed that workers expect to get out what they put into a business
      - Social comparisons: Adam's observed that it is natural for people to compare themselves to others so a business should do what it can to give all employees and stakeholders fair / similar amounts of attention and recognition
      - Cognitive Distortion: Employees who perceive inequity will seek to reduce it, either by distorting inputs and/or outcomes in their own minds ("cognitive distortion"), directly altering inputs and/or outcomes, or leaving the organization