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2.4 (2) Motivation theory (F.W. Taylor and scientific management…
2.4 (2) Motivation theory
F.W. Taylor and scientific management
aims
to reduce the level of inefficiency that existed in the US manufacturing industry
factors of inefficiency:
workers were untrained and non-specialised
led by supervisors and managers that lack of training and experiences
no security of employment
no formal selection or appraisal system of staff
Taylor's approach
economic man
select the right people for each job
observe and record the performance of staff
establish the best method of doing a job-method study
piece-rate payment systems - to maximize output through motivating workers to produce more
Maslow's hierarchy of human needs
Aims
to identify and classify the main needs that human have
our needs determine our actions - we will always try to satisfy them and we will be motivated to do so
if work can be organised so that we can satisfy some or all of our needs at work, then we will become more productive and satisfied
level of needs
self-actualisation - fulfilment of potential
challenging work that stretches the individual - this will give a sense of achievement. Opportunities to develop and apply new skills will increase potential
self-actualisation
a sense of self-fulfillment reached by feeling enriched and developed by what one has learned and achieved
esteem needs
recognition for work done well - status, advancement and responsibility will gain the respect of others
social needs
working in terms or groups and ensuring good communication to make workers fell involved.
safety needs
a contract of employment with some job security - a structured organisation that gives clear lines of authority to reduce uncertainty. Ensuring health and safety conditions are met.
physical needs
Income from employment high enough to meet essential needs
limitations
not everyone has the same needs
it is difficult to identify the degree to which each need has been met and which level a worker is on
money is necessary to satisfy physical needs, yet it might also play a role in satisfying the other level of needs, such as status and esteem
self-actualisation is never permanently achieved
Herzberg and the "Two-factor theory"
factors:
motivating factors
aspects of a worker's job that can lead to positive job satisfaction, such as achievement, recognition, meaningful and interesting work and advancement at work
job satisfaction
achievement
recognition for achievement
the workitself
responsibility
advancement
if put into action these pull workers up to achieve greater things. if not put into action, workers still work, but not as well.
hygiene factors
aspects of a worker's job that have the potential to cause dissatisfaction, such as pay, working conditions, status and over-supervision by managers
job disatisfaction
company policy and administration
supervision
salary
relationship with others
working conditions
if not sorted, these suck workers down and demotivate them - when sorted they do not motivate workers though
Adams and equity theory
the belief that employees become demotivated towards their jobs and employer if they feel that their inputs(effort, loyalty, commitment, skill) are greater than their outputs(financial rewards, recognition, security, sense of achievement)