motivational theories
Maslow's hierarchy of needs
Mayo
Herzberg two factor theory
Vroom's expectancy theory
Porter and Lawler's expectancy theory
F W Taylor's theory of scientific management
employees are mainly motivated by pay
employees need close supervision like a father figure figure
employees should carry out small tasks that they can repeat and become more efficient at
(piece rates) an amount paid for each task done
this motivates them to do as many as possible
he believed that employees are motivated by social needs
A=managers have greater interest in the workers
A=it values staff opinions and encourages teamwork
A=more motivated workforce and better productivity
D=staff don't always have the same objectives as the business
D=communication is not always positive which results in low productivity
physical/social/esteem/safety/self actualisation
A=it encourages the business to create an environment to satisfy these needs
there are 5 levels of human needs which employers need to fulfill their work
A=it should help to motivate staff leading to higher productivity
D=critics suggest that esteem needs and self actualisation can never be achieved in lower skilled roles
certain factors (motivators) cause job satisfaction which encourages employees to work harder
he believed pay was not a motivator but only a source of job de-satisfaction if pay is too low
hygiene factors (your environment) can cause disatisfaction
A=meaningful tasks promote higher productivity
D=the assumption that there is a link between productivity is now questionable
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employees motivation is an outcome dependent on how much they want a reward (how much an individual wants a reward)
rewards/personal goals/realtionship is about the attractiveness of potential rewards to an individual
businesses need to ensure that jobs are interesting and challenging and performance is rewarded
an expansion on Vroom's theory by categorising rewards by intrinsic or extrinsic
instrinsic meaning positive feelings an individual might experience on completing a task well
extrinsic meaning a reward that comes from outside the individual such as a bonus
they also stated that motivation is affected by an individuals ability to perform a task and their perception of it
the strength of this theory is that is based on the self interests of the worker who will achieve maximum satisfaction and minimum de-satisfaction in terms or receiving or not receiving an award
D=the theory ignores the reality that businesses rewards that are not linked only to performance but depend on the individuals position in the business and their education attainments
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