Motivating Employees
Frederick Herzberg’s Motivator V. Hygiene Factors
Who was Frederick Taylor?
Human-based Managerial Styles
Maslow
Frederick Taylor was a human efficiency engineer who was one of the first people to study management and has been called the father of scientific management.
He is known for conducting time-motion studies to learn about the most efficient ways of doing a job and then trained workers in those procedures.
He published a book called The Principles of Scientific Management, in 1911.
Elton Mayo conducted a series of studies, titled Hawthorne Studies, in late 1920s and early 1930s. The greatest impact on motivation theory was generated by the Hawthorne Studies. Mayo found that human factors such as feelings of involvement and participation led to greater productivity gains than did physical changes in the workplace.
-Maslow studied basic human motivation and found that motivation was based on needs
-Maslow once stated that a person with an unfilled need would be motivated to satisfy it and that a satisfied need no longer served as motivation.
Levels of need according to Maslow are:
-physiological
-safety
-social
-esteem
-self-actualization
Managers can use Maslow's theory by:
-Recognizing what unmet needs a person has and design work so that it satisfies those needs.
Motivators:
-The work itself, achievement, recognition, responsibility, growth, and advancement
Hygiene Factors:
-Company policies, supervision, working conditions, interpersonal relationships, and salary.
Herzberg found that while some factors motivate workers, others cause job dissatisfaction if missing but are not motivators if present.
X, Y & Z Theories
-The creator of the X and Y theory is Douglas McGregor
-X Theory: This theory assumes the average person dislikes work and will avoid it if possible. People must be forced, controlled, and threatened with punishment to accomplish organizational goals.
-Y Theory: This theory assumes people like working and will accept responsibility for achieving goals if rewarded for doing so.
-The creator of the Z theory is William Ouchi, it is based on Japanese management styles
-The theory is based on long-term employment, collective decision making, individual responsibility, slow evaluation, and promotion, implicit, informal control with explicit, formalized control, moderately specialized career paths, and holistic concern for employees.
Goal Setting Theory
This theory is based on the notion that setting ambitious but attainable goals will lead to high levels of motivation and performance if the goals are accepted and accompanied by feedback, and if conditions in the organization make achievement possible.
MBO
-MBO, or Management by objectives, is a system of goal setting and implementation
-It includes a cycle of discussion, review, and evaluation of objectives among the top and middle-level managers, supervisors, and employees.
Expectancy Theory
-Victor Vroom's expectancy theory is based on how employee expectations can affect an individual’s motivation.
-Its key elements are:
1)Can I accomplish the task?
2) If I do accomplish it, what’s my reward?
3)Is the reward worth the effort?
Reinforcement Theory
Positive Reinforcement:
-Rewards like praise, recognition, or raises that a worker might strive to receive after performing well.
Negative Reinforcement:
-Punishments such as reprimands, pay cuts or firing that a worker might be expected to try to avoid.
Motivation and Performance
The characteristics a job has that can affect the motivation and performance of its employees are skill variety, task, identity, task significance, autonomy, and feedback.