4 Theories Of Motivation
Scientific management
He believed in a “fair day’s pay for a fair day’s work”
He also believed that employee would do the minimum amount of work if not supervised
He carried out time and motion studies
The main form of motivation is high wages, higher wages equalled higher output
A manager's job is to tell employees what to do
A worker's job is to do what they are told and get paid accordingly
Human relations theory
Mayo based his assumptions on research undertaken with workers at the Hawthorne factory of the Western Electric Company in Chicago
He changed the working conditions such as break times and duration of the ladies who worked in the relay assembly room at the factory
Found that just by being studied - the employee’s levels of motivation increased
Working in teams was more important than money
Non-financial motivators were the most important
Boring and repetitive work can be a demotivator
Hierarchy of needs
Maslow’s theory was that we all have a pyramid of needs.
2 Factor Theory
We start by meeting our needs at the bottom for example; food, water, shelter
.
We then look for teamwork and a social job
We then look for a secure job to meet our safety needs
Frederick Hertzberg worked in the 1960s, his theories are still studied today.
He interviewed accountants and engineers to find out what motivated them
His theory was that employees have motivating factors; interesting work, recognition and personal achievement, responsibility and scope to develop
He also found that there were hygiene factors which if not met would dissatisfy the employees, but if they were met did not motivate them any more than they were already. These were; good working conditions, pay, relationships with other employees
We then look for responsibility and promotion
Then when all these needs are met we start to self actualise, which is where we reach our potential