Please enable JavaScript.
Coggle requires JavaScript to display documents.
Four Classic Theories of Motivation, Leadership / Management styles, Ways…
Four Classic Theories of Motivation
Frederick W Taylor (1856-1917)
workers are motivated by money, they do not naturally enjoy work and therefore need close supervision and control
as a result, managers should break down production into a series of small tasks
Scientific Management
piece rate system
Abraham Maslow (1908-1970)
Hierarchy of need
https://www.thoughtco.com/thmb/OPVbpZGAK1P3TQN5HTZsEJ02W3s=/768x0/filters:no_upscale():max_bytes(150000):strip_icc():format(webp)/maslow-s-hierarchy-of-needs--scalable-vector-illustration-655400474-5c6a47f246e0fb000165cb0a.jpg
Hierarchy of needs
Fredrick Herzberg (1923-2000)
Hygiene and motivators must be used simultaneously
motivator
responsibility at work
meaningful, fulfilling work
achievement & recognition
HYGIENE
pay & other financial rewards
working conditions
appropriate supervisions & polices
Herzberg’s findings stated that hygiene factors do not lead to motivation, but without the presence of them, dissatisfaction will occur
PAY IS NOT A MOTIVATOR according to Herzberg
Two-factor theory Motivators Hygiene or maintenance factors
Elton Mayo (1880-1949)
workers are not just motivated by money, but could be better motivated by having their social needs met whilst at work
Human Relations school of thought
Leadership / Management styles
Autocratic
The manager makes all the decisions
The team follows the decision without questions
Little faith in the team
Focus of power is with the manager
communication is top-down & one way
Formal systems of command & Control
use of rewards and penalties
Very little delegation
Laissez faire
The manager will let the team get on with the work
Little to no input from the manager
A lot of faith in the team
Leader has little input into day-to-day decision-making
Conscious decisions to delegate power
Managers/employees have freedom to do what they think is
best
Effective when staff are ready and willing to take on responsibility
Paternalistic Leadership
The manager will help the team to get the job done, like a parent to a child, hover hands approach
Bit of delegation
slight trust in the team
Leader decides what is best for employees
Addressing employee needs
Little delegation
Democratic/participative leadership
The manager will get input from the team to make decisions
Trust in the team to make decisions to meet the aims of the business
Fous of power is more with the group as a whole
Leadership functions are shared within the group
Employees have greater involvement in decision-making
Emphasis on delegation and consultation
A trade-off between speed of decision-making and better motivation and morale
Ways of Motivation
Financial
wages and salaries
profit sharing
commissions
Non-Financial
changes in work patterns
Job Enlargement
Job Enrichment
Hygiene
Relates to the environment of the job