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Motivation - Coggle Diagram
Motivation
Maslows hierarchy of needs
Belonging
Friendship
Safety
Security of employment
Esteem
Respect of and from others
Phycological
Food, water, shelter etc
Self Actualization
Creativity
Before we can reach this highest level the lower levels of needs must be securely in place
Taylors theory of scientific management
Workers can produce more output if responsibility for decision-making and planning are removed.
Workers should not have to think, they should just do
Therefore, workers should be trained to work to the model used by those who produce most output
The best method of working is to be adopted by all workers
Close supervision of workers and monitoring of performance exists
They are paid for levels of output produced
Lawler
Employers needed to make sure that employees were given tasks that they found interesting and rewarding
Extrinsic Rewards
Material Rewards
Intrinsic Rewards
Job enlargement
Herzbergs two factor theory
Two Factors
Motivators
Elements in a workplace that cause satisfaction
Responsibility
Advancement
Achievment
Hygiene Factors
Elements in a workplace that cause dissatisfaction
Work Conditions
Salary
Company Policy
Managers must ensure the hygiene factors are satisfied. Only when these are provided can motivation of workers happen.
Mayo and Hawthorne experiments
Mayo suggested that motivation at work was promoted by such factors as
Involving others in decision-making
Ensuring the wellbeing of others
Better teamwork
Making work interesting and non-repetitive
Greater communication
Vroom
Expectancy X Instrumentality X Valence
Instrumentality
The individual will be motivated to work hard to achieve a particular target if they believes that it will lead to a positively valent result
Expectancy
The individual’s belief in the likelihood of their being able to achieve the target that has been set for them
Valence
The key thing is that the person expects the reward and that the reward is valued by them