Please enable JavaScript.
Coggle requires JavaScript to display documents.
Motivational Theorists - Coggle Diagram
Motivational Theorists
Scientific School
Frederick TAYLOR (1856 – 1917)
Motivation is external – money
Employee is a number
One way communication – heavily supervised
Piece rate – tools to fit
Time and motion studies – all about productivity
Unpopular with workers – work hard, penalise the less efficient
Strikes, Industrial Actions
Dissatisfied workers
Taylor believed that people only work for money and that they should be told exactly how to do their jobs
Human Relations School
Elton MAYO (1880 – 1949)
Started to think about the social needs of the employees
Research in Chicago Western Electric Co
Effects in changes in lighting on productivity i.e. working conditions
Surprise element – effects where lighting had not been changed “Hawthorne Effect”
Introduced concept of group/team working
Started two way communication
Stressed importance of ‘Social Man’
HR Department was born
Sporting & Social Facilities
Workers ‘outings’
The Neo-Human
Relations School of
Management
Abraham MASLOW (1908 – 1970)
Hierarchy of needs
Self-actualisation E.g. fulfilling potential
Esteem needs E.g recognition & achievement
Social needs E.g.relationships with fellow employees
Security needs E.g. contract of employment, safe working conditions
Physiological needs E.g. food, drink, shelter
Frederick HERZBERG (1923 – 2000)
People face two major influences at work
Hygiene factors & Motivators
Hygiene
Environment of the job
Things around the job but not the job itself
Co policy & Admin
Supervision of employees
Working conditions
Salary
Working relations
Hygiene factors do not motivate but without them people are dissatisfied
Motivators
Relate to the job itself and can be used to motivate employees
Personal Achievement of goals and targets
Recognition for achievement
Interest in the work itself
Personal growth and advancement
Motivators can motivate employees
They must be used simultaneously
Minimise dissatisfaction
Pay?? Wealthy. Levels – move up the same way?
Vroom and Porter-Lawler
Expectancy Theory (1964)
So far theorist have assumed people try to meet goals to satisfy their needs
Vroom et al argue that it is not so simple
Firstly: each individual will have different goals
Secondly: people only act to achieve them if they think there is a chance of success
Thirdly: the value of the goal to theindividual affects their motivation