motivation theories-theme 1 Flashcards
Taylor
scientific approach
believed money was the key motivator
had a quota ‘a fair days pay for a fairs days work’
believed piece rate works very well-directly paying in proportion to output
-his idea of breaking down tasks-division of labour-breaking down a manufacturing process into individual tasks and having a worker carry out a specific set of tasks, with clearly defined objectives
-believed in close supervision, target work-expect you to make 100 of these a day/very black and white, organised approach
issues with Taylors method of motivation
people may rush it-reduces quality
money is only one factor, other theorists disagree and agree more to the conditions and environment of workers
forgets people are human, can be compared with Maslow, workers go to work everyday meaning other factors are as important
-money works well in the short term but workers get used to it
-workers may not be like to be closely supervised, may feel undervalued leads to high staff turnover/absenteeism
mayo
human relations approach
good working environment that fulfils needs
people feel more valued then just a number
understood people have needs
social needs-working in teams
feeling valued/social needs e.g. gym membership
encouraged people working in team settings
having your opinion heard
being consulted
good communication between managers and staff
opinions are taken into account
to be good manager, need to know your staff
asset-not a cost
adv of Taylor
organised structure due to close supervision
increase of motivation so increased productivity
Herzberg
dis of mayo
-some workers prioritise money
-extra work load on managers as focusing on their staff not just the operating of the business
-extra cost
-extra things taken for granted in the long term
Hawthorne effect
found that an increase in productivity if people are watched as feel more motivated
and changing environment increases motivation
Herzberg
two factor theory
hygiene factors-PAY, good salary good working conditions, health and safety, comfort, access to clean facilities
-believed keeps them in job, but doesn’t motivate them
motivators-recognition, rewards, bonuses, employ of the month, responsibility, job enlargement, job rotation
making sure they are multiskilled, providing extra responsibility so feel highly valued
drawbacks of Herzberg’s theory
cost to firm (ted)
implementing schemes e.g. recognition scheme
has a big impact on STM but fades over time-becomes the norm
advantages of herzberg theory
higher quality work/customer service
less boredom-more fulfilling
higher productivity
staff feel valued therefore less absenteeism and low staff turnover-save costs in Long term as less money spent on recruitment of new staff
Maslow’s hierarchy of needs
self-actualisation
self esteem
love and belonging-friendships
safety and security
physiological needs-warmth, shelter
safety and security
job security
permanent contracts-no zero hour contracts
safe at work
phsyiolgoical needs
basics-pay and conditions, clean facilities
love and belonging
good communication
good relationships with workers in business
comfortable
self esteem
being recognised (recognition)
