Motivation theory

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Motivation theory
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What is motivation?

• The process of stimulating workers to the act of
  work.
• or
• Motivation is defined as the process that
  initiates, guides, and maintains goal-oriented
  behaviours

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What does the examiner expect?

• Although specific theories of motivation will not
  be examined, the candidates should have a good
  understanding of these theories to support their
  arguments to consider the influences on
  motivation.

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Motivational theorists?

• There are some key theories that need to be
  considered
• McGregors theory X and theory Y
• Taylor and scientific management
• Mayo and the human relations approach
• Herzbergs two factor theory
• Maslow and the hierarchy of needs

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McGregors theory X and theory Y (1)

• Theory X and theory Y are theories of motivation
  created by Douglas McGregor in the 1960s. They
  describe two different management viewpoints of
  the workforce and how it impacts motivation.

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McGregors theory X and theory Y (2)

• Theory X managers believe employees
• need to be controlled
• dont like work
• need to be pushed to be more productive
• need incentive schemes
• have to be directed to do things they dont enjoy

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McGregors theory X and theory Y (3)

• Theory Y managers believe employees
• want to be involved
• can think for themselves and make decisions
• share ownership of tasks
• will find work more rewarding if given
  responsibility and a variety of tasks
• have good ideas
• can engage in some form of self-management

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McGregors theory X and theory Y (4)

• Theory X workers tend to be unhappy in the
  workplace.
• Theory Y workers are more productive and
  motivated.

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Taylor and scientific management

• Taylor thought that workers were motivated by
  money. He advocated a fair days pay for a fair
  days work. However, he believed workers would
  do the minimum amount of work if left to their
  own devices.
• Taylor did time and motion studies in a pin
  factory using a stopwatch. He favoured division
  of labour and breaking work down into small
  tasks. This enabled scientific management to know
  how efficiently workers were carrying out tasks.

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Mayo and human relations

• Elton Mayo found that people achieved more when
  they got positive attention. His studies on human
  relations found two key areas that motivated
  workers
• Good communication and being involved in
  decision making. Mayo believed that managers
  needed to pay attention to each individual and
  involve them within the business decisions.
• Group work is key. Mayo thought that workers
  should socialise together and he encouraged group
  activities and company social events. If workers
  feel part of the business they should perform
  better.

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Herzbergs two factor theory

• In the 1960s Frederick Herzberg interviewed
  accountants and engineers to find out what
  motivated and satisfied them at work. He
  identified two groups of factors that influenced
  the motivation of workers.

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Herzberg hygiene factors

• These dont motivate as such, but if they are not
  good, workers will be unhappy
• company policy
• working conditions
• pay
• supervision
• good relations with other workers
• For example, a worker expects good working
  conditions. If they are in place they do not
  motivate but if they are poor then
  dissatisfaction occurs.

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Herzberg motivators

• These factors do motivate, but only if the
  hygiene factors are in place
• interesting work
• achievement
• recognition
• personal development and promotion
• more responsibility (empowerment, see next slide)

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Empowering employees

• Empowerment means giving employees the means by
  which they can exercise power over their working
  lives. It can be achieved through informal
  systems or through the more formal system of
  autonomous work groups. It involves
• recognising that workers are capable of doing
  more
• making workers feel trusted and confident to
  carry out jobs and make decisions without
  supervision
• recognising workers achievements
• creating an environment where workers wish to
  contribute and be involved

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Maslows hierarchy of needs (1)

• Maslow stated that workers have unsatisfied needs
  that must be met in order to motivate them.

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Maslows hierarchy of needs (2)

• Maslow said that people
• start by meeting the needs
• at the bottom of the
• pyramid. Once they have
• sorted out those needs,
• they can move on to the
• needs of the next level up.

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Maslows hierarchy of needs (3)

• Physiological needs basic life needs (air, food,
  shelter etc.)
• Safety needs protection, security, order, law,
  limits, stability.
• Social needs family, love, relationships, work
  group, affection.
• Esteem needs achievement, status,
  responsibility, reputation.
• Self-actualisation personal growth and
  fulfilment.