Motivation in Theory and Practise

• Maslow's Hierarchy of Needs theory?

  
  

  suggests that if a lower need is not met, then the higher ones will be ignored
• Theory Y?

  
  

  people have control of their own lives at work and can be self-motivated.
• Theory X?

  
  

  assumes that people are inherently lazy, dislike work, need to be coerced or controlled, and will avoid responsibility if possible.
• Safety needs?

  
  

  refer to physical security, emotional stability, protection from harm or danger, financial security, health, and wellbeing.
• McGregor proposed two theories of management:

  • Theory X
  • Theory Y
• Theory Z?

  focuses on Japanese management practices and emphasizes long-term employment relationships, group decision making, and employee involvement in organizational decisions.
• what does McGregor's Theory X assume about workers ?

  
  

  • resistant to change
  • prefer security over risk
  • require close supervision.
• what does Herzberg's Two Factor Theory state?

  
  

  that there are hygiene factors and motivation factors
• what does hygiene factors include?

  
  

  • salary
  • working conditions
  • company policy
  • supervision
  • interpersonal relationships
  • personal life
  • status
  • job security
  • recognition
• what does McGregor's Theory Y assume?

  
  

  that workers are capable of being responsible, motivated by achievement rather than financial rewards, and seek out challenges.
• motivation?

  
  

  inner desire that propels a person to take action and achieve a specific goal
• intrinsic motivation?

  coming from within a person
• extrinsic motivation?

  coming from external factors
• advantages of motivation:

  • employees are more productive
  • higher levels of output/quality
  • increased productivity = higher profits
• impact motivation on workers:

  • motivated employees = reliable and dependent
  • takes pride in job, shows up on time, meets deadlines, takes fewer sick days
  • increased trust + higher productivity
• impact turnover rates have on motivation:

  • motivated employees stay with company long-term - reduces turnover rates
  • lower turnover rates reduce need for costly recruitment + training
• staff turnover?

  
  

  measure of number of staff leaving over a given period of time in relation to what workforce as a whole
• Taylor's Scientific Management:

  • focuses on breaking down complex tasks into simpler ones, standardising work processes, and providing workers with clear instructions and training to achieve maximum efficiency
  • manufacturing businesses use Taylor's principles to structure staff benefits
• principles of Taylor's method:

  • science, not rules of thumb
  • scientifically train employees
  • ensure the most efficient ways of working are used
  • divide work between managers and workers
  • pay based on results
• stages of Taylor's theory:

  • study and analyse work process
  • standardise the work process: creating procedures and instructions
  • select and train workers: workers based on skills and abilities
  • provide incentives for performance: use of incentives to motivate workers
• how businesses use Taylor's approach:

  • workers trained to perform only one task - become very skilled at
  • workers paid for completed work only
• advantages of Taylor's theory:

  • increased efficiency = lower cost
  • standardised procedures reduces error
  • specialisation of labour leads to greater efficiency
  • clear hierarchy and lines of authority lead to more efficient decision-making and communication
  • improved training/ development lead to better performance and job satisfaction
• disadvantages of Taylor's theory:

  • overemphasising efficiency reduces worker creativity
  • machine-like system leave workers disengaged
  • limited applicability - not suitable for roles that require high levels of creativity
  • potential for exploitation - extract more work from workers without compensating them
• Mayo's Human Relation Theory: focuses on importance's of social factors in work place (communication, motivation, job satisfaction)
• Mayo's key to improve productivity and job satisfaction:

  that it lies in understanding and improving relationships between workers, supervisors and management
• how do businesses use Mayo's approach:

  • empowering employees in decision-making
  • team-building activities
  • providing feedback and recognition to employees
  • creating a positive work environment - promoting open communication + providing support to employees
  • encouraging employee development - offering training programs, mentorship opportunities and career advancement paths
• advantages of Mayo's theory:

  • improved job satisfaction
  • increased productivity
  • better communication
  • employee empowerment increases workers sense of ownership
  • stronger teams-sense of community
• disadvantages of Mayo's theory:

  • time consuming
  • lack of control
  • resistance to change
  • potential for conflict
  • limited applicability
• Maslow's hierarchy of needs theory: theory of motivation that outlines five tiers of humans needs that must bee met for individuals to reach their full potential
• Maslow's hierarchy physiological needs - business can provide necessities for their employees
• Maslow's hierarchy safety needs - business can provide job security, fair pay, benefits and safe working conditions for employees
• Maslow's hierarchy love and belonging needs - businesses can encourage teamwork and safe working conditions for employees
• Maslow's hierarchy esteem needs - businesses can provide recognition for employee's accomplishment's and provide a positive work culture that values individual contributions
• Maslow's hierarchy self-actualisation - businesses can help employees achieve this need by offering for employees to pursue their passions and interests
• advantages of Maslow's hierarchy:

  • higher employee satisfaction
  • increased motivation
  • improved employee performance
• disadvantages of Maslow's hierarchy:

  • expensive
  • time-consuming
  • business needs to tailor approach to meet needs of employees
• what are the five categories of Maslow's hierarchy of needs?


  • physiological
  • safety
  • love/belongingness
  • esteem
  • self-actualization