Motivation

1. Motivation

2. Introduction • What motivates people to work? • Motivation not the only important determinant • Early ideas on work motivation: • Taylor • Hawthorne studies • Content/process theories

3. CONTENT THEORIES Maslow and the hierarchy of needs • Individuals do not necessarily satisfy their needs through the work situation alone • People place different values on the same need • Rewards may satisfy more than one need • Individuals seek satisfaction in different ways

4. Content Theories cont… • More directly applicable to the work situation but.. • ?? The validity of the methodology because, • Independent effects of hygienes and motivators open to question • May not be applicable to other workers • Interview approach not the most appropriate

5. Content theories contd… • Needs did not group together in the ways predicted • Unable to predict when a particular need becomes important • No clear relationship between needs and behaviour • Needs generally described without sufficient provision • People construct their own perceptions on need

6. Abraham Maslow • Maslow felt workers motivation was hierarchical and that once one need had been achieved another would be desired

8. FW Taylor – Scientific Management • Taylor believed people and processes needed to be controlled • He believed that workers duties and production processes were more efficient if standardised • He believed workers were inherently lazy and motivated by just one factor…………

9. ……….. Money! • He introduced “piece rate” pay to encourage greater productivity • He timed individual parts of “whole” jobs and broke them down • His initial experiment at the Bethlehem Steel Works saw productivity rise by 400%!

10. Do I like Taylor? • No BUT……………Henry T Ford and countless 20th century industrialists have adopted his principles • They have, however faced some problems………….

12. Problems of Scientific Management • Workers are treated as cogs in the machine – not individuals • Not everyone is motivated by money • Jobs become de-skilled • Workers can be de-motivated • Increased productivity can affect quality

13. Theory X managers believe workers are: Authoritarian Repressive Tight Control Depressed Culture Theory Y managers believe workers are: Liberating Control Achievement Empowering Responsibility Douglas McGregor – Theory X & Y

14. Content theories cont… HERZBERG’S (1959) TWO FACTOR THEORY • Two sets of factors which affect motivation: Hygiene factors: if found to be absent caused dissatisfaction Motivators: represents sources of satisfaction

15. Frederick Herzberg

16. Hygiene factors – need to be met to avoid dissatisfaction Pay Conditions Policies Treatment by manager Motivating factors Achievement Promotion opportunities Improvement opportunities Recognition Responsibility The job!

17. Job Enrichment • Involves changing the design and experience of work in order to enhance employee satisfaction • It assumes that job satisfaction will lead to improved motivation and and a good performance output • Hackman and Oldham (1976) job characteristics model uses five core dimensions:

18. Job Enrichment cont.. • SkillVariety: The extent to which a job makes use of different skills and abilities • Task Identity: The extent to which a job involves a whole and meaningful piece of work • Task Significance: The extent to which a job affects the work of other organisation members or others in society • Autonomy: The extent to which a job gives the individual freedom, independence and discretion • Feedback: The extent to which info. is given about performance

19. Job Enrichment cont.. • If jobs are designed in such a way three critical psychological states are reached: • Experienced meaningfulness of work • Experienced responsibility for work outcome • Knowledge of results of work activity • Motivation and job satisfaction will be high • Behavioural outcomes such as work attendance and quality of work may be improved