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Motivation Theory

Motivation Theory. Elton Mayo and the Hawthorne Studies. George Elton Mayo. George Elton Mayo  was an Australian psychologist, sociologist  and organization theorist .

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Motivation Theory

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  1. Motivation Theory Elton Mayo and the Hawthorne Studies

  2. George Elton Mayo • George Elton Mayo was an Australian psychologist, sociologist and organization theorist. • He lectured at the University of Queensland before moving to the University of Pennsylvania, but spent most of his career at Harvard Business School, where he was professor of industrial research. • Mayo is known as the founder of the Human Relations Movement, and is known for his research including the Hawthorne Studies and his book The Human Problems of an Industrialized Civilization (1933). The research he conducted under the Hawthorne Studies of the 1930s showed the importance of groups in affecting the behaviour of individuals at work.

  3. Motivation at Work In the early 30s, Mayo suggested that motivation at work was promoted by factors such as: • greater communication • good teamwork • showing interest in others • involving others in decision making • ensuring the wellbeing of others • ensuring work is interesting and non-repetitive ... and not just money

  4. The Theory • Boredom and repetitiveness of tasks led to reduced motivation. • Motivation was improved through making employees feel important, giving them a degree of freedom to make choices and acknowledging their social needs.

  5. Group Dynamics • Mayo separated a group of women to work on their own, involved in management decision making.As they were involved in decision-making, the quality of their work improved • He tried a similar procedure with a group of men but they resisted the changes, using peer pressure to maintain their previous working methods. This group had a very different dynamic. This suggested that employers should be aware of group dynamics within organisations, motivating these official and unofficial groups differently.

  6. Case Study: Tesco • At Tesco communication is an important factor in motivating employees. This may be through 1-to-1 discussions with managers, through the company intranet, newsletters or through more formal structures such as appraisals. • Line managers hold a daily Team Meeting to update staff on what is happening for the day and to give out Value Awards, which can be given from any member of staff to another as a way of saying “thank you” and celebrating achievements. • Tesco also promotes motivation through its many training and development opportunities. Everyone has access to the training they need to do their job well and to leadership training to grow within the company. Tesco offers strategic career planning to help staff 'achieve the extraordinary'. This suggests that Tesco follows Mayo’s motivation theories.

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