Taylor: the theory of Taylor is about setting targets in order to get their wages. He thought
that workers are only motivated by the money they get and not because the for instance like
their jobs. His theory uses Piece rate this means that an employee is paid per piece of work
that they do, for instance when a professional footballer gets paid per goal he scores. A
downside of the theory of Taylor is that is people produce things more to get more money
the quality of the product can get less.
Mayo: Mayo took ideas of the theory of Taylor and he didn’t agree that only money was a
motivation for work. He did a study at wat things motivate people, when done this study he
found out that things like: schemes, rest periods, hours of work and changes in lighting and
heating can also motivate people to work harder and get more done. A suggestion that Mayo
made was that workers should: be given a say in what happens to them, have improved
communication, be organised into teams and be given social facilities.
Maslow: Maslow his theory is about ranking the needs of employees. This can be shown in a
pyramid with on the bottom the most basic needs such
as food water sleep and shelter. And the highest
possible is self-actualisation, this means that the
employees give a full 100% of wat they possibly can be.
Maslow beleived that the first step needs to be first
before going to ha higher level. Managers can
implement the Maslow theory in the following ways:
give all employees a range of needs that the need to be
satisfied (any unsatisfied lower level needs will mean that employees cannot be motivated),
offering pay awards should not be used to motivate employees and finally strategies such as
increasing responsibility can be used to motivate workers, but if the lower needs such as
safety are not motivated by workers they will still be demotivated and it doesn’t matter what
higher need they get.
The other four motivation theories are on the second
page!!!
that workers are only motivated by the money they get and not because the for instance like
their jobs. His theory uses Piece rate this means that an employee is paid per piece of work
that they do, for instance when a professional footballer gets paid per goal he scores. A
downside of the theory of Taylor is that is people produce things more to get more money
the quality of the product can get less.
Mayo: Mayo took ideas of the theory of Taylor and he didn’t agree that only money was a
motivation for work. He did a study at wat things motivate people, when done this study he
found out that things like: schemes, rest periods, hours of work and changes in lighting and
heating can also motivate people to work harder and get more done. A suggestion that Mayo
made was that workers should: be given a say in what happens to them, have improved
communication, be organised into teams and be given social facilities.
Maslow: Maslow his theory is about ranking the needs of employees. This can be shown in a
pyramid with on the bottom the most basic needs such
as food water sleep and shelter. And the highest
possible is self-actualisation, this means that the
employees give a full 100% of wat they possibly can be.
Maslow beleived that the first step needs to be first
before going to ha higher level. Managers can
implement the Maslow theory in the following ways:
give all employees a range of needs that the need to be
satisfied (any unsatisfied lower level needs will mean that employees cannot be motivated),
offering pay awards should not be used to motivate employees and finally strategies such as
increasing responsibility can be used to motivate workers, but if the lower needs such as
safety are not motivated by workers they will still be demotivated and it doesn’t matter what
higher need they get.
The other four motivation theories are on the second
page!!!
