1.4 - managing people - motivation theorist + leaderships styles

what is motivation

“the will to work”

why is motivation important

• better productivity

• lower levels of absenteeism

• lower levels of staff turnover

who are the 4 motivation theorist

Taylors theory of scientific management

Mayo human relations school

Maslow hierarchy of needs

Herzberg 2 factor theory

Describe Taylors scientific management theory

Money = motivation

e.g piece rate, commision, output bonus and profit sharing

ADV

• efficient + productive

• incentive work with financial incentives

• reduces the need for many workers

DIS

• monotonous

• no care for employee welfare

describe Mayos theory

mayo believes that workers are motivated by

• communication between managers and workers

• greater manager involvement in employees working lives

• working in groups or teams

ADV

• employee satisfaction - increased employee moral - job satisfaction - productivity

DIS

• overemphasis on social factors

describe maslow’s hierarchy of needs ( bottom to top )

• PHSYIOLOGICAL NEEDS - food, shelter, clothing, sleep

• SAFETY AND SECURITY - health, employment, family

• LOVE AND BELONGING - friendship, family, sense of connection

• SELF ESTEEM - confidence, achievement

• SELF ACTUALISATION - morality, creativity, purpose

in order to be movivated - do these in order

mnuemonic pslss

ADV

• considers both financial and non financial incentives to work

describe Herzberg two factor theory

two factors - hygiene factors + motivators

• hygiene factors don’t lead to motivation, but a lack of hygiene factors will lead to dissatisfaction

HYGIENE

• working condition

• policies and rules

• leadership quality

• PAY

• Job security

MOTIVATORS

• Achievements

• personal growth

• leadership style

types of financial methods of motivation

commission

piecework

performance related pay

profit sharing/ bonus schemes

types of non financial methods of motivation

delegation, consolation and empowerment

team working

flexible working

JOB ROTATION, ENRICHMENT, job enlargement

advantages and disadvantages of piece rate

ADV

• incentive to work

• increase work hours

DIS

• workers may cut corners

• quality may suffer

• focus on volume

ADV and DIS - commision

ADV

• increase output

• employer doesn’t pay for downtime

DIS

• employee may ignore quality

ADV and DIS - performance related pay

ADV

• Measurable targets + specific to the job

• encourages employee performance

DIS

• can be expensive if workers underperform

• difficult on how performance is measured

ADV + DIS - profit sharing

ADV

• link between pay and performance

DIS

• depends on the profits of the business

Adv + dis - team working an empowenment

ADV

• social needs are met - makes employees feel autonomous

DIS

• costs and disruption of training in the short run

ADV + DIS - flexible working

ADV

• fit work into personal lifestyle

DIS

• difficult to see if employees are productive

ADV + DIS - job rotation, enlargement, enrichment

ADV

• motivated through increased variety + personal development

DIS

• can be disruptive and reduce productivity - short term = employees need to learn new skills

Types of leadership

Autocratic

democratic

paternalistic

laissez-faire

what is the difference between leadership and managers

reactive vs proactive

implement vs devise

Autocratic leadership - adv + dis

ADV

• suitable for underkilled workforce

• speeds up decision making

• high productivity

DIS

• low levels of motivation = employees feel undervalued

• no opportunity for employees to be in decision making

democtratic leadership - adv + dis

ADV

• develops a team spirit

• collects ideas from whole workforce

DIS

• long time to make decision making - inefficient

Laissez-faire - ADV - DIS

ADV

• allows autonomy to make their own decisions

• higher levels of creativity

DIS

• lack of control over the workforce

Paternalsitic - ADV + DIS

ADV

• attention to employee welfare

DIS

• motivation may decrease

• no input in key decisions