Elton Mayo and Maslow's Hierarchy of Needs
Elton Mayo
- Elton Mayo (1880-1949):
- started his study in philosophy and psychology in 1907 at the University of Adelaide
- he graduate with honors in 1910 and also won a Robe Fletcher prize in psychology
- in the late 1920s, he led a Harvard research group to conduct worker productivity studies at Western Electric’s Hawthorne (chicago) plant
- Hawthorne Effect: employees worked harder if they received added attention and thought that managers cared about their welfare and that supervisors paid special attention to them
- studies were flawed but they brought special attention to the effects of good human relations on worker productivity
Maslow’s Hierarchy of Needs
physiological need (most basic physical need): need for food, clothing, shelter, comfort, self-preservation
safety need: need for physical safety, emotional security, avoidance of violence
- workplace example: health insurance, job security
love need: need for love, friendship, affection
- workplace example: office parties
esteem need: need for self-respect, status, reputation, recognition, self-confidence
- workplace example: bonuses, promotions, awards
self-actualization need (the highest level need): need for self-fulfillment, increasing competence, suing abilities to the fullest
- workplace example: sabbatical leave to further personal growth
Douglas McGregor - Theory X vs Theory Y
- Douglas McGregor:
- briefly considered becoming a lay preacher
- instead he chose to pursue a psychology degree
- he ended up dropping out of college and working in a gas station for awhile
- he observed a management’s view of workers from two different perspectives
- theory X: represents a pessimistic, negative view of workers
- workers are irresponsible, resistant to change, lack ambition, hate work, and want to be led
- theory Y: represents an optimistic, positive view of workers
- workers are considered capable of accepting responsibility, self-direction, self-control, and being creative