PEOPLE

1. PEOPLE MOTIVATION AND LEADERSHIP Motivation Theory

2. Classical FW Taylor and Scientific Management Taylor’s Scientific Approach to Management • Designing equipment to increase speed with which tasks can be completed. • Establishing strict instructions for workers to follow. • Supervising workers to ensure instructions followed.

3. Classical FW Taylor and Scientific Management Taylor’s Scientific Approach to Management • Devising payment systems to reward workers who meet / exceed output targets set, but penalise those who will not / can not achieve productivity level believed to be achievable. Believed workers motivated by money alone

4. Classical FW Taylor and Scientific Management But, Taylor’s ideas can be heavily criticised for: • treating workers like machines-how can we get them to work harder? What about them as human beings with feelings. • assuming people only work for money. • Also what happens if hard to measure output of each worker? You can’t measure output of teachers so paying them more to produce more doesn’t work

5. Human Relations and Content Theories Maslow’s Hierarchy of Needs • American psychologist (1908-1970). • 1939 -1943: investigations into human behaviour. • Concluded: all individuals have set of 5 needs they strive to satisfy.

6. Human Relations and Content Theories Maslow’s Hierarchy of Needs • Believed these could be arranged in a hierarchical order, according to: level of importance, and order in which they must be satisfied.

7. Human Relations and Content Theories Maslow’s Hierarchy of Needs Self- Fulfilment / Actualisation Esteem / Ego Social / Love & belonging Safety / Security Basic / physiological needs

8. Human Relations and Content Theories Maslow’s Hierarchy of Needs • At any one time one particular need is dominant – becomes a driving force which leads to action to satisfy the need. • Once satisfied, that need is no longer a motivator – replaced by higher order need until satisfied, and so on.

9. Human Relations and Content Theories Maslow’s Hierarchy of Needs • Hence: • people are only motivated by needs not met. • can only move up when lower needs satisfied

10. Human Relations and Content Theories Maslow’s Hierarchy of Needs • Several criticisms can be made of Maslow’s theory: • Humans are different, are not likely to have same needs and have different degrees of need. • Needs not necessarily satisfied in the order suggested.

11. Human Relations and Content Theories Maslow’s Hierarchy of Needs • Several criticisms can be made of Maslow’s theory: • Satisfaction of needs may not be the only motivator. • Many needs, especially higher order needs may be satisfied from activities outside work.

12. Human Relations and Content Theories Maslow’s Theory Applied to the Workplace • Need Level: • Self-actualisation / Self-fulfilment • Workplace Responses Challenging job with creative task demands; organising work into teams so each member can use his / her particular skills; allowing employees to choose which part of work they enjoy most and / or organise work as they want; appraisals to find out what employee goals are; opportunities for training, development and advancement to enable employees to develop their potential and meet new challenges.

13. Human Relations and Content Theories Maslow’s Theory Applied to the Workplace • Need Level: • Esteem / Ego • Workplace Responses Important / respected / responsible job; high status job title (eg police officer instead of policeman); above average salary; status symbols which go with a job such as company car, own parking space, office or personal secretary; praise and recognition for work well done eg through bonus or pay rise, awards, increased responsibility, promotion; participation in decisions.

14. Human Relations and Content Theories Maslow’s Theory Applied to the Workplace • Need Level: • Social • Workplace Responses Company uniforms; good working relationships; good communications, eg regular team meetings to enable employees to discuss problems and solutions; company magazine or newspaper updating employees on recent events; social facilities and events eg sports facilities, bar, Christmas parties, summer fetes, trips.

15. Human Relations and Content Theories Maslow’s Theory Applied to the Workplace • Need Level: • Safety • Workplace Responses Contract of employment including job description with clear lines of accountability; basic training to ensure sufficient knowledge and skills gained to effectively carry out job requirements; safe working conditions and safe systems of work to include protective clothing and guards on machinery as required;

16. Human Relations and Content Theories Maslow’s Theory Applied to the Workplace • Need Level: • Safety • Workplace Responses knowledge that the firm is profitable / liquid, thus likely to provide job security; informing employees of changes with reasons for changes, fringe benefits such as pension scheme, sick pay scheme, private health care eg BUPA; priority to promote internally when vacancies occur.

17. Human Relations and Content Theories Maslow’s Theory Applied to the Workplace • Need Level: • Basic / Physiological • Workplace Responses Basic pay, working conditions and facilities including: canteen, heating, ventilation, air conditioning and toilet facilities, regular rest breaks.

18. Management and Motivation What type of manager would you be if you believed Taylor: • Make sure you keep eye on workers to see if working or not • Pay them according to effort

19. Management and Motivation What type of manager would you be if you believed Maslow: • Make sure you keep workers happy by giving them interesting work etc

20. Management and Motivation This is what Mcgregor summarised. Those managers who basically believed Taylor were theory X managers and those who believed more in treating workers as human beings were Theory Y managers: