When we are going to discuss the topic mentioned above, we have to consider various motivation theories. Considering the various motivation theories, there are no of different views as to what motivates workers. By referring those theories, we can have a discussion about the above topic. The most commonly held views or theories are discussed below.
Frederick Taylor, known as the father of scientific management, published principles of scientific management in which he proposed work methods designed to increase worker productivity
Elton Mayo, known as the father of the Hawthorne studies which demonstrated the important influence of human factors on worker productivity
Abraham Maslow along with Frederick Herzberg introduced the Neo Human relations which focused on the psychological needs of employees.
When we consider the scientific management which was introduced by Frederick Taylor, there are four principles described in scientific management.
Mental revolution of work: Study the workmen, Select the workmen, Deliberately train the workmen to be a better class of worker, Pay them higher wages, Modeling with best worker, Role model, Difference of the mental attitude, Second chance, Additional training, No room for pretense, Teachers are welcome, Apply the scientific management to the worker, not “ mollycoddle”
Bringing together the scientific management and workmen for better treatment, More consideration, More opportunities
Involves a complete re-division of the work management and workmen, To participate in design albeit one sided by observation, Enhanced tool design as applied to various work situations
Taylor put forward the idea that workers are motivated mainly by pay. His theory of scientific management argued the following.
Workers do not naturally enjoy work and so need close supervision and control
Managers should break down production into a series of small tasks
Workers should then be given appropriate training and tools they can work as efficiently as possible on one set task
Workers are then paid according to the number of items they produce in a set period of time piece-rate pay
As a result workers are encouraged to work hard and maximize their productivity
Taylor’s methods were widely adopted as businesses saw the benefits of increased productivity levels and lower unit costs. Taylor’s approach has close links with the concept of an autocratic management style (Managers take all the decisions and simply give orders to those below them). However workers soon came to dislike Taylor’s approach as they were only given boring, repetitive tasks to carry out and were being treated little better than human machines. Firms could also afford to lay off workers as productivity levels increased. This led to an increase in strikes and other forms of industrial action by dis-satisfied workers.
In my opinion towards the scientific management of Frederick Taylor, workers are considered as economic beings and don’t give the attention to the social side. Majority of the workers are men. So, men are also considered as economic beings rather than social beings. To improve productivity, Taylor examined the time and motion details of a job, developed a better method for performing that job and trained the workers. Furthermore, Taylor offered a piece rate that increased as workers produced more. One of his famous experiments had to do with increasing the output of a worker loading pig iron to a rail car. Taylor broke the job down into its smallest constituent movements, timing each one with a stopwatch. The job was redesigned with a reduced no of motions as well as effort and the risk of error. Rest periods of specific interval and duration and a differential pay scale were used to improve the output. The Taylor model gave rise to dramatic productivity increases.
When we consider the Hawthorne studies of Elton Mayo, he believed that workers are not just concerned with money, but could be better motivated by having their social needs met whilst at work (Something that Taylor ignored). He introduced the Human Relation School of thought, which focused on managers taking more of an interest in the workers, treating them as people who have worthwhile opinions and realizing that workers enjoy interacting together.
Mayo concluded that workers are best motivated by,
· Better communication between managers and workers
· Greater manager involvement in employees working lives
· Working in groups or teams
So his theory most closely fits in with a paternalistic style of management.
In my opinion towards the theory of Elton Mayo, he gave his more attention to the social facts of the worker rather than considering the worker as an economic being. The Hawthorne studies are significant because they demonstrated the important influence of human factors on worker productivity. In one of their studies, the illumination experiment, they tried to determine whether better lighting would lead to increased productivity. Both the control group and the experimental group of female employees produced more irrespective of whether the lights were turned up or down. It was discovered that the increased productivity was a result of the attention received by the group.
We can take this theory under the Behavioral approach. The classical approach assumes that people work for economic reasons only and behavior of people can be fairly predicted and easy to understand. In most cases it is not true and their actions may not be rational, logical or reasonable and may not be entirely satisfying economic needs. Therefore the need to understand the human behavior is important. The behavioral approach is a view of management that emphasizes the understanding of human behavior, needs and attitudes within formal organizations. The human relations movement began with the Hawthorne studies of Elton Mayo.
When we consider the Neo Human Relations of Abraham Maslow along with Frederick Herzberg, a theory was put forward by Maslow that there are five levels of human needs which employees need to have fulfilled at work. All of the needs are structured into a hierarchy and only once a lower level of need has been fully met, would worker be motivated by the opportunity of having the next need up in the hierarchy satisfied. A business should therefore offer different incentives to workers in order to help them to fulfill each need in turn and progress up the hierarchy. Managers should also recognize that workers are not all motivated in the same way and do not all move up the hierarchy at the same pace. So, therefore they have to offer a slightly different set of incentives from worker to worker.
In my opinion towards the theory of Abraham Maslow, it is better to consider the each and every worker in a particular organization. Satisfying all the workers in an organization is better than satisfying the portion of workers. If the satisfaction can be done up to a desired level expected by the worker, everyone works more efficiently and effectively. Then it is more beneficial to the organization and automatically productivity will be increased.
Considering the present condition of the world, many labor rules and regulations are introduced to the industry and it is beneficial to both employer and employee. Also men are the major portion of the workers. So, it is better to consider them not only as economic beings, but also as social beings too.
Frederick Taylor, known as the father of scientific management, published principles of scientific management in which he proposed work methods designed to increase worker productivity
Elton Mayo, known as the father of the Hawthorne studies which demonstrated the important influence of human factors on worker productivity
Abraham Maslow along with Frederick Herzberg introduced the Neo Human relations which focused on the psychological needs of employees.
When we consider the scientific management which was introduced by Frederick Taylor, there are four principles described in scientific management.
Mental revolution of work: Study the workmen, Select the workmen, Deliberately train the workmen to be a better class of worker, Pay them higher wages, Modeling with best worker, Role model, Difference of the mental attitude, Second chance, Additional training, No room for pretense, Teachers are welcome, Apply the scientific management to the worker, not “ mollycoddle”
Bringing together the scientific management and workmen for better treatment, More consideration, More opportunities
Involves a complete re-division of the work management and workmen, To participate in design albeit one sided by observation, Enhanced tool design as applied to various work situations
Taylor put forward the idea that workers are motivated mainly by pay. His theory of scientific management argued the following.
Workers do not naturally enjoy work and so need close supervision and control
Managers should break down production into a series of small tasks
Workers should then be given appropriate training and tools they can work as efficiently as possible on one set task
Workers are then paid according to the number of items they produce in a set period of time piece-rate pay
As a result workers are encouraged to work hard and maximize their productivity
Taylor’s methods were widely adopted as businesses saw the benefits of increased productivity levels and lower unit costs. Taylor’s approach has close links with the concept of an autocratic management style (Managers take all the decisions and simply give orders to those below them). However workers soon came to dislike Taylor’s approach as they were only given boring, repetitive tasks to carry out and were being treated little better than human machines. Firms could also afford to lay off workers as productivity levels increased. This led to an increase in strikes and other forms of industrial action by dis-satisfied workers.
In my opinion towards the scientific management of Frederick Taylor, workers are considered as economic beings and don’t give the attention to the social side. Majority of the workers are men. So, men are also considered as economic beings rather than social beings. To improve productivity, Taylor examined the time and motion details of a job, developed a better method for performing that job and trained the workers. Furthermore, Taylor offered a piece rate that increased as workers produced more. One of his famous experiments had to do with increasing the output of a worker loading pig iron to a rail car. Taylor broke the job down into its smallest constituent movements, timing each one with a stopwatch. The job was redesigned with a reduced no of motions as well as effort and the risk of error. Rest periods of specific interval and duration and a differential pay scale were used to improve the output. The Taylor model gave rise to dramatic productivity increases.
When we consider the Hawthorne studies of Elton Mayo, he believed that workers are not just concerned with money, but could be better motivated by having their social needs met whilst at work (Something that Taylor ignored). He introduced the Human Relation School of thought, which focused on managers taking more of an interest in the workers, treating them as people who have worthwhile opinions and realizing that workers enjoy interacting together.
Mayo concluded that workers are best motivated by,
· Better communication between managers and workers
· Greater manager involvement in employees working lives
· Working in groups or teams
So his theory most closely fits in with a paternalistic style of management.
In my opinion towards the theory of Elton Mayo, he gave his more attention to the social facts of the worker rather than considering the worker as an economic being. The Hawthorne studies are significant because they demonstrated the important influence of human factors on worker productivity. In one of their studies, the illumination experiment, they tried to determine whether better lighting would lead to increased productivity. Both the control group and the experimental group of female employees produced more irrespective of whether the lights were turned up or down. It was discovered that the increased productivity was a result of the attention received by the group.
We can take this theory under the Behavioral approach. The classical approach assumes that people work for economic reasons only and behavior of people can be fairly predicted and easy to understand. In most cases it is not true and their actions may not be rational, logical or reasonable and may not be entirely satisfying economic needs. Therefore the need to understand the human behavior is important. The behavioral approach is a view of management that emphasizes the understanding of human behavior, needs and attitudes within formal organizations. The human relations movement began with the Hawthorne studies of Elton Mayo.
When we consider the Neo Human Relations of Abraham Maslow along with Frederick Herzberg, a theory was put forward by Maslow that there are five levels of human needs which employees need to have fulfilled at work. All of the needs are structured into a hierarchy and only once a lower level of need has been fully met, would worker be motivated by the opportunity of having the next need up in the hierarchy satisfied. A business should therefore offer different incentives to workers in order to help them to fulfill each need in turn and progress up the hierarchy. Managers should also recognize that workers are not all motivated in the same way and do not all move up the hierarchy at the same pace. So, therefore they have to offer a slightly different set of incentives from worker to worker.
In my opinion towards the theory of Abraham Maslow, it is better to consider the each and every worker in a particular organization. Satisfying all the workers in an organization is better than satisfying the portion of workers. If the satisfaction can be done up to a desired level expected by the worker, everyone works more efficiently and effectively. Then it is more beneficial to the organization and automatically productivity will be increased.
Considering the present condition of the world, many labor rules and regulations are introduced to the industry and it is beneficial to both employer and employee. Also men are the major portion of the workers. So, it is better to consider them not only as economic beings, but also as social beings too.
