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Motivational Theorists by Mind Map: Motivational Theorists
0.0 stars - reviews range from 0 to 5

Motivational Theorists

introduced the Neo-Human Relations School in the 1950’s, which focused on the psychological needs of employees.PropertiesFormat SmallMediumLargeSize BoldItalicText StyleIcons & ImagesRemove icon Choose iconRecent Icons Choose imageImages Notes Links Files Tasks

Frederick Winslow Taylor

(1856 – 1917)

Workers do not naturally enjoy work and so need close supervision and control

Therefore managers should break down production into a series of small tasks

Workers should then be given appropriate training and tools so 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.

CON

social needs met whilst at work (something that Taylor ignored)

Firms could also afford to lay off workers as productivity levels increased.

an increase in strikes and other forms of industrial action by dis-satisfied workers.

methods manager

Piecework

Performance related pay

Elton Mayo

(1880 – 1949)

believed that workers are not just concerned with money

having their social needs met whilst at work something that Taylor ignored

Better communication between managers and workers

Greater manager involvement in employees working lives

Pros

Encourage greater use of team working and introduce personnel departments to encourage greater manager involvement in looking after employees’ interests.

Cons

don't not fit all different Leadership styles

Doesn't fit in all industry's or department

Can be demotivating if some slacks and someone carries the workload

methods manager

Teamwork

Abraham Maslow

(1908 – 1970)

All of the needs are structured into a hierarchy

worker be motivated by the opportunity of having the next need up in the hierarchy satisfied

example a person who is dying of hunger will be motivated to achieve a basic wage in order to buy food before worrying about having a secure job contract or the respect of others.

methods manager

Job enlargement

Empowerment

Job enrichment

Share ownership

Profit share

Fringe benefits

Frederick Herzberg

(1923-)

Believed in a two-factor theory of motivation. He argued that there were certain factors that a business could introduce that would directly motivate employees to work harder

However there were also factors that would de-motivate an employee if not present but would not in themselves actually motivate employees to work harder

opportunity it gives for extra responsibility, recognition and promotion

viewed pay as a hygiene factor which is in direct contrast to Taylor who viewed pay, and piece-rate in particular

methods manager

Job enlargement

Empowerment

Job enrichment

Fringe benefits