Frederick Taylor
k er
o w D ruc Peters
a s l
m M Frederick Herzberg
a h a McGregor
b r
A Elton Mayo
Amy Shotton
THEORIES OF MOTIVATION…read more

Maslow studied what he called exemplary people such as Albert Einstein, Jane
Addams, Eleanor Roosevelt, and Frederick Douglass rather than mentally ill or
neurotic people, writing that "the study of crippled, stunted, immature, and
unhealthy specimens can yield only a cripple psychology and a cripple philosophy.
Abraham Maslow (1908 ­ 1970)
MASLOW'S HIERARCHY OF NEEDS
"A Theory of Human Motivation"…read more

How does the Hierarchy Work?
· - A person starts at the bottom of the hierarchy (pyramid) and will initially seek to satisfy basic needs (e.g.
food, shelter)
· - Once these physiological needs have been satisfied, they are no longer a motivator. the individual moves
up to the next level
· - Safety needs at work could include physical safety (e.g. protective clothing) as well as protection against
unemployment, loss of income through sickness etc)
· - Social needs recognize that most people want to belong to a group. These would include the need for
love and belonging (e.g. working with colleague who support you at work, teamwork, communication)
· - Esteem needs are about being given recognition for a job well done. They reflect the fact that many
people seek the esteem and respect of others. A promotion at work might achieve this
· - Self-actualization is about how people think about themselves - this is often measured by the extent of
success and/or challenge at work
Maslow's model has great potential appeal in the business world. The message is clear
- if management can find out which level each employee has reached, then they can
decide on suitable rewards…read more

Frederick Winslow Taylor (1856 ­ 1917)
TAYLORS THEORY OF SCIENTIFIC
MANAGEMENT…read more

Herzberg believed that businesses should motivate employees by
adopting a democratic approach to management and by
improving the nature and content of the actual job through
certain methods. Some of the methods managers could use to
achieve this are:
Job enlargement ­ workers being given a greater variety of tasks
to perform (not necessarily more challenging) which should make
the work more interesting.
Job enrichment - involves workers being given a wider range of
more complex, interesting and challenging tasks surrounding a
complete unit of work. This should give a greater sense of
achievement.
Empowerment means delegating more power to employees to
make their own decisions over areas of their working life.…read more