MOTIVATION THEORIES Research

Research By :

Ahmed El Gazzar

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Contents

Scientific Model ....................................................................................4

Introduction:.................................................................................................. 4 F.W.Taylor Motivation Theory...................................................................... 4 About the Author:............................................................................................ 4 F.W.Taylor Scientific Management Model Fundamentals:............................... 5 F.W.Taylor Scientific Motivation Fundamentals:.............................................. 5 Taylors Motivation Theory Criticism:............................................................... 6 Despite on Criticisms: ..................................................................................... 6

Behavioral School ................................................................................6 Abraham Maslow (1943) Hierarchy of needs theory......................7

About the Author:............................................................................................ 7 Theory and Fundamentals .............................................................................. 7 Theory Criticisms: ........................................................................................... 8

X, Y Motivation Theory.......................................................................10
About the Author ........................................................................................ 10 Theory X ...................................................................................................... 10 Theory Y ...................................................................................................... 11 Theory-Y Assumptions.................................................................................. 11

Z Motivation Theory ...........................................................................12

Theory Z Assumptions .................................................................................. 13

Conclusion..........................................................................................13 References..........................................................................................14

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Introduction

Motivation defined as It is the internal drive what makes people accomplishes a certain goal. Or It is what makes the people want to work and achieve.

In a practical; MOTIVATION can be divided in two processes: Psychological process Business and Work process In the psychological process Motivation can generally be defined as the desire and willingness to do something and the inner force that helps individuals to achieve their own goals in purpose to enhance their own life and society . In psychology process; Motivation has deferent definitions; That gives behavior purpose and direction (Kreitner, 1995) , An internal drive to satisfy an unsatisfied need (Higgins, 1994) ,The will to achieve (Bedeian, 1993) ,In psychology, motivation refers to the initiation, direction, intensity and persistence of behavior (Green, 1995).

In business process Motivation is generally defined as the process what motivates employees and what can employers do to motivate their lower levels or even their customers in purpose to achieve the corporate goals. Motivated employees can provide the firm with a distinctive advantage and a competitive edge by being more productive what can help organizations to thrive and survive. There are two schools of thought on motivational theories, the Scientific school of thought and the Behavioral school of thought. [1]

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Scientific Model
Introduction:
Motivation at scientific management is considering employees as an input to the production of goods or services. This approach stresses on scientific selection, training and development of Employees instead of allowing them to choose their own tasks and training methods and its objective is to carry out work in accordance with scientifically devised procedures. One of the pioneers and inventor of scientific approach to management was Frederick Taylor.

F.W.Taylor Motivation Theory

In purpose to understand the circumstances of existing the Fredrik Taylors Scientific Motivation Theory its useful to know about the background of the founder. About the Author: Eng. Frederick Winslow Taylor (March 20, 1856 March 21, 1915). Eng. Frederick W. Taylor was an American mechanical engineer who sought to improve the industrial efficiency. He is regarded as the father of scientific management and was one of the first management consultants. Taylor was one of the intellectual leaders of the efficiency movement and his ideas, broadly conceived, were highly influential in the Unities States Progressive Era.

-The Progressive Era in the United States was a period of social activism and political reform that flourished from the 1890s to the 1920s(1)

Frederic Taylor was the first to analyze the human behavior scientifically with his machine model by making individuals into the equivalent of machine parts.

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The basic behind F.W.Taylor motivation scientific theory is to break down the major processes to smallest measurable units to figure out the best approach to achieve and accordingly identifying the proper working culture and behavior that can exist the motivating environment. F.W.Taylor Scientific Management Model Fundamentals: Considering the individuals as part of the production process and equivalent to the machine parts. Breaking down production process into smaller and measurable Basic Production Unites. Breaking down the Basic Production Unites into Elements of Work. Define the work required and the best model to accomplish the expected result of each Element of Work. Set a quantifiable measures and standards to evaluate to the output of each Element of Work (time , volume & quality) Training the Employees to perform according to the set plan and required standards. Measuring performance based on the output of the each Element of Work. After careful analysis of the job, Employees were trained to do only those motions essential to the task. Taylor attempted to make a science for each element of work and restrict behavioral alternatives facing worker and looked at interaction of human characteristics, social environment, task, and physical environment, capacity, speed, durability and cost. The overall goal was to remove human variability. F.W.Taylor Scientific Motivation Fundamentals: Define the behavioral alternatives facing the Employees. Uncover the interaction of Employees human characteristics. Identify the social and physical environment for individuals. Identify the capacity, speed and durability for individuals. Taylor's machine model was a success model that increased the production and profitability because rational rules replaced trial and error and management became more formalized which eventually led to increased efficiency.

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Taylors Motivation Theory Criticism: But Taylor's treatment of human beings like machines faced resistance from managers and Employees who considered this way of working as "dehumanization of work". One of the other features of Taylor's work was stop-watch timing as the basis of observations and breaking the timings down into elements. This method also faced stiff group resistance because no one likes to be so close monitored for each little part of the work he/she does. Despite on Criticisms: Taylor's methods had a great impact on work because he invented a new, efficient and more productive way to work that changed the complete nature of the industry. Before scientific management, departments such as work study, personnel, maintenance and quality control did not exist.
[2]

Behavioral School
Unlike scientific approach behavior approach places emphasis on what motivates people and seeks to identify and account for the specific influences that motivate people. Some of the distinguished theories of behavioral approach to motivation are discussed below. Ordering is based on the date of invention and the progressive elaboration. Abraham Maslow (1943) Hierarchy of needs theory Douglas Murray McGregor (1960) X, Y theory William G. Ouchi 1980 Z theory

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Abraham Maslow (1943) Hierarchy of needs theory

About the Author:

Abraham Harold Maslow (April 1, 1908 June 8, 1970)

An American professor of psychology at Brandeis University, Brooklyn College, New School for Social Research and Columbia University who created Maslows Hierarchy of Needs. He stressed the importance of focusing on the positive qualities in people, as opposed to treating them as a bag of symptoms.
[2]

Theory and Fundamentals Prof.Abraham Maslow had put forward the 'hierarchy of needs theory' which saw human needs in the form of a hierarchy, ascending from lowest to the highest. He argued that lower level needs had to be satisfied before the next higher level need and once one set of needs is satisfied, this kind of need ceases to be a motivator.
[3]

Physiological needs These are the most basic human live needs which are important for sustenance Maslow like food, that water, unless warmth, shelter, sleep, sex etc. argued physiological needs are satisfied to a degree, no other motivating factor can work.

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Safety or Security needs - These are needs to be free of physical danger and emotional harm like the fear of losing a job, property, food or shelter. It relates to security, protection and stability in the personal events of everyday life. Social Needs These are needs for love, affection and belongingness and social acceptance. People are social beings and try to satisfy their needs for acceptance and friendship. Esteem Once people's social needs are satisfied, they look for esteem (reputation). This need produces such satisfaction as power, prestige status and self confidence. It includes both internal esteem factors like self-respect, autonomy, achievements and external esteem factors such as recognition and attention as well as personal sense of competence. Self actualization This need is the drive to become what one is capable of becoming. It's the need to grow and use abilities to the fullest potential. It includes growth and self-fulfillment by achieving one's potential to accomplish something. Looking at Maslow's hierarchy of needs pyramid, as each needs are substantially satisfied, the next need becomes dominant. (eg. esteem needs become dominant after social needs are satisfied).Also, when a need gets substantially satisfied, it stops to be motivating.

Theory Criticisms: The main criticism of the Maslows Pyramid that there is no empirical evidence to validate the theory. There is no metric to measure the success of the theory after being implemented. The quantitative impact of Maslow's theories cannot be accurately measured.

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Theory doesnt expose to the living environmental factor and its influence on the percentage of fulfilment for each level of needs. ( e.g. Urban citizen level of fulfilment is differentiated than rural and Bedouins for each level of needs )

Theory ignores to show the dynamic relationship and interaction between the levels of needs according to the surrounding changes. (e.g. cultural , political , educational , wealth, health , changes)

As a complementary of Pyramid of Need theory; Frederick Herzberg's (1959) has built his theory of motivation based on Maslows Pyramid by dividing the pyramid levels into main two
Self actualization needs

factors; the Hygiene Factors those are essential requirements for living (
Motivating Factors
Esteem needs

Basic/Biological and Safety needs) and their absence will lead to a dissatisfaction. In addition to Motivating Factors those are responsible about creating the level of satisfaction and motivation (Esteem and Self Actualization), with taking into
Biological Physiological needs Belonging needs

Hygiene Factors

Safety needs

consideration of the shared level of between both the Hygiene and Motivating factors what is the (Belonging and Social needs). Finally; The crux of Maslow's theory is to focus on finding out the level of hierarchy the person is in and focusing on satisfying his needs and the needs above it. The theory's ease of understanding and intuitive logic makes it easy to implement.

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X, Y Motivation Theory
About the Author
Douglas Murray McGregor (1906, Detroit1 October 1964, Massachusetts)

Prof.D.McGregor was a Management professor at the MIT Sloan School of Management and president of Antioch College from 1948 to 1954. He also taught at the Indian Institute of Management Calcutta. His 1960 book The Human Side of Enterprise had a profound influence on education practices. In the book he identified an approach of creating an environment within which employees are motivated via authoritative, direction and control or integration and self-control, which he called theory X and theory Y, respectively. Theory Y is the practical application of Dr. Abraham Maslow's Humanistic School of Psychology, or Third Force psychology, applied to scientific management. [4]

Theory X
Douglas McGreagor in Theory X states that some people have an inherent dislike for work and will avoid it whenever. These people need to be controlled and coerced by their managers to achieve production. Theory-X Assumptions (1) Employees or people dislike work and will avoid it to the extent possible. (2) Employees must be continually coerced, controlled, and threatened with punishment to get the work done. (3) Employees have little or no ambition, prefer to avoid responsibility, and choose security above everything. (4) Manager rarely or never delegate to his employee. (5) Represents autocratic leadership. (6) Emphasis the role of financial incentive at motivation (7) Applicable more to the unskilled and lower level employees. Theory X

management

Theory X - authoritarian, repressive style. Tight control, no development. Produces limited, depressed culture.

staff

Management that believes in theory-X assumptions, creates stick-and-carrot approach based firms with restrictive discipline and pervasive controls

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Theory Y
Douglas McGreagor in Theory Y states that some people see work as natural will be self-directing if they are committed to the objectives. The manager's role with these people is to help them achieve their potential. Theory-Y Assumptions (1) (2) Physical and mental effort is natural and most people find work to be a source of satisfaction. Employees are mature with their own motivation, exercise self-control, self-direction, creativity, and ingenuity in pursuit of individual and collective company objects and goals. Employees are seeking responsibility or learn to accept it willingly. Employees full potential is not tapped in most organizations. Represents democratic leadership. Emphasis the role of non-financial incentives in motivation. Applicable for skilled employees or occupying higher positions.

Theory Y

staff

(3) (4) (5) (6) (7)

Theory Y - liberating and developmental. Control, achievement and continuous improvement achieved by enabling, empowering and giving responsibility.

management

Management believes in Theory-Y create a trust based firms with empowered employees.

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Z Motivation Theory
About the Author William G. Ouchi (born 1943) is an American professor and author in the field of business management He earned a B.A. from Williams College (1965), an MBA from Stanford University and a Ph.D. in Business Administration from the University of Chicago. He was a Stanford business school professor for 8 years and has been a faculty member of the Anderson School of Management at University of California, Los Angeles .

W.G.Ouchi came to prominence for his studies of the differences between Japanese and American companies and management styles. W.G.Ouchi at Theory Z was basically tried to register his observations at his book American Management Can Meet the Japanese Challenges[5] , the book subjected to the implementation of the American Management theories and objectives while maximizing the benefits from motivating employees and dealing with them as success partners not just employees with job to do ; what is the base of the Japanese Management style. Theory Z focused on increasing employee loyalty to the company by providing a job for life with a strong focus on the well-being of the employee, both on and off the job. According to Ouchi; Theory Z management tends to promote a stable employment, high productivity, and high employee morale and satisfaction. Theory Z is a form of management in which Employees are involved in the work process on the factory floor. Schedules, division of labor, work assignments, and other aspects of the labor process are given over to Employees to do as they see best. Investment policies, wages, fringe benefits and kind of product are not given over to Employees to decide; only how best to do that decided by top management. Theories Z essentially advocates a combination of all thats best about Mcgregors XY theory and modern Japanese management, which places a large amount of freedom and trust with Employees, and assumes that Employees have a strong loyalty and interest in teamworking and the organization.

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Theory Z also places more reliance on the attitude and responsibilities of the Employees, whereas Mcgregor's XY theory is mainly focused on management and motivation from the manager's and organizations perspective.

Theory Z Assumptions (1) (2) (3) (4) (5) (6) (7) (8) Increasing the employees loyalty to the company. Life time hiring and promote the stability of employment. Employees are highly productive. Increase the employees moral and satisfaction. Implicit, informal control with explicit, formalized measures. Concern for a total person, including their family Collective decision-making Collective responsibility

Conclusion
Motivation can be concluded as a set of actions driven by the managers or the cooperate toward individuals to direct their behavior that can that results in better job performance. A motivated employee might work harder than expected to complete the task , proactively find ways to improve the quality and efficiency of the work environment. Finally; Motivation can be concluded into three main key words :o o o Internal Drive Achieve & Accomplish Goals & Targets

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References
(1) http://en.wikipedia.org/wiki/Frederick_Winslow_Taylor (2) http://en.wikipedia.org/wiki/Abraham_Maslow (3) http://www.ukessays.com/essays/business/motivation-in-business.php (4) http://en.wikipedia.org/wiki/Douglas_McGregor (5) How American Management Can Meet the Japanese Challenge by William G. Ouchi

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