Motivational Theories: Taylor, Maslow, Herzberg (DP IB Business Management)
Revision Note
Written by: Lisa Eades
Reviewed by: Steve Vorster
The Importance of Employee Motivation
Motivation refers to the inner desire or willingness that propels a person to take action and achieve a specific goal or outcome
Motivation can be intrinsic, coming from within a person (values, beliefs, etc)
Motivation can be extrinsic, coming from external factors (rewards or punishments)
Motivation plays a critical role in a business's success and can have a significant impact on productivity, reliability and loyalty of the workers, and labour turnover rates
1. The impact of motivation on productivity
Motivated employees are more productive and efficient as they are more likely to be engaged in their work and take initiative to meet or exceed their goals
They will generate higher levels of output and quality
Increased productivity results in higher profits for the business
2. The impact of motivation on the reliability of workers
Motivated employees are more likely to be reliable and dependable
They take pride in their job, show up on time, meet deadlines, and take fewer sick days
This leads to increased trust between the business and its employees and higher productivity
3. The impact of motivation on turnover rates
Motivated employees are more likely to stay with the company long-term which reduces the turnover rate
Lower turnover rates reduce the need for costly recruitment and training
Taylor's Scientific Management
Developed by Frederick Winslow Taylor in the early 20th century
It focuses on breaking down complex tasks into simpler ones, standardising work processes, and providing workers with clear instructions and training to achieve maximum efficiency
Many manufacturing businesses use Taylor's principles to structure their staff benefits e.g. piece rate pay
Production lines involving human labour are often set up based on these principles
1. Study and analyse the work process
Carefully analyse each step of the work process
Break down complex tasks into simpler ones and identify the most efficient and effective way to perform each task
2. Standardise the work process
This involves creating detailed procedures and instructions for each task so that workers can follow these procedures consistently
3. Select and train the workers
Workers should be carefully selected based on their skills and abilities
Train workers to perform their tasks efficiently and effectively
This training includes both technical skills and the proper attitudes/behaviours required to be successful (e.g. patience in a repetitive task)
4. Provide incentives for performance
Scientific management emphasises the use of incentives to motivate workers
This may include bonuses or piece-rate pay
Ways in which Businesses use Taylor's Scientific Management
How Businesses use Taylor's Approach | Advantages | Disadvantages |
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Maslow's Hierarchy of Needs
Maslow's Hierarchy of Needs is a theory of human motivation that outlines five tiers of human needs that must be met for individuals to reach their full potential
Maslow's hierarchy of needs applied to business
Physiological needs
Businesses can provide necessities for their employees e.g. comfortable work environment, access to clean water and food, and adequate rest breaks
Safety needs
Businesses can provide job security, fair pay, benefits, and safe working conditions for their employees
Love and belonging needs
Businesses can encourage teamwork and generate a sense of community and belonging within the workplace
Esteem needs
Businesses can provide recognition for employees' accomplishments, and provide a positive work culture that values individual contributions
Self-actualisation needs
Businesses can help employees achieve this need by offering opportunities for employees to pursue their passions and interests e.g. Barclay's was known for supporting elite sportspeople by allowing them time off work in the day to continue their training (the focus was on getting the job done, not having to be in at a certain time)
The Advantages & Disadvantages to Business of Applying Maslow's Hierarchy
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Herzberg's Motivation-Hygiene Theory
Herzberg's theory suggests that there are two types of factors that affect employee motivation and job satisfaction - hygiene factors and motivators
Hygiene factors are elements that do not necessarily lead to job satisfaction, but their absence can cause dissatisfaction which decreases motivation e.g. poor teamwork in the workplace
Motivators are elements that lead to job satisfaction and motivation e.g. increased responsibility
How businesses can use hygiene factors to decrease dissatisfaction
Pay fair wages/salaries
If an employee is not paid a fair wage for their work, they may become dissatisfied and demotivated
Offer excellent working conditions
If the workplace is dirty, unsafe, or uncomfortable, employees may become dissatisfied and demotivated, e.g. Google has a reputation for providing amazing workplaces, which include gourmet restaurants, laundry services and dog care
Offer employment contracts which provide job security
If employees feel that their job is not secure, they may become anxious and demotivated and contribute less to the business goals
How businesses can use motivating factors to increase satisfaction
Build a recognition and rewards culture
When employees are recognised and rewarded for their hard work, they are motivated to continue performing well, e.g. salesperson of the month award
Offer opportunities for growth and development
When employees are given opportunities to learn new skills and advance in their careers, they are motivated to continue working for the company, e.g. by setting in place a 3 year growth plan which helps the worker move towards a higher job role
Provide challenging work which requires problem solving
When employees are given challenging work that allows them to use their skills and abilities, they are motivated to continue performing well
Examiner Tips and Tricks
Case studies often contain clues to the motivational approach adopted by a business
Consider how much or how little control over their working patterns employees have
Weigh up which needs are - or are not - being met
Look for indications of how challenging or engaging the work is likely to be
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