1.1.4 Motivation theories
Created @April 19, 2022 8:37 AM
Topic 1.4
Type Notes
Taylor’s scientific management
What is it:
Taylor’s Scientific Management focuses on breaking down complex tasks into
simpler ones, standardising work processes and providing workers with clear
instructions and training to achieve maximum efficiency.
Analyses workflows to find the best way that tasks can be performed to maximise
efficiency.
Argues that money is the main force that motivates employees to work at a
company.
Taylor’s theory suggests that employees should receive performance-based pay, it
would motivate workers to work harder without supervision.
Taylor’s scientific principles were designed to reduce the inefficiency of workers and
managers.
Taylor’s method is designed to find out the best way to carry out a task:
1. Find ‘one best way’ a task can be done
2. Scientifically train employees
3. Ensure the most efficient method is used
4. Divide work and monitor employee performance
5. Salary based on performance
Advantages Disadvantages
Increased production - employees are strictly
Costly - requires investment to scientifically
supervised by managers and have set targets
test each method, training staff
to achieve
1.1.4 Motivation theories 1
, Advantages Disadvantages
Control - employee specialisation in individual
The ‘best way’ will not suit everyone, does not
tasks and rigid hierarchy system can give
take into account individual differences
managers good control over employees
Lower cost of production - scientific Taylor viewed workers as machines with
management aims to find the best technology financial needs rather than humans in a social
and efficient ways a task can be performed, setting, there may be needs that need to be
increased efficiency = lower costs met at work
Standardised procedures - everyone can Employees are alienated from social
follow which helps to reduce errors and interactions and collaborations with
inconsistencies colleagues
Elton Mayo - Mayo’s Human Relations Theory
A business aiming to maximise productivity must make sure that the ‘personal
satisfactions’ of workers are met for workers to be motivated. Workers are likely to
be more committed to tasks they have had a say in.
This theory focuses on the importance of social factors in the workplace like
communication, motivation and job satisfaction. Mayo suggests that the key to
improving productivity and job satisfaction lies in understanding and improving the
relationships between workers, managers and supervisors.
Businesses can use Mayo’s approach by:
Empowering employees in decision making, creating teams
Team-building activities
Providing feedback
Creating a positive work environment
Encouraging employee development, training programs, career advancement
paths, mentorship opportunities
Advantages Disadvantages
Working groups can have a positive influence Time consuming - building positive
on productivity relationships require time and effort
Team working can boost efficiency - lowering Assumes workers and management share
costs the same goals
Improved job satisfaction and increased Some workers could be resistant to change
productivity - workers feel valued and and there is a potential for conflict and
supported disagreements
1.1.4 Motivation theories 2
Created @April 19, 2022 8:37 AM
Topic 1.4
Type Notes
Taylor’s scientific management
What is it:
Taylor’s Scientific Management focuses on breaking down complex tasks into
simpler ones, standardising work processes and providing workers with clear
instructions and training to achieve maximum efficiency.
Analyses workflows to find the best way that tasks can be performed to maximise
efficiency.
Argues that money is the main force that motivates employees to work at a
company.
Taylor’s theory suggests that employees should receive performance-based pay, it
would motivate workers to work harder without supervision.
Taylor’s scientific principles were designed to reduce the inefficiency of workers and
managers.
Taylor’s method is designed to find out the best way to carry out a task:
1. Find ‘one best way’ a task can be done
2. Scientifically train employees
3. Ensure the most efficient method is used
4. Divide work and monitor employee performance
5. Salary based on performance
Advantages Disadvantages
Increased production - employees are strictly
Costly - requires investment to scientifically
supervised by managers and have set targets
test each method, training staff
to achieve
1.1.4 Motivation theories 1
, Advantages Disadvantages
Control - employee specialisation in individual
The ‘best way’ will not suit everyone, does not
tasks and rigid hierarchy system can give
take into account individual differences
managers good control over employees
Lower cost of production - scientific Taylor viewed workers as machines with
management aims to find the best technology financial needs rather than humans in a social
and efficient ways a task can be performed, setting, there may be needs that need to be
increased efficiency = lower costs met at work
Standardised procedures - everyone can Employees are alienated from social
follow which helps to reduce errors and interactions and collaborations with
inconsistencies colleagues
Elton Mayo - Mayo’s Human Relations Theory
A business aiming to maximise productivity must make sure that the ‘personal
satisfactions’ of workers are met for workers to be motivated. Workers are likely to
be more committed to tasks they have had a say in.
This theory focuses on the importance of social factors in the workplace like
communication, motivation and job satisfaction. Mayo suggests that the key to
improving productivity and job satisfaction lies in understanding and improving the
relationships between workers, managers and supervisors.
Businesses can use Mayo’s approach by:
Empowering employees in decision making, creating teams
Team-building activities
Providing feedback
Creating a positive work environment
Encouraging employee development, training programs, career advancement
paths, mentorship opportunities
Advantages Disadvantages
Working groups can have a positive influence Time consuming - building positive
on productivity relationships require time and effort
Team working can boost efficiency - lowering Assumes workers and management share
costs the same goals
Improved job satisfaction and increased Some workers could be resistant to change
productivity - workers feel valued and and there is a potential for conflict and
supported disagreements
1.1.4 Motivation theories 2
