Sadia Hussain unit 16
Comparison of the Theories
Mayo
Tesco makes sure that their employees are working as part of a team as much as possible
because social interaction will motivate them to work harder because they will feel more
part of the company according to Mayo’s theory of human relations. Tesco has a 360-degree
feedback system, which allows the employees to give each other feedback mentioning
strengths and weaknesses. This relates to Mayo’s theory, he believed that social needs are
the most important needs to motivate. By using the 360-degree system it allows the
employee to communicate with each other and creates a better understanding of the
employees own strengths and weaknesses, which they then can use for personal
development. Similarly, this relates to Maslow’s social needs, which comes after the basic
needs.
Both Mayo and Maslow believe that social needs are important when it comes to
motivation because it makes the employees feel more involved in part of the company and
creates friendships which motivates the employees to come to work. However, Taylor
believed in the complete opposite from Mayo and Maslow, he did not believe that the
workplace environment mattered and only being paid would motivate the employees, while
Mayo’s theory suggests that employees need a sense of belonging for them to be
motivated. ‘’He recognized that the worker isn’t a machine and that how they are treated
and their environment is important. He recognized that work is a group activity and
employees have a need for comradery and recognition. They have a need for a sense of
belonging.’’
Taylor
Tesco achieved Taylor’s theory by setting goals and sales targets for the employees, and by
offering bonuses if the employee achieves their targets. This helps the employee understand
what they are required to do which increases their motivation because they want to meet
those expectations. Tesco offers its employees financial rewards such as wages and salaries,
piece rate pay which motivates the employees to work harder according to Taylor’s theory.
Taylor believed that being paid is what motivates workers, which is why he believes the
piece rate pay works best to make them more productive. If employees get paid more with
every sale they make, or with every product they produce, then they will work harder In
order to get paid more. Tesco set their employees goals and targets that they can achieve
and they can earn bonuses.
For example, sales target in which the staff have to reach a certain number of sales in a day
because the employees will receive bonuses from doing this, they will work harder to
achieve those targets. Employees working towards targets set by the management will help
the company to get more work done and much faster and Tesco will overall perform better,
which relates Taylors theory on motivating staff offering bonuses for the amount of work
that they have done. Moreover, Taylor believes training the employees on what should be
done is quicker than the workers training themselves. ‘’Taylor didn’t want employees
1
Comparison of the Theories
Mayo
Tesco makes sure that their employees are working as part of a team as much as possible
because social interaction will motivate them to work harder because they will feel more
part of the company according to Mayo’s theory of human relations. Tesco has a 360-degree
feedback system, which allows the employees to give each other feedback mentioning
strengths and weaknesses. This relates to Mayo’s theory, he believed that social needs are
the most important needs to motivate. By using the 360-degree system it allows the
employee to communicate with each other and creates a better understanding of the
employees own strengths and weaknesses, which they then can use for personal
development. Similarly, this relates to Maslow’s social needs, which comes after the basic
needs.
Both Mayo and Maslow believe that social needs are important when it comes to
motivation because it makes the employees feel more involved in part of the company and
creates friendships which motivates the employees to come to work. However, Taylor
believed in the complete opposite from Mayo and Maslow, he did not believe that the
workplace environment mattered and only being paid would motivate the employees, while
Mayo’s theory suggests that employees need a sense of belonging for them to be
motivated. ‘’He recognized that the worker isn’t a machine and that how they are treated
and their environment is important. He recognized that work is a group activity and
employees have a need for comradery and recognition. They have a need for a sense of
belonging.’’
Taylor
Tesco achieved Taylor’s theory by setting goals and sales targets for the employees, and by
offering bonuses if the employee achieves their targets. This helps the employee understand
what they are required to do which increases their motivation because they want to meet
those expectations. Tesco offers its employees financial rewards such as wages and salaries,
piece rate pay which motivates the employees to work harder according to Taylor’s theory.
Taylor believed that being paid is what motivates workers, which is why he believes the
piece rate pay works best to make them more productive. If employees get paid more with
every sale they make, or with every product they produce, then they will work harder In
order to get paid more. Tesco set their employees goals and targets that they can achieve
and they can earn bonuses.
For example, sales target in which the staff have to reach a certain number of sales in a day
because the employees will receive bonuses from doing this, they will work harder to
achieve those targets. Employees working towards targets set by the management will help
the company to get more work done and much faster and Tesco will overall perform better,
which relates Taylors theory on motivating staff offering bonuses for the amount of work
that they have done. Moreover, Taylor believes training the employees on what should be
done is quicker than the workers training themselves. ‘’Taylor didn’t want employees
1
