- Physiological needs- Life, food, water survival
- Safety needs – Job security in a nice environment
- Social needs – Feeling accepted by the other workers and making friends
- Self esteem needs- Praise, recognition and encouragement.
- Self actualisation needs – achieving something.
He thinks the first 3 needs to be reached before moving on to 4 and 5.
Frederick Herzberg theory has 2 main points. He thinks there are things called hygiene factors such as pay, working conditions and supervision. She doesn’t believe that these in themselves motivate people although he doesn’t think they’ll be happy without them. He calls recognition, advancement, responsibility and a sense of achievement Motivators
Fredrick W Taylor believed that workers were only motivated by money, so work should be more closely linked to pay. The more people produce, sell etc. the more money they should earn. Managers should use pay as an incentive and if they aren’t working as best as they can give them less money.
Douglas McGregor believed there were two main ways of managing people. Theory x and theory y.
Theory x – people don’t want to work and will avoid it if they can, they are lazy and need incentives they have to be persuaded by given money and rewards, they must be supervised closely. Theory x managers think employees aren’t ambitious and don’t want any responsibility.
Theory Y- Employees want to do well and believe work is satisfying and rewarding they want responsibility and challenges and don’t need any punishment. It’s up to managers to meet the objectives of the employees with that of the business.
David McClelland believes everyone needs 3 different types of motivation:
- Need for achievement – they need to be challenged, success and feedback
- Need for authority and power – They need to have an influence on others they need to take the lead; they want to make an impact.
- Need for affiliation – They want friendly relationship and be accepted as part of the team.
He believes every person has different levels of needs for the above but most people have a mix of all three.
Reward systems
Reward systems are very good for motivation; you can reward people in different ways like:
Bonuses-a bonus consists of extra money for employees. Lots of companies give out bonuses to motivate its work force. Often this depends on how hard the employ has worked so if they work hard there is an incentive that they will get more money.
Pay based on performance – like Fredrick W Taylor theory money is the only motivation.
Wages - This reward system is arguably the biggest, the wages people get motivates most people. The more a person earns the more productive they usually are this is implied in Frederick W Taylor’s theory and Elton Mayo’s theory. Money motivates people because everyone needs it to live.
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Loans - An employee may be able to get a loan from the company they work for, they may give you a very low interest rate. This is a great incentive because when they take out a loan they will need to work hard to be able to pay it off. Also they want to show the organization there hardworking and deserving of a loan...
Childcare/school fees – childcare is when they organise people to look after your children when you work. This is good because sometimes parents cannot work unless they have childcare.
Staff discount
Career breaks
Cafeteria and incentives
Health care
Leave
Flexible working
Pension schemes - Pension schemes are very important as employees like to plan for the future. If companies have good pension schemes employees may work harder so they know once there career is over they will have a secure life. It is an easy reward to organize and most employees feel this is a very good reward.
Motivation at Worcester College of technology
Job satisfaction is very important in any sort of business because all employees need to be motivated and happy in there jobs.
All employees have different needs and are motivated in different ways so the college must try and cater to everyone’s needs. Everyone’s views have to be met.
Job satisfaction will benefit the college is many different ways such as:
- Better employee co-operation
- Lower turnover
- Better productivity
- Less lateness and absentees
- Less accidents
- Fewer complaints.
Job satisfaction can have positive affect on the behaviour of your employees. It can reduce -
- Boredom
- Social problems/ problems between employees
- Mental and physical strain.
Most employees relish responsibility so Worcester College of technology let them set there own paces and reach new goals all the time. This relates to Douglas McGregor theory that some people want to do well in the workplace and will get more satisfaction if they feel they are achieving something. Iwould say the college supports this theory because they try to reward each employee in the most appropriate way especially if they are highly achieving as like Victor Vroom’s theory he says employees can be motivated by getting rewarded for completing tasks to a high standard and the employee will feel a sense of achievement. Also in there hierarchical there is chance to move up the ladder.
Worcester technology does not believe in Fredrick W Taylor’s theory that money is the only motivator for employee; it concentrates on other reward systems not just money.
The College agrees with Abraham Maslow’s theory of Hierarchy of Needs. Worcester College of technology also thinks employees are motivated by different things so the college tries to motivate different employees in different ways. An example of this may be an employee who is motivated by responsibility and career progression will have different expectations then those who are only motive by money.
