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Do people really behave the way motivation theorists tell us?

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Introduction

Do people really behave the way motivation theorists tell us? There are many different motivation theorists who each with there own theory as to the way people are motivated, but do people actually behave the way these theories tell us they do or are the people motivated by other things. Elton Mayo conducted some experiments in 1927-32 and found that better lighting equalled high productivity. He set up to groups of workers; these included a test group and also a control group. When he turned up the light in-group one, but not in the other productivity rose in both groups. While in further experiments he reduced the lighting to its original level and turned the lighting up in the other group productivity still rose in both groups. The experiments showed no correlation so Elton Mayo changed the variables within his experiment. Working with a group of women, the experimenters made a number of changes, rest breaks, no rest breaks, free meals, no free meals, more hours in the work-day / work-week, fewer hours in the work-day / work-week. ...read more.

Middle

This is also a carrot and stick but the workers would be motivated to get a greater wage. Frederick Herzberg had two theories and proved that different people were motivated by different reasons. The first of his theories was that some people were motivated hygiene, such as; * Company policies and administration * Supervision * Working conditions * Salary, status and security The second was the main motivators such as: * Achievement * Recognition of achievement * Interest in the task * Responsibility * Growth and advancement to higher level tasks However his first motivation theory was mainly de-motivating as shown in appendix 1 and the second theory was highly motivating also shown in appendix 1. Herzbergs work had a big influence on the way businesses were run; they had to recognise what it was that made the workers motivated and what de-motivated them. So to increase job satisfaction and therefor lead to high productivity the company would have to redesign jobs: * Job Rotation, where staffs are able to move from task to task within a production process, getting a change of activity at regular intervals. ...read more.

Conclusion

* If the job is satisfying, the end result will be commitment to the organisation. Both of these theories are based on social science research which has been carried out, and demonstrate the potential which is present in employees and which organisations should recognise in order to become more effective. Conclusion In conclusion to my original hypothesis I believe that neither of the main theories are right yet I also believe that neither of them are necessarily wrong. Each theory has it's own strong point which makes them different from each other, but it all boils down to it they are all the same and no one persons follows one theory as it is shown in appendix 2. Where I asked 25 people to read the theories and try to place themselves in to one or more of the categories. The numbers for each theorem were very similar and a few people had to place themselves in to two categories and some could not place themselves into one category. Which proves that some people don't follow the patterns we are lead to believe and are motivated by different things. 1 1 Jonathan Kear ...read more.

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