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When looking at a company or organisation and the way their staff work within it, we must take into account the effects and theories of motivation.

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When looking at a company or organisation and the way their staff work within it, we must take into account the effects and theories of motivation. Without motivation most of us find it difficult to undertake any task and the same can be said in the business world. Without the right motivation productivity will be affected in, more likely, a negative way. So what is the correct way to motivate; is there only one way or are there many different theories as to how to motivate? Surely pay alone is enough of a motivating factor? In order to better understand the effects of motivation we can look at various theorists who have given us globally recognised theories on motivation. I will be concentrating primarily on four of the most well known. Amongst the many theorists on motivation, four stand out more than any others. Partly because they were among the earliest to consider the differing factors and partly because their theories were so succinct and concise that they have stood the test of time and are relevant today. Their names, in chronological order, are Taylor, Mayo, Maslow and Herzberg, all of whom formed their theories between 1890 and 1960. ...read more.


The last theorist is Herzberg, who conducted surveys to find out what people liked and disliked about their jobs. He put the results into two categories: Motivators and Hygiene factors. Motivators are things like challenging and meaningful work, praise, responsibility and involvement in decision making. Hygiene factors are more basic, such as good pay, holidays, job security and congenial people around you. His belief was that you had to satisfy at least one thing from each of the two main categories to achieve happiness or fulfilment at work. Achieving more than one thing in one group and nothing in the other would not make you happy. Below is a table of Herzberg's factors. To this day, however, no-one is sure why he called them hygiene factors! Motivators Hygiene factors Achievement Company policy Recognition of achievement Supervision Meaningful and interesting work Pay Responsibility Interpersonal relations Advancement Working conditions hhttp://www.projectalevel.co.uk/business/motivationtheory.htm Each of the theorists looked at has stand alone theories; we can fit all of them into Maslows' pyramid of needs however to see where they overlap. Self actualisation === Esteem needs === ===== Social needs ===== ====== Safety needs ====== ======= Physical needs ======= So, now that we have looked at four of the theories of motivation and how they work on paper, can we now fit all or any of them to a real company? ...read more.


With perhaps the exception of Taylor, all of the theorists are still as relevant in their thinking today as they were when they first carried out their studies, and these theories have stood the test of time and the change in attitude from employees of yesteryear to the present day. The success of Asda is most definitely down to the congenial staff attitudes and the light and airy feel to the work environment, brought about by respect and consideration. A good example of how far a member of their staff went to fulfil a customers needs is recounted in this story taken from the Times Online website: "..[The culture of care and respect]...is typified by the story of a customer who wanted a sun lounger for her recuperation after a mastectomy. While she was shopping at the Tipton store in the West Midlands, staff member Chris Lee offered to help. Lee, who had undergone the same operation, gave the woman her home phone number and later spent two hours on the phone with her. The delighted customer wrote to Asda and as a result the company gave Lee and her grandchildren a trip to Disneyland Paris". The reward benefits not only the recipient, but the whole workforce and is an example to all of how great Asda really is at employer/employee relations. ...read more.

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