Theories Of Motivation

Question 1

Theories of motivation

Define Maslow’s theory of motivation

Answer 1

Maslow came up with the hierarchy of needs, where employees must satisfy their basic needs first before they can move on to other needs. By employers allowing these needs to be met they are able to create a highly motivated and happy workforce.

Question 2

Theories of motivation

Define the stages of the hierarchy of needs in order and give an example for each

Answer 2

Physiological e.g warmth < safety e.g security < social e.g sense of belonging < esteem e.g recognition < self actualisation

Question 3

Theories of motivation

Define herzbergs theory of motivation

Answer 3

Herzberg said that employees need a mix of motivators and hygiene factors to be fully satisfied at work. He came up with the two factor Theory’s

Motivators being - factors that actually motivate workers

Hygiene factors being - features of the workplace that help make workers feel good, they don’t motivate employees but it may cause them to feel more satisfied

Question 4

Theories of motivation

List motivators from herzberg two factor theory

Answer 4

Achievement
Recognition
Responsibility
Advancement ( chance of promotion )

Question 5

Theories of motivation

List hygiene factors from herzberg two factor theory

Answer 5

Wage or salary paid
Bonuses/ commissions paid
Working conditions 
Working environment
Job security

Question 6

Theories of motivation

Explain Taylor scientific theory of motivation

Answer 6

Taylor assumes that employees work for money. He came up with simple work methods to reduce the time a task Took to complete. He found out the people worked hard whilst being supervised and would go back to normal pace once supervisor was gone

Question 7

Theories of motivation

Explain mayo’s scientific theory of motivation

Answer 7

Mayo conducted the Hawthorne experiments. He adopted Taylor’s theory however he made changes to lighting, heating and availability of breaks. He came to conclusion that controlled break or to many breaks had a negative impact on productivity whilst self regulated breaks gave optimal productivity.