MOTIVATIONAL THEORIES

(1800-2000)

MOTIVATIONAL THEORIES

MOTIVATIONAL THEORIES

SUBJECT: HUMAN RESOURCE MANAGEMENT

PRESENTED BY HIRA SHAHID KHAN SAHAR KHAN SAMREEN LODHI SHAHZADI NEELOFAR ZAIN TAFSEER

PRESENTED TO : SIR MEHDI HASSAN

TOP THEORIES

Taylor’s Scientific Approach

Mayo’s Hawthorne Effect Theory

Maslow’s Hierarchy Of Human Needs

Herzberg’s Two-Factors Theory

McClelland Motivational Need Theory.

TAYLOR’S SCIENTIFIC APPROACH(1856-1917)

Theory of ‘ECONOMIC MAN’. Man is motivated by MONEY alone. Chance of earning extra money is the

only factor to stimulate further efforts. Offer low rate for target products; High rates to be paid IF output target

exceeds.

MAYO’S HAWTHORN EFFECT (1880-1949)

Changing working conditions and financial rewards have LITTLE or NO effect on productivity.

Employees are motivated, when;1)Allowed to give suggestions,2)Work in teams,3)Given ATTONOMY for their working hours.

All will improve employees’ productivity.

MASLOW’S HIERARCHY OF NEEDS (1908-1970)

Our needs determine our actions-we will always try to satisfy them and will be motivated to to do so.

HERZBERG’S TWO-FACTORS THEORY (1923-2000)

1) JOB- SATISFACTION2) JOB-DISSATISFACTION Achievement, recognition, responsibility and

advancement MOTIVATORS. Poor salary, working conditions and poor

relationship HYGINE FACTORS.

McCLELLAND MOTIVATIONAL NEEDS ( 1917-1998)

1)ACHIEVEMENT MOTIVATION:A person with strong need for achievement will

seek to reach realistic and challenging goals.2)AUTHORITY/POWER MOTIVATION:The desire to control others is also a powerful

motivating force.3)AFFILIATION MOTIVATION:The person with need for affiliation as the

strongest desire or motivator has a need for friendly relationship with others.

CONCLUSION

All theories given from time to time have been helpful to the managers in motivating their employees, but one theory can not be applied for a long time they need to be change or improve with the requirement of new era.

THANKYOU