Human Resource Management
Businesses use different motivational techniques to keep
employees happy, it is important to keep employees happy so that they
work effectively and efficiently. The HR department will spend lots on
different ideas to try and keep their employees working hard often
including rewards for hard work or constant attendance or even by in
some cases punishing workers for not working to their potential.
I will look into different cultures, motivational theories and
techniques, job satisfaction, the importance of management styles, is
money the only motivator and employee demotivation.
Examples of motivational techniques
In 1943 Abraham Maslow suggested that all people have a
hierarchy of needs. He said that a person is motivated by his or her
own needs, so he developed this pyramid. He believed that once someone
had achieved one level of needs then they would want to move onto a
higher level of need.
Douglas McGregor’s X and Y theory
In the 1960’s Douglas McGregor developed the ideas of theory X and
theory Y. Theory X is the view that people really don’t want to do
work and if they can avoid doing the work in anyway they will try to.
This means that they are being persuaded to work by being given money
or rewards and must be closely supervised and controlled so that they
will do their work.
Theory Y is the belief that humans can be stimulated by being given
responsibility and strive to prove themselves. This management style
is the view that the work itself can be rewarding and given the right
conditions then they will strive to achieve goals and targets.
Frederick Herzberg’s two factor theory
This American psychologisat research in the 1950’s led him to develop
the two-factor theory of job satisfaction. Many criticised him for
drawing conclusions about workers as a whole from a sample drawn from
just accountants and engineers, although his theory has proved very
His view was that the factors related to job satisfaction can be
divided into two; those that only have the potential to provide a
positive job satisfaction and those that can only cause
Hygiene factors are based on the need to for a business to avoid
unpleasantness at work. If these factors are considered inadequate by
employees, then they can cause dissatisfaction with work. Hygiene
- Company policy and administration- Wages, salaries and other
- Quality of supervision- Quality of inter-personal relations
- Working conditions- Feelings of job security
Motivator factors are based on an individual's need for personal
growth. When they exist, motivator factors actively create job
satisfaction. If they are effective, then they can motivate an
individual to achieve above-average performance and effort. Motivator
- Status- Opportunity for advancement- Gaining...