<2.1 MOTIVATING EMPLOYEES>

• TASK 1: Find your own animated gif online showing a repetitive work task. Then save it and then upload HERE and add the appropriate text, then save and insert it into your google notebook. Next to it write a paragraph defining TAYLORISM and explain how it could be applied to your picture.

• TASK 2: From the following list of jobs say what you could measure to find out how effectively the employees are working (how much output they are producing?)

  • • • • Car production workers = Number of cars per hour

        • Shop assistant = ?

        • Waiter = ?

        • Teacher = ?

        • Police officer = ?

        • Soldier = ?

        • Baker = ?

        • Student = ?

• TASK 3: Are there any jobs from the list for which output is difficult to measure? If so, explain why it is difficult to measure their output in each case. If you cannot measure workers' output how can you pay them more money if they work harder or more effectively? Does this present problems for modern economies today where the majority of the workforce work in service sector jobs? 

• TASK 1: Create your own hierarchy of needs FOR A STUDENT or for a person/profession of your choice like the Mo Salah example above. Then save it and insert it in your digital notebook.

• TASK 2: Copy the text below into your digital notebook an Identify which of Maslow's needs are being satisfied for each of the employees below. Explain the reason for your choices:

• Martin works as a farm laborer for a rich landlord. He is a small house on the estate and allowed to grow his own food on a piece of land next to the house. He grows enough food to feed himself and his family and is paid a small wage, which pays for the other needs of the family such as clothes, shoes, and medicines. 

• Peter works in a car factory on the assembly line. He works in a team of other workers welding the car body together. He is also a member of the company football team. He is well paid and his family can afford quite a few luxuries. 

• Anna has a degree in business management and professional qualifications in human resource management. She is the human resource manager of a large company. She has her own office with her name on the door and is in charge of the rest of the human resources staff. She works long hours but feels it is worth it if the right employees are recruited to the company. 

• FREDERICK HERZBERG's motivation theory was based on his study on engineers and accountants in the US. He isolated TWO SETS OF 'NEEDS', the first was 'ANIMAL NEEDS', which he termed 'HYGIENE FACTORS', and 'MOTIVATIONAL NEEDS'.

• You will see similarities with Maslow's theory.

• DOUGLAS MCGREGOR'S research mainly FOCUSED ON THE BELIEF SYSTEMS OF MANAGERS regarding what they perceive motivates their employees.

• He identified TWO DISTINCT BELIEF-SYSTEMS that the majority of management fall into with regards their approaches to motivation.

• THEORY X managers are those that believe WORKERS ARE NATURALLY LAZY, UNAMBITIOUS and ONLY MOTIVATED BY MONETARY GAIN (Similar to Taylorism) and/or THREATS TO THEIR JOB SECURITY. In other words these type of managers believe they must provide MONETARY INCENTIVES or use JOB SECURITY (Maslow's Physiological and Security needs) to motivate their workers, which usually entails CONSTANT SUPERVISION and possible MICROMANAGING (E.g. CCTV cameras).

• In stark contrast, THEORY Y managers are those that believe workers WANT TO DO A GOOD DAYS WORK, are CREATIVE, AMBITIOUS and are motivated by having their higher-order SOCIAL, ESTEEM, and SELF-ACTUALISATION NEEDS met. This level of trust allows managers to DELEGATE MORE RESPONSIBILITY and AVOID MICROMANAGING.

Apply the two belief systems to teachers and how some could be described as Theory Y teachers and other could be described as Theory X teachers in terms of what they think assume motivates students.