Media Management & Marketing

WEEK-4 THEORIES OF WORK FORCE MOTIVATION

THEORIES OF HUMAN MOTIVATION

Theory X and Theory Y are theories of human motivation created and developed by Douglas McGregor at the MIT Sloan School of Management in the 1960s. These theories have been used in human resource management, organizational behavior, organizational communication and organizational development. They describe two contrasting models of workforce motivation. Theory X and Theory Y have to do with the perceptions managers hold on their employees, not the way they generally behave. It is attitude not attributes.

THEORY X
In this theory management assumes Employees are inherently lazy Will avoid work if they can Inherently dislike work. As a result of this, management believes that workers need to be closely supervised and comprehensive systems of controls developed. According to this theory, employees will show little ambition without an incentive program and will avoid responsibility whenever they can.

THEORY Y
In this theory, management assumes Employees may be ambitious and self motivated Employees enjoy their mental and physical work duties. According to them work is as natural as play. They possess the ability for creative problem solving, but their talents are underused in most organizations. A s a result Theory Y manager believes that, given the right conditions, most people will want to do well at work. They believe that the satisfaction of doing a good job is a strong motivation.

THEORIES OF HUMAN MOTIVATION

William Ouchi spent years researching Japanese companies under the great Japanese economic boom of the 1980s. o In this period, Japanese companies were by far the most productive in the world. o During his research, he identified several characteristic traits of Japanese managers, which formed the basis for the formulation of a new theory the Theory Z.
o

THEORY Z

Theory Z stresses the importance of a caring and benevolent relationship between managers and workers It presumes that workers will get motivated by a strong social relationship with the company. Loyalty to the company will increase by providing a job for life, in which the company takes genuine interest in the well being of the employee.

MODERN MOTIVATION THEORY

GOAL SETTING THEORY

In 1960s, Edwin Locke put forward the Goal setting theory of motivation. It states that goals indicate and give direction to an employee about what needs to be done and how much efforts are required to be put in. The willingness to work towards attainment of goal is main source of job motivation. Specific and clear goals lead to greater output and better performance.

MODERN MOTIVATION THEORY

EQUITY THEORY OF MOTIVATION

An individuals motivation level is correlated to his perception of equity, fairness and justice practiced by the management. o Higher is individuals perception of fairness, greater is the motivation level and vice versa o While evaluating fairness, employee compares the job input in terms of contribution to outcome in terms of compensation and also compares the same with that of another peer of equal cadre, grade or category.
o