Motivation Theories: Taylor, Mayo and Maslow (Cambridge (CIE) A Level Business): Revision Note

Taylor's motivation theory

• Taylor's theory focuses on breaking down complex tasks into simpler ones, standardising work processes and providing workers with clear instructions and training to achieve maximum efficiency

• Manufacturing businesses most commonly use Taylor's principles to structure staff benefits

  • Piece rate pay systems link output to financial rewards

  • Production lines involving human labour are often set up based on these principles

Taylor's theory of motivation

The steps in Taylor's process

1. Study and analyse the work process

• Carefully analyse each step of the work process

• Break down complex tasks into simpler ones and identify the most efficient way to perform each task

2. Standardise the work process

• This involves creating detailed procedures and instructions for each task so that workers can follow these procedures consistently

3. Select and train workers

• Workers should be carefully selected based on their skills and abilities

• Train workers to perform their tasks efficiently and effectively

  • This training includes both technical skills and the proper attitudes and behaviours required to be successful (e.g patience in a repetitive task)

4. Provide incentives for performance

• Scientific management emphasises the use of incentives to motivate workers

  • This may include bonuses or piece-rate pay

Evaluating Taylor's theory

Mayo's motivation theory

• Mayo's theory focuses on the importance of social factors in the workplace

  • These include factors such as communication, motivation, and job satisfaction

• Mayo suggests that the key to improving productivity and job satisfaction lies in understanding and improving relationships between workers, supervisors and management

How businesses use Mayo's Human Relations theory

Maslow's hierarchy of needs

• Maslow outlined five tiers of human needs that must be met for individuals to reach their full potential

• Once a tier of needs has been met, it is unlikely to continue to motivate 

  • For example, once safety needs are met through satisfactory pay, employees will look for the next set of needs - love and belonging needs – to be met

Maslow's hierarchy of needs

1. Physiological needs

• Businesses can provide necessities for their employees, e.g comfortable work environment, access to clean water and food and adequate rest breaks

2. Safety needs

• Businesses can provide job security, fair pay, benefits, and safe working conditions for their employees

3. Love and belonging needs

• Businesses can encourage teamwork and generate a sense of community and belonging within the workplace

4. Esteem needs

• Businesses can provide recognition for employees' accomplishments and provide a positive work culture that values individual contributions

5. Self-actualisation needs

• Businesses can help employees achieve this need by offering opportunities for employees to pursue their passions and interests

  • E.g. Barclays Bank supports elite sportspeople by allowing them time off work to continue their training (the focus is on getting the job done, not having to be present at work at a certain time)

Evaluating Maslow's theory