Manager sets objectives, allocates tasks and insists on obedience
Fringe benefits, security and prospects of promotion, advancement and improvement in standards of living
Challenging work, career prospects, responsibility
Leadership style between the extremes task-centered and employee-centered
The average worker wants to work and to take on responsibility if he is supported and encouraged to do so. This theory says that workers enjoy work and responsibility and that they want to develop.
Job rotation, job enlargement and job enrichment
Hygiene Faktors (Herzberg)
Middle of the Road Strategy
Impoverished
Workers are only interested in high wages.
Interventions by the leader are reduced to a minimum, he only interferes when he is consulted.
The average worker is someone who has to be forced to work harder. Workers are lazy, unambitious, resistant to changes and indifferent to the purpose of the organization. They dislike responsibility and need close control.
With the workers' co-operation, working conditions were changed one at a time, e.g. shorter working weeks and days, food or coffee breaks, breaks of varying lengths ... in all 10 changes.
Work is a group activity.
A manager gives his employees objectives to fulfill. The way, they are solving the problems, is not defined - they can choose their own solution.
Laissez-faire Style of Leadership
R. Tannenbaum and H.W. Schmidt - Continuum of Leadership Behavior
Factors affecting motivation
Salary and fringe benefits, quality of supervision, status, relationship with colleagues
Hawthorne Experiments
F.W. Taylor
Management by objectives
E. Mayo
Theory X (D. McGregor)
Autocratic Style of Leadership
Theory Y (D. McGregor)
Motivators (F. Herzberg)
Neither concern for production, nor concern for people (managerial grid)
Methods to increase job satisfaction
Managerial Grid by Blake and Mouton
