This document discusses several theories of motivation in the workplace including Mayo's human relations theories from the Hawthorne Studies which found that social and psychological factors were more important than physical working conditions. It also covers Herzberg's two-factor theory distinguishing between hygiene and motivator factors, Vroom's expectancy theory, and different financial and non-financial methods used by managers to motivate employees such as payment systems, job design techniques, and quality circles.

1. Theories

2. Mayo and the human relations
theories
 Hawthorne effect
 The optimum working conditions
 Control group

3. Mayo and the human relations
theories
 Working conditions not that important in
determining productivity.
 Other motivational factors need to be
investigated further.

4. The Hawthorne effect (conclusions
of Mayo’s work).

5. Evaluation of Mayo’s research for
today’s business
 Participation
 Teamwork

6. Herzberg and the ‘two-factor
theory’
 Job satisfaction is based on:
 Hygiene factors
 Motivators

7. Vroom and expectancy theory

8. How useful are Motivational
theories??

9. Motivation in practice

10. Payment or financial reward
systems
 Hourly wage rate
 Piece rate
 Salary
 Commission
 Performance-related pay and bonuses
 Profit sharing
 Fringe benefits

11. Non-financial methods of
motivation
 Job rotation
 Job enlargement
 Job enrichment
 Job redesign

12. Non-financial methods of
motivation
 Quality circles
 Worker participation
 Team working
 Target setting
 Delegation and empowerment