Motivation Theories by David Taylor

The motivation is to ensure that the goal is achieved. It can be said to be the driving force of the spirit of strengthening the organization's internal workings. Employees contribute to time and energy and are flights that can accept incentives such as efforts, goals, organization, requirements. Administrators within the organization will face problems and employee pressures. Incentives among workers threaten the organization's performance.

Frederic Winslow Taylor was one of the first theorists who tried to understand employee motivation. His scientific management theory, also known as Taylorism, analyzes the productivity of the labor force. The basic theory of Taylor's motivation is that workers are driven by money. He considers employees to be a greater labor force than individuals and in doing so his theory is to give employees personal work, to give them the best tools, Emphasize that paying according to productivity is the best incentive. Taylor's theory developed in the late 1890s and is still seen in industrial engineering and manufacturing.

Taylor's motivational theory was established in 1911. This theory is called scientific management theory, which is the relationship between science and management in the work organization. According to the motivation of Taylor's research, money is the first thing to motivate people to work. However, giving employers time to think about promotion and about themselves will help them to improve and serve more seriously. Taylor believes that monetary compensation is an important motivating factor. This is called "single task". He raised the money he earned, and the production volume of the day. If you work hard in a day to produce a lot of money, you will not make a lot of money in the day. (From class)

The first motivational theory was invented by FW Taylor and is called scientific management theory. Taylor considers money to be the only motivational factor, and there should be a "carrot and commitment" approach to motivate people. Those who work hard should be rewarded, but people who are not working should be punished. Other theorists believe that this does not necessarily give the best results to people (The Times 100, 2010, motivation - the egg of a way to release the power of people). 1) Needs theory: The hierarchy of needs of Maslow will determine the five major basic needs: a) physiology, b) safety, c) love / dependency, d) self esteem, e) self realization. This theory provides organizations with a way to motivate employees by designing programs designed to meet unmet needs (Ramlall, 2004).