4. The Industrial Revolution
Machines supplanted human labor in factories
which led to the organization of the modern
factory system.
Industrialization led migration
Problems rise in psychological and social
relationship
As industries expanded, workers with varied
social, educational, economic and political
backgrounds converged.
Long hours of work, low wages, poor working
conditions
Certain abuses perpetrated by factory owners on
the workers.
7. Replace rule-of-thumb work methods with methods
based on a scientific study of the tasks.
Scientifically select, train, and develop each employee
rather than passively leaving them to train themselves.
Provide "Detailed instruction and supervision of each
worker in the performance of that worker's discrete
task" .
Divide work nearly equally between managers and
workers, so that the managers apply scientific
management principles to planning the work and the
workers actually perform the tasks
9. Elton Mayo
Founder of Human Relations Movement
Individual workers cannot be treated in
isolation, but must be seen as members of a
group.
Monetary incentives and good working
conditions are less important to the individual
than the need to belong to a group.
Informal or unofficial groups formed at work
have a strong influence on the behavior of
those workers in a group.
11. DOUGHLAS MCGREGOR
X AND Y THEORY
X THEORY - In this theory, which has been proven counter
effective in most modern practice, management assumes
employees are inherently lazy and will avoid work if they can
and that they inherently dislike work. As a result of this,
management believes that workers need to be closely
supervised and comprehensive systems of controls developed.
Y THEORY -In this theory, management assumes employees
may be ambitious and self-motivated and exercise self-control. It
is believed that employees enjoy their mental and physical
work duties. According to them work is as natural as play
13. Frederick Herzberg
Two Factor Theory "The Dual Structure Theory" - Motivation-Hygiene
Theory,
Motivators (e.g. challenging work, recognition,
responsibility) that give positive satisfaction, arising
from intrinsic conditions of the job itself, such as
recognition, achievement, or personal growth,[4] and
Hygiene factors (e.g. status, job security, salary,
fringe benefits, work conditions) that do not give
positive satisfaction, though dissatisfaction results
from their absence. These are extrinsic to the work
itself, and include aspects such as company policies,
supervisory practices, or wages/salary.[
14. Essentially, hygiene factors are needed to
ensure an employee is not dissatisfied.
Motivation factors are needed to motivate an
employee to higher performance. Herzberg
also further classified our actions and how and
why we do them, for example, if you perform
a work related action because you have to
then that is classed as movement, but if you
perform a work related action because
you want to then that is classed as motivation.
Traditional Viewpoint Labor was regarded as a mere commodity that could be acquired or disposed like any other properties. Workers are employed to operate the machines, and are considered as part of the machine.
The Industrial Revolution was a period from 1750 to 1850 where changes in agriculture, manufacturing, mining, transportation, and technology had a profound effect on the social, economic and cultural conditions of the times
Scientifically select, train, and develop each employee rather than passively leaving them to train themselves
Managers must be aware of these 'social needs' and cater for them to ensure that employees collaborate with the official organization rather than work against it. Mayo's simple instructions to industrial interviewers set a template and remain influential to this day i.e. A. The simple rules of interviewing:- 1. Give your full attention to the person interviewed, and make it evident that you are doing so. 2. Listen - don't talk. 3. Never argue; never give advice. 4. Listen to: what he wants to say; what he does not want to say; what he can not say without help. 5. As you listen, plot out tentatively and for subsequent correction the pattern that is being set before you. To test, summarize what has been said and present for comment. Always do this with caution - that is, clarify but don't add or twist
Each of us is motivated by needs. Our most basic needs are inborn, having evolved over tens of thousands of years. Abraham Maslow's Hierarchy of Needs helps to explain how these needs motivate us all. Maslow's Hierarchy of Needs states that we must satisfy each need in turn, starting with the first, which deals with the most obvious needs for survival itself. Only when the lower order needs of physical and emotional well-being are satisfied are we concerned with the higher order needs of influence and personal development. Conversely, if the things that satisfy our lower order needs are swept away, we are no longer concerned about the maintenance of our higher order needs
Each of us is motivated by needs. Our most basic needs are inborn, having evolved over tens of thousands of years. Abraham Maslow's Hierarchy of Needs helps to explain how these needs motivate us all. Maslow's Hierarchy of Needs states that we must satisfy each need in turn, starting with the first, which deals with the most obvious needs for survival itself. Only when the lower order needs of physical and emotional well-being are satisfied are we concerned with the higher order needs of influence and personal development. Conversely, if the things that satisfy our lower order needs are swept away, we are no longer concerned about the maintenance of our higher order needs