Taylor's Motivation Theory 5w5f4h

TAYLOR’S MOTIVATION THEORY AYNURA NATRAH FAEZAH BINTI AHMAD RAFAAI

BASIS OF TAYLOR’S PRINCIPLE  Frederick Taylor's theory of motivation states that most workers are motivated solely by the pay they receive for the work they do. Workers are then paid according to the number of items they produce in a set period of time (piece-rate payment system) As a result workers are encouraged to work hard and maximize their productivity.  Management is similar to an autocratic management style where managers make all the decisions and give orders to the workers. Hence, it is managers duty to plan, direct and control

 Taylor also promoted the use of division labour thus specializing in the production process to improve efficiency and output  The use of differentiated piecework where workers are paid a standard level of output and receive a higher rate if they exceed the level.

CRITIQUES OF TAYLORISM  This theory has been criticised for ignoring non-physical contribution of workers. It can be difficult to measure physical output in some profession (teachers, doctors and social care workers). Hence, it will be rather ineffective  People are not only and simply motivated by money. This theory ignores the non-financial factors that motivate people  The application of this theory can entail repetitive and monotonous tasks, thereby leading to job dissatisfaction. Workers soon came to dislike Taylor's approach as they were only given boring, repetitive tasks to carry out and were being treated little better than human machines.

EXAMPLE : TESCO  Tesco's Employee Reward Programme has some similarity to Taylors theory. Its financial reward packages are one motivating factor.

 However, there are factors other than money which motivate people in both their personal and working lives.  Tesco goes far beyond Taylor and gives more than just simple pay increases. It s the varied lifestyles of individual employees through relevant and targeted benefits.  Every year Tesco invites its staff to take part in a staff satisfaction survey called Viewpoint which gives them the opportunity to express their views on almost every aspect of their job.  Some of the benefits are :  Lifestyle break this offers 4-12 weeks off work and guarantees the job back at the end  Career break this allows staff between 6 months and 5 years away from work with right of return  Pension scheme this award-winning scheme provides clearly defined long term benefits.

WORKS CITED  IBID Business Management Textbook  https://lupa4eve.wordpress.com/2010/10/23/f-w-taylors-scientific-management-theory-inmodern-day-workplace/  https://prezi.com/dqk0guil33xt/taylor-motivation/