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In this section, I will argue that motivation theories do cause difficulties for management because they have different advantages and disadvantages. Moreover, each employee has different desire and self so the manager must recognize the desire of employees in order to manage them effectively. It has been recognized that desire is the primary promoting force and it is the basis of the self (Jackson and Carter, 2006, pp. 188). In other words, motivation means psychological forces that regulate the direction of a person’s performance in a business (Jackson and Carter, 2006, pp. 188). There are types of motivation theories for managers to practice within the organization; however, it depends on a wide variety of factors including self’s characteristics, the nature of the job and the nature of organization (Jackson and Carter, 2006, pp. 188). Scientific management by Frederick Taylor was strongly influenced by desires. Frederick Taylor, an engineer found out that desires of employees play an extraordinary impact on business productivity. Before the scientific management was introduced, labor was a weakness for business; there were problems that related to labor such as high absenteeism, high labor turnover and poor productivity (Jackson and Carter, 2000, pp. 81-85). The reasons are most of laborers was untrained and non-specialized; they were crudely headed by bosses and supervisors with practically no formal preparing in managing individuals (Jackson and Carter, 2000, pp. 81-85). Moreover, there was generally no formal recruitment or analysis arrangement of staff and numerous were enrolled on an everyday or week after week groundwork with no security of employment (Jackson and Carter, 2000, pp. 81-85). As Taylor idea, people should ... ... middle of paper ... ... to use or not to use it within the employees (Stimpson and Farquharson, 2011, pg. 161). Therefore, it helps the managers to recognize their weaknesses such as working conditions, wage, relationships, administration and supervision so they can progress it (Stimpson and Farquharson, 2011, pg. 161). However, the weaknesses of Herzberg theory are that it is too simplistic, overall and inaccurate in circumstances since his research was based on questionnaires and interviews on 200 engineers and accountants in Western Pennsylvania during the 1950s (Nelson, Quick, Wright, Adams, 2012, pp.74-75). In the end, motivation theories do cause difficulties for manager to apply because they have different advantages and disadvantages. Furthermore, each employee has different desire and self so the manager must recognize the desire of employees in order to manage them effectively.

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