does not necessarily mean the satisfaction of workers.Workers will simply not be dissatisfied.
On the other hand,for instance,if workers receive no recognition they will be neither satisfied nor
dissatisfied.But if recognition is provided,they will become more satisfied.Thus,their motivation will
increase.And these factors are called motivating factors.
6.EXPECTANCY THEORY
This is a newer and somewhat more accurate theory of employee motivation.Expectancy theory
suggests that people are motivated to work harder toward rewards that they want and that they believe they have a reasonable chance of obtaining.
To understand this theory better let us think of an athlete training hard.Training hard will improve
performance.And there is a link between performance and reward.And athletes will only train hard if they
believe they have a reasonable chance of achieving success.
7.THEORY-Z
As a relatively new theory,Theory Z was first suggested by William Ouchi in the early 1980`s.As a
result of his research over the traditional US and Japanese firms,Ouchi found an approach to management that a few very successful US firms are using.In his approach ouchi combines successful elements from both countries such as group decision making which the Japanese enforced and specialised career path which the other US firms enforced.Thus,successful elements of the traditional US management and the traditional Japanese management have been combined in Theory Z.
SUMMARY
Motivation is the set of forces that cause people to behave in certain ways.To achieve this goal different
theories have been built up.In the classical theory money is the sole instrument by which people are
motivated.This approach of Frederick Taylor caused time-and-motion studies,piecework system and
scientific management to become apparent.
The Hawthorne Studies caused the importance of attention workers receive to be realised and gave way
for the new theories to be built up.
In McGregor`s TheoryX and TheoryY,the managers of TheoryX have a pessimistic and negative view of
their workers and the managers of TheoryY have a more optimistic and positive view of their workers.
Maslow`s Hierarchy of Needs have five levels.Physiological needs are the first ones to be met.Then,in
turn,security needs,social needs,esteem needs and self-actualisation needs should be met.Leaders or
managers should not try to satisfy the higher level needs before satisfying the lower level needs.
In two factor theory,job satisfaction depends on two factors.Hygienic factors must be present in order
for employees not to be dissatisfied.Motivating factors are the ones which lead employees to work harder.
Expectancy theory suggests that people are motivated to work toward rewards that they want and that
they believe they have a reasonable chance of obtaining.
Theory-Z is an approach to management that in which the successful elements of the traditional US
and Japanese management are blended together.
Consequently,we have come to realise that both leadership and motivation consist of some main theories.Apparently we cannot describe neither leadership nor motivation with a single best theory. Because,the theory which is suitable for one company may not be suitable for the other one.
It is apparent that most of the burden of a company is,on a large scale,on the shoulders of the leader of that company.The manager or the leader whom the companies of today`s world are looking for is the person who can survive and can offer the best service to community in a competitive business world under different circumstances.So the subtle point was not the theories themselves but it was the leader who can keep pace with the changing environment.
1.Jewell,B.R.,1996, ?An Integrated Approach To Business Studies?,England,Longman.
2.Griffin,R.W.,1993, ?Business?,New Jersey, Prentice Hall.
3.Furnham,A.,1996, ?The Myths of Management?,London,Whurr.
4.Stewart,R.,1997, ?The Reality of Management?,Oxford, A member of the Reed Elsevier plc group.
5.Drucker,P.F.,1994, ?The Practice of Management?,London, A member of the Reed Elsevier group.
6.Drucker,P.F.,1994, ?Managing for The Future?,London, A member of the Reed Elsevier plc group.
7.Erskine,R.,1991, ?Business Management?,Cambridge, Prentice Hall.