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Frederick Taylor's Hierarchy Of Needs Theory

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Taylor’s Scientific Management: The Principles of Scientific Management is a book that was written by Frederick Taylor in the 19th century that changed how manufacturing organizations work. He believed that dividing and distributing work into tasks among employees would lead to an efficient work. Taylor found that employees were mostly motivated by money so, he created that employees should get paid against making tasks as a type of motivation to increase the productivity of employees and making them work harder. However, Taylor was criticized globally for discounting humans’ behavior in the workplace. Though money is still a main influential method to motivate workers in any business. Conversely, people have different motivation factors …show more content…

He showed that people have five levels of needs. Firstly, are the basic needs such as food, water, and shelter. Moreover, wages that can satisfy and meet those needs. Secondly, protection needs contain defense through risk, one example is safety and health at the workplace in addition to securing places for a company’s employees. Moreover, are the social needs, which include a good, working atmosphere for example employees working in teams. Furthermore, are the esteem needs that means that employees would like to feel recognized by their managers to increase their self confidence and to feel that they are playing an important role in the company. Abraham Maslow believed that providing employees with the basic needs would motivate and encourage them to find their own self-development and …show more content…

He found that employees have two needs in the workplace, they are motivation and hygiene. Firstly, is the hygiene need which is the satisfiers such as salary and working atmosphere. Those two needs do not improve satisfaction in work but they can dissatisfy employees if salaries are low and the atmosphere is not friendly. There are numerous factors of motivation such as responsibility, recognition, achievement, and opportunities. Moreover, Herzberg believed that mixing and combining some of those factors can improve the employees’ performance at

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