The Motivation Theorists
2.2.3 | From Scientific Management to Expectancy Theory
Master the evolution of motivation theory from 1900 to 1964. Understand how different theorists viewed what drives human performance at work.
The Six Theories
Frederick Taylor
Scientific Management (1900s)
Humans are "Economic Animals" - motivated purely by money
Time-and-motion studies, piece-rate pay, maximum efficiency
Mass production, repetitive tasks, manufacturing lines
Ignores social needs, treats workers as machines, high staff turnover
""The principle object of management should be to secure the maximum prosperity for the employer, coupled with the maximum prosperity for each employee.""
The Theory Time Machine
See how motivation theory evolved across three eras. Click each period to see the approach and its business impact.
Maslow's Pyramid Builder
Drag each workplace reward to the correct level of Maslow's hierarchy. Lower needs must be satisfied before higher ones.
Drag these to the pyramid levels
Herzberg's Two-Factor Challenge
Hygiene factors prevent dissatisfaction. Motivators create satisfaction. Understand the critical difference.
Strategic Application Guide
- • Match theory to business context (e.g., Taylor for factories, Herzberg for professionals)
- • Explain WHY a theory suits the situation (not just WHAT the theory is)
- • Always evaluate limitations (no theory fits all situations)
- • Use real business examples to demonstrate application
- • Confusing hygiene factors with motivators
- • Thinking pay ALWAYS motivates (depends on context)
- • Assuming all workers seek self-actualisation
- • Ignoring cultural and individual differences
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