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- W1963595595 abstract "Abstract A review of the development of motivational theory leading up to the current concepts has been presented. This was thought to be important, not only for the insights it provided into human behavior, but also because it provides some idea of how we arrived at current concepts of motivational theory. Although not considered to be motivational theory, the scientific management approach that Frederick W. Taylor proposed in 1911 resulted in greater productivity. However, this approach eventually resulted in widespread job dissatisfaction, which was attributed to the dehumanization of work brought about by separating the thinking process of the worker from the doing part. The problems created by dehumanizing work set the stage for the human relations theorists. A series of studies conducted between 1924 and 1944 by Elton Mayo of Harvard University concluded that many of the problems confronting managers at that time resulted from the fact that the work environment and the human organism were not well matched. Mayo felt that the problems could be lessened by modifying the work environment so that it would more closely conform to human needs. A very important study was conducted in 1957 by Frederick Herzberg while he was associated with Psychological Service of Pittsburgh. This Study attempted to discover factors that led to job satisfaction. It is particularly significant because it has been verified by at least ten subsequent studies. Douglas Murray McGregor (1960) has developed two theories of management that he labels Theory X and Theory Y. Management must be of the Theory Y type for innovation to occur. This type of management sets the stage for the theory of Herzberg to be put into effect." @default.
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- W1963595595 date "1981-07-01" @default.
- W1963595595 modified "2023-09-27" @default.
- W1963595595 title "Management by motivation" @default.
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- W1963595595 doi "https://doi.org/10.1016/0167-5419(81)90010-7" @default.
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