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LPM 302 - Introduction To HRM Sem 6

This document discusses human resource management and related topics. It covers the evolution of HRM from the mechanistic period to the strategic period. It also discusses the functions of HRM and how HRM relates to other organizational functions. Two models of HRM are described - the hard and soft models. Theories of motivation are also covered, including Maslow's hierarchy of needs, Herzberg's two-factor theory, and equity theory. Key individuals in the development of motivation theories are mentioned, such as Elton Mayo and Frederick Herzberg.

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39 views

LPM 302 - Introduction To HRM Sem 6

This document discusses human resource management and related topics. It covers the evolution of HRM from the mechanistic period to the strategic period. It also discusses the functions of HRM and how HRM relates to other organizational functions. Two models of HRM are described - the hard and soft models. Theories of motivation are also covered, including Maslow's hierarchy of needs, Herzberg's two-factor theory, and equity theory. Key individuals in the development of motivation theories are mentioned, such as Elton Mayo and Frederick Herzberg.

Uploaded by

kikinjugush
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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LPM 302: HUMAN RESOURCE MANAGEMENT

• Evolution of HRM
• Functions of HRM
• Models of HRM
• Theoretical Foundations of HRM
⮚ Human Relations Movement
⮚ Theories of Motivation
EVOLUTION OF HRM - 1
EVOLUTION OF HRM - 2
EVOLUTION OF HRM - 3
• Mechanistic period – This is the period from
the 1900’s – 1950’s
• Legalistic period – This is the 1960’s – 1970’s
• Organistic Period –This is the period of
organizational change associated with the
1980’s.
• Strategic period – 1990’s – This is a period of
more complicated organizations with complex
structures and networks.
Functions of HRM
Relationship between HRM and other
organization’s functions
Line and staff Functions
• Line Functions
These are functions that contribute directly to the
accomplishment of the basic objectives of the
firm.
• Staff functions
Functions that help the line to work most
effectively in accomplishing the primary
objectives of the organization. E.g. HRM,
research and development, purchasing and
supplies, public relations and finance.
Line and Staff Functions
• Importance of understanding line and staff
functions
• Staff sell ideas, persuades, advocates, and
acts as change agents. e.g. auditors or
economists who advice the CEO
• Line managers make decisions, command and
issue instructions through the chain of
command.
Line and Staff Functions
THE MODELS OF HRM

• A model refers to a pictorial or graphic


representation of key concepts.
• Two of the most widely adopted models of
human resource management are the hard
and soft versions. These are based on
opposing views of human nature and
managerial control strategies.
HRM Model
Human relations school of thought
Human Relations Approach
• The Human Relations Approach emerged in
the 1920s,
• Took place as theorists began to consider the
human side of an organization and the social
needs of employees.
– It is a school of organizational thought which
focuses on worker satisfaction, informal workplace
organizations, and a means of influencing
employee productivity.
The works of Elton Mayo (1880 – 1949)
The works of Elton Mayo (1880 – 1949)…
In a nutshell……
• Motivation theories provide an understanding
of what drives a person to work towards a
particular goal or outcome.
• It is relevant to all of society but is especially
important to business and management.
Theories of Motivation
Lecture objectives

✔ Explain the meaning of motivation


✔ Discuss the content and process theories of
motivation
✔ Illustrate the application of motivation theories in
the workplace
✔ Identify the challenges associated with employee
motivation
What is Motivation?
Motivation
THEORIES OF MOTIVATION
Content or needs theories:
• Maslow’s Hierarchy of needs theory
• Herzberg’s two-factor theory
• McClellands three basic needs
Process or contemporary theories of motivation:
▪ Latham and Locke’s goal-directed theory
▪ Porter and Lawler’s expectancy theory
▪ Adams equity theory
▪ Bandura’s self-efficacy theory
Maslow’s Hierarchy of Needs (1943)

High order needs • Needs hierarchy


• Self-actualization
• Self esteem

Low order needs


• Social
• Security/safety
• Physiological
Maslows Hierarchy of Needs
Maslow’s Hierarchy of Needs
Application of Maslow’s Hierarchy of Needs Theory.
Application of Maslow’s theory - 2
• Frederick Herzberg (1923 - 2000) was a US
clinical psychologist who later became
Professor of Management at the University of
Utah, USA.
• Herzberg argues that the two factors,
motivation and hygiene, can cause either
employee satisfaction or dissatisfaction.
Herzberg's Two Factor Theory

• The 'hygiene-motivation' or 'two factor' theory


resulted from research with 200 engineers
and accountants.
• Herzberg aimed to examine employee's
attitudes to their jobs, to discover what
prompted these attitudes, and what impact
they had on the person and their motivation
to work.
• Subjects were asked what pleased and
displeased them about their jobs. From their
responses, Herzberg concluded that man has
two sets of needs:
▪ Lower level needs as an animal to avoid pain and
deprivation
▪ Higher level needs as a human being to grow
psychologically.
Motivators Hygiene or maintanance
• Achievement • Supervision
• Recognition • Peer relations
• Work itself • Working conditions
• Responsibility • Job security
• Advancement • Pay
• Possibility of growth • Status
etc. • Job title
Principles of Job Enrichment

• Removing controls while retaining


accountability
• Giving a complete unit of work
• Giving more authority
• Giving regular feedback to employees
• Giving new, difficult and challenging tasks
Question
Limitations of Job Enrichment

• Are unable to tolerate responsibility.


• Dislike complex duties.
• Uncomfortable with group work.
• Dislike relearning new skills.
• Prefer security and stability.
• Uncomfortable with supervisory authority
• Skills are not adaptable.
• Prefer to quit their jobs.
Problems with job enrichment
Process Theories of Motivation
Equity Theory of Motivation
Equity Theory

• Individuals
compare their job
inputs and
outcomes with
those of others and
then respond to
eliminate any
inequities.
Equity Theory of Motivation
Examples of ratios of outcomes to inputs

(i)Outcomes of ‘A’ = Outcomes of ‘B = Satisfaction


Inputs of ‘A’ Inputs of ‘B’ (Equity)

(ii)Outcomes of ‘A’ < Outcomes of ‘B’ = Underpayment


Inputs of ‘A’ Inputs of ‘B’ (Inequity)

(iii)Outcomes of ‘A’ > Outcomes of ‘B’ = Overpayment


Inputs of ‘A’ Inputs of ‘B’ (Inequity)
Note
end
• Thank you

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