Behavioural School: Behavioural Science Approach

Archana Irny 20 Suraj Karra - 18

Introduction
Started in 1930 Was started off with the Hawthorne studies It began with the Human Resources perspective Jobs should not be demeaning or dehumanizing but should allow workers to reach their full potential Best known contributors to this were Abraham Maslow, Douglas McGregor and Frederick Herzberg

Abraham Maslows Theory of Needs Hierarchy

People have needs that exist in a structured hierarchical form. Satisfaction of a lower need level, triggers responses to the next higher need level.

Douglas McGregors Theory X and Theory Y

Average people have an
inherent dislike for work and they will look for ways to avoid it. People continuously seek to learn, solicit broader responsibilities and enjoy challenges at work. Control and punishment have limited influence in regulating work behavior. The degree of commitment to a task is proportionate to the associated rewards.

People need to be directed, coerced and controlled with the threat of punishment in order to be driven towards goals. Average people prefer to be directed, avoid responsibility, posses little ambition and seek security above all else.

The capacity to exercise relatively high imagination, ingenuity and creativity. to resolve organizational, problems is widespread.

Kellogg's Case
Physiological needs Offers competitive salaries: This gives people the means to acquire the basic needs for living. Corn-flex flexible benefits programme : allows employees to choose those benefits that suit them. This includes childcare vouchers, cash alternatives to company cars and discounted life assurance schemes. These savings and competitive salaries help workers' pay go further and so motivate them to be loyal to the company. Safety needs Committed to providing a safe and healthy work environment to prevent accidents. Employees are however accountable Kellogg's also offers employees a range of working patterns.

Social needs
Associated with a feeling of belonging. Kelloggs operates weekly group 'huddles'. Open approach to communication Kellogg's positively recognises and rewards staff achievements.

Self-actualisation
Opportunity to take on challenging and stimulating responsibilities. For example, the business provides the opportunity for individuals to take ownership of projects. This enables them to develop and improve.