Theories Of Motivation Of Ace Security And Multiboost

Introduction:
In this work I set out to make I will talk about approaches to Management, structure, culture and the various theories of motivation that Ace Security and Multiboost use.
The first one, Ace Security, is a security company dedicated to the manufacture of all types of alarms to ensure protection and tranquillity that their customers want. The company is headquartered in Liverpool,but also operates in different areas of the United Kingdom. Its number of employees is around 1500 and its turnover is about £68 million. Its Managing Director named Paul Brown, who is governed by the old-school models, i.e. he motivates employees with money (as much as they work, they will receive more money).
The second company, Multiboost, is dedicated to commercialization of sports-relatedfoods. The available staff is lower than the previous company, only 200 employees, as well as its turnover, which it's around £ 10 million. Kaffina Ray is the chief executive and his way of motivating employees is more informal than that of Paul. Kaffina thinks the best way to motivate them is showing a greater interest in their needs. The fact that workers feel comfortable in their job is closelyrelated to the performance they will give.
After this brief introduction, I will analyze in a more detailed way the two approaches to administration that both companies have adopted.
Task 1:
In the case of Ace Security, the approach to management that its managing director Paul Brown has adopted is the scientific management, also called Taylorism because of his major contributor was FrederickWinslow Taylor (1856 - 1917). Taylor thought that if it exist a best machine for each job, also it should exist a best method of work by which each worker feel committed to his work. He considered that each production process could be fragmented into more simple tasks and that by the scientific method it was possible to figure out the best way to carry out each task. According to the scientificmanagement approach, workers are viewed as rational beings motivated primarily by money and therefore by the level of production. As with the machines, they can also be handled with equal ease.
There are four principles in which build on this approach:
* The development of a true science for each person’s work.
* The scientific selection, training and development of the workers.
*Co-operation with the workers to ensure work is carried out in the prescribed away.
* The division of work and responsibility between management and the workers.
There have been numerous criticisms to this approach since it was implemented, especially by workers. They find this way to work is very boring and not very motivating. One of the most common reactions by workers in this approach is thestrike. In 1912, due to the strike that occurred in Watertown Arsenal, a House of Representatives Committee conducted a research on methods of Taylor. The conclusion drawn was that the scientific management provides valuable techniques both production and organization, but nevertheless gives production managers a power difficult to control.
However, if we focus on the case of Multiboost, there is aclear tendency by Kaffina to the human relations approach. This approach emerged during the 20's, when there was the Great Depression. It was put more attention on the social factors of work and on the behaviour of employees within the organization.
But on the other hand, were the Hawthorne experiments at the Western Electric Company in America from 1927 to 1932 and the conclusions which it drewthe real drivers of this approach. At the head of these experiments was the professor of industrial research at Harvard Business School, George Elton Mayo (1880 - 1949).
Four were the principal experiments were carried out and these are the conclusions:
* The illuminations experiments: The production level is closely related by those factors that change the physical conditions of work....