Answer and Explanation:
Elton Mayo’s theory focuses on the importance of the social and psychological needs of employees. Mayo believed that employees are motivated by factors such as recognition, security, and a sense of belonging. This theory suggests that managers should focus on creating a positive work environment that meets the social and psychological needs of their employees.
Abraham Maslow’s theory is based on the hierarchy of needs, which suggests that individuals are motivated by fulfilling their basic needs before moving on to higher-level needs. According to Maslow, once an individual’s physiological and safety needs are met, they are motivated by social, esteem, and self-actualization needs. This theory suggests that managers should focus on creating a work environment that meets the basic needs of their employees and provides opportunities for personal growth and development.
Frederick Herzberg’s two-factor theory suggests that job satisfaction and dissatisfaction are influenced by two different sets of factors: hygiene factors and motivators. Hygiene factors, such as salary and working conditions, can prevent dissatisfaction but do not necessarily lead to satisfaction. Motivators, such as recognition and achievement, can lead to job satisfaction. This theory suggests that managers should focus on providing both hygiene factors and motivators to create a satisfying work environment.
Douglas McGregor’s Theory X and Theory Y suggest that managers have two different sets of assumptions about their employees. Theory X assumes that employees are lazy and need to be coerced or threatened to work, while Theory Y assumes that employees are motivated by their own desire to achieve and can be trusted to work towards the organization’s goals. This theory suggests that managers should adopt a Theory Y approach and create a work environment that empowers employees and encourages them to take responsibility for their own performance.
An effective Performance Management System should include clear goals and expectations, regular feedback and coaching, opportunities for development, and recognition for good performance. Each of the theories mentioned above provides insights into how these characteristics can be achieved. For example, Mayo’s theory suggests that recognition is an important motivator for employees, while Maslow’s theory suggests that providing opportunities for personal growth and development can help to meet employees’ higher-level needs.
As for the characteristics of an effective coach or mentor, some important qualities may include active listening skills, empathy, the ability to provide constructive feedback, and a willingness to share knowledge and expertise. These characteristics are supported in the literature on coaching and mentoring as being critical for building trust and rapport with mentees and helping them to achieve their goals.