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Mayo, Maslow, Hertzberg Management Styles

Abstract
We will discuss different management theorists’ including Mayo, Maslow, Hertzberg, and McGregor. And I will discuss my own management style. Then I will discuss characteristics of an effective performance management system and how my management style fulfills those characteristics.  Finally, I will discuss what I believe to be the most important characteristics of an effective coach or mentor and why I believe these characteristics to be the most critical. 













Mayo, Maslow, Hertzberg, and McGregor Management Style -
Elton Mayo is famous for this Hawthorn experiment. Mayo observed employee performance under various environmental conditions. Mayo’s experiments drew conclusion that employees get much more motivation from relational factors than monetary factor or environmental factors(Dininni,2017).
Abraham Maslow’s management theory put the light on employees. It shows how basic human needs motivates employees. Physiological, safety, social, ego and self-actualization needs motivates all of us. Maslow showed us a way to focus on employee and performance (Dininni,2017).
According to Hertzberg management theory in presence of motivating factors such as achievement recognition help employees work harder, increases their job satisfaction. And lack of hygiene factors such as company policies, supervision, relationships, salary, and security will demotivate employees (expertprogrammanagement.com, n.d.).
McGregor’s theory X starts with the assumption that employees do not want to work or avoid responsibility. They have to be controlled, threatened and supervised to get some work done by them. And his theory Y is absolutely opposite of theory X. Theory Y assumes employees want to work, want to take responsibility and it promotes a decentralized management style (hrmpractice.com, n.d.).
My personal management style will be more like what Hertzberg has suggested. I would prefer to do what motivates employees and will keep the factors away what demotivates them. Coaching and mentoring would be a major motivating factor that I would like to use to groom employees. Developing strong company policy, supervision, developing relationship with employees will be my preferred methods.
Identify the characteristics of an effective Performance Management System and explain how the theory that you find most relevant deals with those characteristics.  Discuss how your management style jives with an effective Performance Management System.
An effective performance management system should have two parts. First is of course goal setting, SMART or specific, measurable, achievable, relevant and timely goals for every individual. Then the second part is the performance evaluation which should have following characteristics (Zenger,2017) -
Accurate and Fair system – An individual’s skill and capabilities should be accurately and comprehensively considered from different perspectives. 
The system must be efficient – The system should not be just a formality and should actually focus on performance and elevating it. Instead of ensuring that the employees are meeting minimum expectations, supervisors should focus how to maximize their performance.
Compensation should be by-product of performance management – performance bonus or raise should not be only reason for having performance review. Performance review should be there to find out where and how the employee did well and what he or she could do better. Based on the performance he or she should be rewarded with raise and bonus.
The System should use multiple Data source – the performance evaluation should be done by multiple evaluators perspective to avoid only one perception which might not be accurate.
The process should include formal coaching and development – while in performance review past performance is what get evaluated, but to elevate future performance the employee needs coaching and development. That should be part of the system.
I find Hertzburg’s management theory most relevant. It talks about motivating employees to get most out of them and reducing the other factors which demotivate them. A good performance management also focuses on motivating, grooming and coaching employees to motivate them. It is mostly about having a policy to supervise employees fairly and help them grow.

My personal management style is more focused on improving the employees’ performance. Coaching and mentoring the employee so that the employee stays motivated and delivers the best. And then using the goals which were set and feedback from leads, I would do the performance review. Performance appraisal determines what will be the bonus or raise for the employee so it is really important that the employee gets fair appraisal and does not feel demotivated.
Finally, discuss what you believe to be the most important characteristics of an effective coach or mentor and why you believe these characteristics to be the most critical.  Discuss how these characteristics are supported in the literature. 
To be an effective coach or mentor one has to have following qualities –
1.     Building relationships
2.     Providing assessment
3.     Challenging thinking and assumptions
4.     Supporting and encouraging
5.     Driving results
Among these qualities I think most important characteristic of an effective coach or mentor is supporting and encouraging. Managers do not spend a lot of time coaching or mentoring and often they do not have much idea how they can help. Setting up goals, assessing those might not be enough to bring out the best from one employee. In real life, employees get frustrated, discouraged and their performances suffers. And as it is easy to understand one demotivated employee is not good for the organization. The manager can play a supporting and encouraging role to these employees. They can build relationship so that these employees can trust their managers, so they can vent or share. Managers can be good listeners without judging, encouraging them to focus on goal and make progress (Frankovelgia, 2010). Being empathetic helps win loyalty from employee. I think this is critical because time to time even the best of the employees break down under pressure. A mentor who listens to them and helps them get back to track actually helps organization with better employee morale, loyalty and productivity. Management is not only about getting some work out of employees and determining how their performance was. Management is more complicated than that. It involves motivating employees, training them, helping them to be more productive and efficient. Coaching and mentoring helps with these.






References -
Retrieved on 2/27/2019. Retrieved from https://www.business.com/articles/management-theory-of-elton-mayo/
Retrieved on 2/27/2019. Retrieved from https://expertprogrammanagement.com/2018/04/herzbergs-two-factor-theory/
Retrieved on 2/27/2019. Retrieved from http://hrmpractice.com/mcgregors-theory-x-theory-y/
Retrieved on 2/27/2019. Retrieved from https://www.forbes.com/sites/jackzenger/2017/02/16/the-6-vital-elements-of-effective-performance-management-systems/#3d35b5fe618e

Retrieved on 2/27/2019. Retrieved from https://www.forbes.com/2010/04/28/coaching-talent-development-leadership-managing-ccl.html#6307f2cd38e0
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