became so high, the cost exceeded the benefits (Drucker, 1974, pp. 231-240).
Two approaches to worker motivation theory and research developed in the United States: advocates of the cognitive approach, such as Abraham Maslow, C. P. Aldefer, Frederick Herzberg, David McClelland and Victor Vroom, focused on employer needs and how those needs were met, or not met, in the workplace; and the behavioral approach in which behaviorists based their work on B. F. Skinner's theories, and focused on the consequences of workers' behavior.
Worker motivation theories focus on explaining employee behavior in the workplace. What really causes worker behavior? is one of the unanswered questions. Both cognitive and behavioral theorists could show evidence that some aspects of their theories were correct (Boyett & Conn, 1991, p. 96-97). However, the landmark study based on the research of Elton Mayo conducted at Western Electric's Hawthrone Works in Cicero, Illinois from 1927 to 1932 proved the existence of a relationship between human relations and productivity.
Initially, the study focused on environmental factors such as lighting and temperature. The researchers were surprised to find that the subjects were responding to social and personal variables such as management consideration, group affiliation, and special recognition. The study proved that interpersonal relationships improved morale, which then increased productivity. Providing evidence of the importance of human relations in organizations, Mayo's work had an enormous impact on the way management interacted with workers. He legitimized the human factor as an element in business operations. As a result of this study, the professions of industrial psychology, personnel management, and organizational development came into prominence. Mayo's research at Western Electric's' Hawthorne Works made such an impact because of the thinking and practices regarding the treatment...