Abstract
M. Ing.
This dissertation provides an overview of the problem of employee (specifically young South
African Engineers) motivation by comparing certain classical motivation theories to actual
statistical results. The classical motivation theories evaluated in this dissertation are divided into
three distinct categories:
Individual Difference Theories (Maslow’s Hierarchy of Needs Theory,
Alderfer’s ERG Theory),
Managerial Behavior Theories (Skinner’s Reinforcement Theory
Goal Setting Theory), and
Job and Organizational Context Theories (Herzberg’s Two Factor Theory
Job Enrichment Theory).
Survey results were obtained from a survey commissioned by the Engineering Council of South
Africa. Results are compared to the motivation theories and the theories are evaluated
accordingly. From the evaluation, it follows that for most young South African Engineers,
motivation theories that address individual difference and/or managerial behaviors do not lead to
substantial increases in motivation.
This study suggest that theories which address the organizational and job context in which young
South African engineers perform their jobs, are most successful at motivating and retaining the
engineers. Motivation is therefore not ensured by offering large salaries, but rather by ensuring
that jobs are interesting and rewarding and that the organizational contexts in which the job is
performed, is flexible and pleasant.