Theories Of Motivation: Analysis Of Maslow’s Hierarchy Of Needs And Hertzberg’s Two Factor Theory

Introduction

Numerous psychologists have contributed to the theories of motivation which most organizations use as a tool to aid in efficiency and effectiveness of employees. The theory of motivation can be approached from various perspective, however, they all share common factors that there is a link between individual needs and work rewards. Fundamental to all the popular theories of motivation, includes those of Abraham Maslow and Frederick Herzberg; they believe that employees are motivated to perform better when offered something they want or something they believe will be satisfying.

Motivation is the process by which a person’s efforts are energized, directed and sustained toward attaining a specific goal or simply the need or desire to do something. That need can be biological, social or emotional; which can lead us into accomplishing various goals such as completing school, losing weight or saving for the future, motivation is what get you moving or propels you to go forward.

Abraham Maslow is among the some of the most prominent psychologists of the twentieth century, his hierarchy of needs is an image that is familiar to most business students and organizations. Maslow proposed a hierarchy of human needs based on two grouping, deficiency needs and growth needs. The theory is based on a simple premise that human beings have needs that are hierarchically ranked. Maslow’s view was that the five most important types of needs formed a hierarchy where the lower order needs were at the bottom and higher order needs were at the top (according to priority); those needs begin with physiological, safety, social, esteem and self-actualization.

Physiological needs refer to the need for food, water, and other biological needs, as soon as physiological needs are satisfied, people tend to become concerned about safety and security in various aspects. Social needs take into consideration the need to bond with other human beings, to be loved, and form lasting relationships and bonds with others. Esteem need refers to the desire to be respected by others, feeling of being important to others, and to be appreciated, these are more prominent once you pass the social needs. The final need is self-actualization which means to maximize one’s full potential, this need reveals itself by the desire to obtain new skills, take on new challenges, and perform in a way that will result in the attainment of one’s life goals...Maslow argued that most of the needs could never be fully satisfied but a person moves up in the hierarchy when a need is significantly satisfied. He believed the need for self-actualization could not be fully satisfied because an individual would continue to be motivated by new challenges in their daily life. A consequence of Maslow’s preoccupation with self-actualization was that interesting parts of theory were underdeveloped.

Moslow believed that the hierarchy of needs in humans are innate and they will always do what they must to fulfill the levels of needs, he also believed that one uses his motivation, tenacity and drives to propel him in throughout his life time. Aron Walston is the perfect example of how the motivators in a person’s life can influence one’s actions and behavior. Aron was out climbing in Utah’s Bluejohn Canyon when a giant rock shifted under his feet and he fell which eventually pinned his arm to the Canyon wall. He was stuck in the Canyon and he hadn’t told anyone where he was going, for the next five (5) days Ralston tried to move the rock but was unsuccessful; he ate the remaining food he had with him and drank the last of his water. Overwhelmed with thirst he eventually he drank his own urine and went on the video tape himself of od what he was convinced was his last moments. Ralston fell asleep and had a dream, he saw himself as a father holding his child and reconnecting to his family and society and because of that dream the uncontrollable will to survive kicked in. He broke his arm and sawed through his flesh with a pocket knife and freed himself, Aron harnessed some of humans most powerful forces, the desire to belong and be a part of a family, hunger, thirst and the will to live; in the end he harnessed the power of motivation.

Among the well know motivational theorists is Frederick Hertzberg, who became well known for his two-factor theory of employee motivation at work. He conducted a survey of approximately two hundred (200) accountants in the 1950’s and he was specifically looking to find out which job-related factors led to extreme satisfaction or dissatisfaction on the job. In contrast to Maslow’s view that individuals with a well-ordered hierarchy of needs that motivate people are innate, Herzberg argued that an individual’s relation to work is basic and that one’s attitude can determine his success or failure, he wanted to find out what individuals wanted from their jobs. He lamented that the opposite of ‘satisfaction’ is not ‘dissatisfaction’ but ‘no satisfaction’ and opposite of ‘dissatisfaction, is ‘no dissatisfaction’ completely against the traditional views of others (Management Study Guide 2017). Herzberg’s model draws a distinction between the two groups of factors, the hygiene factor and motivating factor, he believed that these factors are often derived from a person’s job itself.

Herzberg believed that if the hygiene factors, for example salary, working conditions, work environment, safety and security are unsuitable at the workplace, this can make individuals unhappy, dissatisfied with their job he also believed that a worker will only turn up to work if a business has provided a reasonable level of pay and safe working conditions but these factors will not make him work harder at his job once he is there; while motivating factors on the other hand can increase job satisfaction. Motivation is based on an individual's need for personal growth, if these elements are effective, then they can motivate an individual to achieve above-average performance and effort. Maslow’s Hierarchy of Needs theory (1954) was the basis upon which Herzberg led his research and resulting in the Motivation-Hygiene theory or Two Factor theory (1959). Herzberg argues that hygiene factors which includes (company policy and administration, supervision, salary, interpersonal relationships and working conditions) are required to ensure that employees are not dissatisfied, while motivation factors which includes (achievement, recognition, work itself, responsibility and advancement) are also required to ensure employees satisfaction and maintain high performance. Herzberg theory is based on the use of motivators which includes achievements, recognition, growth and opportunity compared to Maslow’s which is based on their innate human needs as well their satisfaction. Thus I conclude, both motivational theories conducted by Maslow and Herzberg have a lot of similarities, however, the main difference between both is that; the basis of Maslow’s theory is human needs and their satisfaction while on the other hand Herzberg’s theory relies on reward and recognition. Both theories are used across the world in schools and businesses.

References

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