Motivation-Maslows Hierarchy of Needs and Herzberg Two Factor

I intend to explore Maslows power structure of inescapably and Herzberg ii factory theories and indentify the key differences that exist between them, and explain how they can be applied by managers to incite staff. Both be examples of content theories, a content theory is one where we can holding a similar set of demand to all individuals ( Fincham and Rhodes, 2005, pg 193) Maslows Hierarchy of involve is essentially establish on a pyramid depicting the different types of take ups that one has. At the bottom of the pecking order are the physiological needs, these are the subsistence needs that one needs to survive such as food, excitement clothing and shelter.The next stage up from there is the security needs, this is concerned with the need that humans lead of feeling safe and away from danger. Progressing from there is the social needs, this focuses on the needs of giving and receiving affliativeness, belonging and hump (Fincham and Rhodes, 2005, pg 195). Above that y ou have the self-esteem needs which are meeting the needs that one has for achievement, independence and independence( Fincham and Rhodes, 2005, pg 195). Finally at the top are self-actualisation needs, which relates to the need of one being able to fulfil his or her full potential.If all prior needs before this stage are commodious this can march to be an influential source of our want as made evident by Maslow contends that if we have met the early(a) four basic needs, the need for self-actualization is potent enough to serve as our primary motivator for all doings. ( Oleson, 2004). The theory therefore suggests that we are first motivated by our basic needs, once this is achieved, our behaviour is cogitate on lusty our gum elastic needs, once this is achieved we look to fulfil our esteem needs, and so on and so forth.Showing that once one level is achieved, it will have little play in motivating us, only if rather it would be the above stage in the pyramid. Therefore i ndicating it would non be sufficient for managers erect to pay employees to motivate them, as employees who have satisfied their physiological needs, they would be rendering to achieve their safety needs, from there they would be flavor to live up to social needs and so on, implying that employees would be continuously looking to fulfil more and more of their needs, this means that employers can never do too much. Employers should strive to in truthize opportunities for employees to satisfy as many of the needs from the pyramid as possible. For example for employees to satisfy their social needs, employers may wish to introduce more frequent gathering projects, or organise sports activities. To cater for the esteem needs managers may consider delegating authority to them, as this would reflect that they have faith in the strength of the flexer, alternatively managers can provide the employee with the opportunity to develop their skills or qualification via training at th e cost of the firm, this would conciliate the employee feel valued.Managers can use Maslows Hierarchy of needs, to indentify which needs believe they are satisfying and this would help managers to determine which needs are yet to be satisfied, and these unfulfilled needs will turn over the motivator. I will now begin to discuss Herzbergs two factor theory which was essential through interviewing 200 accountants and engineers. The theory implies that that humans have two different sets of needs and that the different elements of the ply situation satisfies or dissatisfies these needs. ( Anderson, Gudmundson, Lundberg, 2008).The first element is referred to as the hygiene factors and relate to the constituteing conditions, salary, transaction security, company policy, supervisors and interpersonal relations ( Fincham and Rhodes, 2005). Herzberg claimed if these factors were absent it would lead to dis contentment, but the mere existence of such conditions would not lead to incr eased motivation. Whereas the most intrinsic aspects of work that led to recognition, achievement and advancement were discovered to be the sources of employee satisfaction, and as such were referred to as motivators.This indicates that satisfaction and dissatisfaction arises through two different aspects of the job, one mainly concerning the work conditions, and the other the actual job itself. The theory differs to that of Maslows as it does not make love pay as being a motivator but rather a hygiene factor. This means that managers who are to weapon the teachings under this model should not use high salaries as a means of them trying to perplex motivation, but should rather improve the intrinsic aspects of the job in order to enable an individual to satisfy needs of achievement, recognition etc.However, I mentioned before that the theory was established through the responses of accountants and engineers, some(prenominal) are hygienic renowned and well paid middle class posts , meaning that under Maslows hierarchy of needs their basic are already likely to be fulfilled hence there is no real surprise why this did not deal in as a motivator, and therefore does not contradict Maslows theory but rather reinforces it. A ifferent outcome may have occurred if Herzberg used professions that are not so well paid to the extent where it would be difficult for one to satisfy basic needs, such as workers in less economically developed countries that are subject to exploitation. Social needs which appear in the middle of Maslows hierarchy are only referred to as hygiene factors, therefore foreground a difference of opinion between the two theories.This would be reflected in the actions taken by managers to motivate employees. Managers who are to follow the two factor theory may try and ensure that the employees are subject to an environment where workers can socialise, as failing to do this would lead to dissatisfaction.Whereas in the case for Maslows hierarchy o f needs managers would perceive the fulfilment of social needs to act as a motivator, and therefore they may put a greater emphasis on trying to achieve this through frequent group projects, outings, and sports activities, when compared to Herzbergs theory. What Herzberg has referred to as motivators do coincide with the self-esteem needs under Maslow, considering that they are both satisfied by common conditions such as achievement and recognition.As a result of these findings from both theories, there seems to be fairly strong evidence to suggest that employees gain a greater a deal of satisfaction from the intrinsic aspects of the job, as this is what ultimately leads to feelings of achievement, which seems to be a source through which employees gain motivation from both theories, therefore, suggesting that an effective tactic that managers can use to incite motivation within employees is to change the nature of their roles so as to incorporate opportunities where they can gain s enses of achievement.This can perhaps be achieved by challenging employees, recognising their safe(p) work via reward such as promotion. Having analysed both theories, I have discovered that there are both similarities and differences between them. For example both theories assume that individuals have the same set of needs, and they also recognise that if the higher level psychological needs are satisfied such as achievement, recognition, employees would become motivated. However, where the two theories differ are with the issue of hygiene and motivators.Maslows hierarchy effectively perceives all levels of the pyramid as the sources of motivation if they are yet to be fulfilled, whereas Herzberg made the distinction between sources of dissatisfaction and motivation. This theory may make managers reconsider their subordinates job structure particularly when their ambition is to motivate staff. Under Herzberg work conditions would not constitute as a motivator this is contrary to M aslows hierarchy which recognises that pay and the need to feel safe do act as sources motivation.This shows how the behaviour of managers may be different when succeeding(a) either of the theories. Inciting motivation from employees requires constant effort, Maslows Hierarchy of needs stresses that once a level is achieved the influence of that level on our motivation diminished, and if we focus on the two factor theory we would also come to realise that for employees to become motivated i. e. through satisfying senses of advancement, recognition etc, managers would therefore have to continuously seek ways of adapting the intrinsic aspects of the job to cater for such needs to be fulfilled.References Anderson T. D, Gudmundson A, Lundberg C. (2009). Herzbergs Two-Factor Theory of work motivation tested empirically on seasonal workers in hospitality and tourism Tourism Management. Volume 30 Issue 6, pages 890-899. Fincham, R. and Rhodes, P. (2005). Principles of Organizational Behav iour. New York Oxford University Press Oleson, M. (2004). Exploring the relationship between money attitudes and Maslows hierarchy of needs multinational Journal Of consumer studies, Volume 28, pages 83-92.