Motivation-Maslows Hierarchy of Needs and Herzberg Two Factor

I intend to explore Maslows hierarchy of inescapably and Herzberg deuce factory theories and indentify the key differences that exist between them, and explain how they send packing be applied by managers to impel staff. Both argon frame establishs of content theories, a content system is angiotensin converting enzyme where we merchant ship attribute a akin set of extremitys to each(prenominal) individuals ( Fincham and Rhodes, 2005, pg 193) Maslows Hierarchy of directs is stapleally based on a pyramid depicting the contrary types of inescapably that wiz has. At the bottom of the hierarchy be the physiological unavoidably, these be the subsistence rents that one needs to survive such(prenominal) as food, lovingness clothing and shelter.The next stage up from there is the security needs, this is refer with the need that humans film of intuitive feelinging safe and away from danger. Progressing from there is the social needs, this focuses on the needs of giving and receiving affliativeness, belonging and love (Fincham and Rhodes, 2005, pg 195). to a higher(prenominal) place that you have the self-esteem needs which are meeting the needs that one has for winment, independence and freedom( 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 satisfied this can prove to be an influential source of our motif as do evident by Maslow contends that if we have met the other four basic needs, the need for self-actualization is potent enough to serve as our primary inducement for all carriage. ( Oleson, 2004). The theory therefore suggests that we are kickoff motivated by our basic needs, at once this is come throughd, our behaviour is focused on lusty our safety needs, once this is achieved we look to fulfil our esteem needs, and so on and so forth.Showing that once one direct is achiev ed, it will have little influence in motivating us, but preferably it would be the above stage in the pyramid. Therefore indicating it would not be sufficient for managers just to pay employees to motivate them, as employees who have satisfied their physiological needs, they would be seeking to achieve their safety needs, from there they would be looking to satisfy social needs and so on, implying that employees would be continuously looking to fulfil to a greater extent and more of their needs, this means that employers can never do too much. Employers should strive to arrive at 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 whitethorn wish to introduce more give away group projects, or organise sports activities. To cater for the esteem needs managers whitethorn consider delegating authority to them, as this would reflect that they have confidence in the competency o f the give-up the ghoster, alternatively managers can provide the employee with the opportunity to wax their skills or qualification via training at the expense of the firm, this would make 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 become the motivator. I will right off begin to discuss Herzbergs cardinal factor theory which was substantial 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 work situation satisfies or dissatisfies these needs. ( Anderson, Gudmundson, Lundberg, 2008).The first element is referred to as the hygienics factors and relate to the working conditions, salary, job security, dramatise policy, supervisors and interpersonal relations ( Fincham and Rhodes, 20 05). Herzberg claimed if these factors were absent it would go out to dissatisfaction, but the mere reality of such conditions would not lead to increased demand. Whereas the most inbuilt 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 in the first place concerning the work conditions, and the other the actual job itself. The theory differs to that of Maslows as it does not recognise pay as being a motivator but rather a hygiene factor. This means that managers who are to practice the teachings under this model should not use high salaries as a means of them trying to stimulate motivation, but should rather improve the congenital 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, twain are well renowned and well paid middle mannikin 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 appear 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 highlighting 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 e xposed to an environment where workers can socialise, as failing to do this would lead to dissatisfaction.Whereas in the case for Maslows hierarchy of needs managers would perceive the purpose 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 comply with the self-esteem needs under Maslow, considering that they are twain satisfied by common conditions such as achievement and recognition.As a result of these findings from both(prenominal) theories, there seems to be fairly strong evidence to suggest that employees slay 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 senses of achievement.This can perhaps be achieved by challenging employees, recognising their upright 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 subordin ates job structure curiously when their ambition is to motivate staff. Under Herzberg work conditions would not constitute as a motivator this is contrary to Maslows 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 following 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 wor kers in hospitality and tourism Tourism Management. Volume 30 Issue 6, pages 890-899. Fincham, R. and Rhodes, P. (2005). Principles of Organizational Behaviour. refreshed York Oxford University Press Oleson, M. (2004). Exploring the relationship between money attitudes and Maslows hierarchy of needs transnational Journal Of consumer studies, Volume 28, pages 83-92.