Theories Of Motivation

(Maslow And
Herzberg)
 What Is Motivation?

Motivation is derived from Latin words

movere which means “to move”

Motivation is the result of processes, internal

or external to the individual, that arouse
enthusiasm and persistence to pursue a
certain course of action.
 Importance Of Motivation
In Industry
• High Employee Performance

• Low employee turnover and absenteeism

• Better Organizational Image

• Better Industrial relations

• Acceptability to change

• Better quality orientation

• Better Productivity
Maslow’s Need
Hierarchy
Theory
 Abraham Maslow
⚫ Abraham was born in Brooklyn since 1908 –
1970.

⚫ Maslow was a psychologist who studied the

lives and activities of individuals that he
found considered them to be “successful
and productive”.

⚫ Maslow’s is a famous theory which

encompass everything from basic needs
to self-actualization in order to
demonstrate what motivates people.
 Maslow Theories
This theory

⚫ There are 5 levels of needs

⚫ All these needs are arranged in a hierarchy

⚫ Once one level is satisfied, the next level will emerge as the depressed
need seeking to be satisfied

⚫ The physiological and security needs are finite but the needs of higher
order are infinite and are likely to be dominant in persons at higher
levels in the organization.

⚫ Maslow suggests that various levels are interdependent and overlapping.

Maslow Levels Of Pyramid
 Physical Needs
Level One
• Physiological needs are those required to
sustain life, such as:
– Air
– Water
– Nourishment
– Sleep
• According to Maslow's theory, if such needs are
not satisfied, then one's motivation will arise
from the quest to satisfy them. Higher needs
such as social needs and esteem are not felt until
one has met the needs basic to one's bodily
functioning.
 Safety Needs
Level Two
• Once physiological needs are met, one's
attention turns to safety and security in order to
be free from the threat of physical and
emotional harm. Such needs might be fulfilled
by:
– Living in a safe area
– Medical insurance
– Job security
– Financial reserves
• According to Maslow's hierarchy, if a person
feels that he or she is in harm's way, higher
needs will not receive much attention.
 Social Needs
Level Three

• Once a person has met the lower level

physiological and safety needs, higher level
needs become important, the first of which
are social needs. Social needs are those
related to interaction with other people and
may include:
– Need for friends
– Need for belonging
– Need to give and receive love
 Esteem Needs
Level Four
• Once a person feels a sense of "belonging", the need to
feel important arises. Esteem needs may be classified as
internal or external. Internal esteem needs are those
related to self-esteem such as self respect and
achievement. External esteem needs are those such as
social status and recognition. Some esteem needs are:
– Self-respect
– Achievement
– Attention
– Recognition
– Reputation
• Maslow later refined his model to include a level between
esteem needs and self-actualization: the need for
knowledge and aesthetics.
 Self - Actualization
Level Five
• Self-actualization is the summit of Maslow's hierarchy of needs. It is
the quest of reaching one's full potential as a person. Unlike lower
level needs, this need is never fully satisfied; as one grows
psychologically there are always new opportunities to continue to
grow.
• Self-actualized people tend to have needs such as:
– Truth
– Justice
– Wisdom
– Meaning
• Self-actualized persons have frequent occurrences of peak
experiences, which are energized moments of profound happiness
and harmony. According to Maslow, only a small percentage of
the population reaches the level of self-actualization.
 Implications for Management:
If Maslow's theory holds, there are some
important implications for management. There
are opportunities to motivate employees
through
management style
job design
company events
and compensation packages, some
examples of which follow:
Continuation
 Continuation
However, not all people are driven by the same
needs - at any time different people may be
motivated by entirely different factors. It is
important to understand the needs being
pursued by each employee.

To motivate an employee, the manager must be

able to recognize the needs level at which the
employee is operating, and use those needs as
levers of motivation.
 Criticism
⚫ Researchers have proved that there is lack
of hierarchical structure of needs as suggested
by Maslow, as
Some people may have deprived of lower
level needs but strive for self actualization.

⚫ There is little evidence to suggest that people

are motivated to satisfy only one need level at a
time

⚫ There is a conflict between needs

Herzberg’s Two Factor Theory
Frederick Herzberg
• Frederick Irving Herzberg: April
18th 1923 -January 19th 2000 in
Massachusetts.
• He was an American
psychologist.
• One of the most influential
names in business management
for introducing:
Job enrichment
The Motivator-Hygiene theory.
 All About Two Factor Theory
Two Factor Theory states that there are certain
factors in the workplace that causes in job
satisfaction, while a separate set of factors cause
dissatisfaction.
 The Dual Structure Theory
• Herzberg proposed the Motivation-Hygiene
Theory, also known as the The Dual Structure
Theory or Two factor theory (1959) of job
satisfaction.
• According to his theory, people are influenced
by two sets of factors:
Motivatoion Factors
Hygiene Factors
 Fundamentals
• Satisfaction and dissatisfaction are not on a
continuum with one increasing as the other
diminishes, but are independent phenomena.
• This theory suggests that to improve job
attitudes and productivity, administrators
must recognize and attend to both sets of
characteristics and not assume that an
increase in satisfaction leads to an decrease in
unpleasurable dissatisfaction.
• Satisfaction which is mostly affected by the
"motivator factors". Motivation factors help
increase the satisfaction but aren't that
affective on dissatisfaction.
• Dissatisfaction is the results of the "hygiene
factors". These factors, if absent or inadequate,
cause dissatisfaction, but their presence has
little effect on long-term satisfaction.
 Factors Affecting Job
Attitudes
Leading to Dissatisfaction Leading to Satisfaction

Company policy Achievement

Supervision Recognition
Relationship w/Boss Work itself
Work conditions Responsibility
Salary Advancement
Relationship w/Peers Growth
 Implications for Management
• If the motivation-hygiene theory holds,
management not only must provide hygiene
factors to avoid employee dissatisfaction, but
also must provide factors intrinsic to the work
itself in order for employees to be satisfied
with their jobs.
• Herzberg argued that job enrichment is
required for intrinsic motivation, and that it is
a continuous management process.
 Criticism
• Critics of Herzberg's theory argue that the
two-factor result is observed because it is
natural for people to take credit for
satisfaction and to blame dissatisfaction on
external factors.
• Furthermore, job satisfaction does not
necessarily imply a high level of motivation or
productivity.