'Motivation-Maslows Hierarchy of Needs and Herzberg Two Factor\r'

'I intend to explore Maslows power structure of require and Herzberg 2 cistrony theories and indentify the key difference of opinions that pull round surrounded by them, and explain how they nookie be applied by managers to affect staff. some(prenominal) ar examples of substance theories, a content surmisal is one(a) where â€Å"we can assign a similar set of unavoidably to all individuals” ( Fincham and Rhodes, 2005, pg 193) Maslow’s power structure of needfully is essentially based on a pyramid depicting the different types of of necessity that one has. At the bottom of the power structure ar the physiological inevitably, these ar the subsistence require that one require to survive much(prenominal) as food, warmth clothing and shelter.The attached show up from thither is the tri furthere unavoidably, this is c at one timerned with the need that adult male defend of observeing serious and away from danger. Progressing from there is the g enial necessarily, this foc commits on the require of â€Å" openhanded and receiving affliativeness, belonging and love” (Fincham and Rhodes, 2005, pg 195). Above that you nonplus the self-esteem needs which ar root word meeting the needs that one has for â€Å"achievement, independence and emancipation”( Fincham and Rhodes, 2005, pg 195). Finally at the top ar self- demonstrableisation needs, which relates to the need of one being up to(p) to fill his or her full potential.If all prior needs before this stage argon satisfied this can bring up to be an influential author of our pauperization as made evident by â€Å"Maslow contends that if we be possessed of met the other four underlying needs, the need for self-actualization is ‘potent enough to serve as our primary motivator for all expression”. ( Oleson, 2004). The theory therefore designates that we are basic motivated by our basic needs, once this is achieved, our behavior is focus ed on hearty our safety 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 bequeath call for little influence in motivating us, provided rather it would be the above stage in the pyramid. consequently indicating it would non be sufficient for managers skillful to pay employees to motivate them, as employees who adopt satisfied their physiological needs, they would be desire to achieve their safety needs, from there they would be look to accomplish social needs and so on, implying that employees would be continuously looking to fulfil more and more of their needs, â€Å"this message that employers can never do likewise much. Employers should strive to create 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 customary group projects, or organise sport s activities. To allow for the esteem needs managers may visualise delegating authority to them, as this would echo that they have faith in the might of the defecateer, alternatively managers can provide the employee with the probability to develop their skills or qualification via learning at the expense of the firm, this would make the employee feel valued.Managers can use Maslow’s Hierarchy of needs, to indentify which needs believe they are satisfy and this would help managers to determine which needs are yet to be satisfied, and these unfulfil take needs will be vex the motivator. I will now begin to discuss Herzberg’s two factor theory which was essential with interviewing 200 accountants and engineers. The theory implies that â€Å"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 th e hygiene factors and relate to the â€Å"working conditions, salary, production line security, company policy, supervisors and interpersonal relations” ( Fincham and Rhodes, 2005). Herzberg claimed if these factors were inattentive it would travel by to dis pleasure, but the mere mankind of such conditions would non lead to increase pauperization. Whereas the most inherent aspects of work that led to cognition, achievement and advancement were find 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 Maslow’s as it does not greet pay as being a motivator but rather a hygiene factor. This content that managers who are to implement the teachings under this copy should not use high salaries as a means of them arduou s to hassle motivation, but should rather improve the inseparable aspects of the job in order to alter an individual to satisfy needs of achievement, recognition etc.However, I mentioned before that the theory was found through the responses of accountants and engineers, some(prenominal) are puff up renowned and well paid core class posts, meaning that under Maslow’s pecking order of needs their basic are already likely to be effect hence there is no true(a) surprise why this did not come in as a motivator, and therefore does not contradict Maslow’s theory but rather reinforces it. A ifferent outcome may have occurred if Herzberg used professions that are not so well paid to the goal 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 calculate in the middle of Maslow’s hierarchy are only referred to as hygiene factors, therefore hi ghlighting a difference of opinion surrounded by 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 hold in that the employees are exposed to an environment where workers can socialise, as failing to do this would lead to dissatisfaction.Whereas in the case for Maslow’s hierarchy of 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 Herzberg’s theory. What Herzberg has referred to as motivators do concur with the self-esteem needs under Maslow, considering that they are both satisfied by car park 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 dea l 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 win over the nature of their roles so as to compound opportunities where they can gain senses of achievement.This can maybe be achieved by challenging employees, recognising their advanced 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.Maslow’s 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 footslogger’s job structure in particular when their ambition is to motivate staff. Under Herzberg work conditions would not constitute as a motivator this is contrary to Maslow’s 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(a) either of the theories. Inciting motivation from employees requires constant effort, Maslow’s 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 worker workers in hospitality and tourism’ touristry Management. Volume 30 Issue 6, pages 890-899. Fincham, R. and Rhodes, P. (2005). Principles of organizational Behaviour. 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.\r\n'