Compare maslow alderfer herzberg theory

Influence basically works by offering to provide motivators in Herzberg's terms. He also stated that these factors on their own do not lead to job satisfaction but their absence can create dissatisfaction. Hygiene factors satisfiers include salary, working condition and fringe benefits.

The power motive can be defined as a "recurrent preference or readiness for experiences of having impact, control, or influence over others and the world" McClelland, ; Winter, For most people money is not a motivator - despite what they might think and say.

Maslow's and Herzberg's Theories

This research has broadened the understanding of motivating factors and job satisfaction in the work place. Content theories may also be referred to as need theories as they focus on the importance of establishing what motivates us, trying to identify the needs of individuals and thus relating motivation to the fulfilling of these needs.

Unless an individual has food and shelter, Maslow believed it was pointless trying to motivate them at a higher level. It also indicates that achievement and company policy have significant impact on the overall level of employee job satisfaction, suggesting that managers need to focus more on these factors to better motivate employees.

Other examples include decent working conditions, security, pay, benefits like health insurancecompany policies, interpersonal relationships. But maybe a bit more rational.

Managers must recognize that an employee has multiple needs, that must be satisfied simultaneously. Their absence does not cause any particular dissatisfaction, it just fails to motivate.

Comparison of Maslow and Herzberg Theory of Motivation

Figure 1- Maslow's Hierarchy of Needs Model Mullins, p Maslow believes that we must first achieve physiological needs as they are vital for our survival. Hygiene factors are extrinsic and include factors such as salary or remuneration, job security and working conditions.

To understand the critical importance of people in an organization it is necessary to have an inclusive harmonization between the human element and the organization itself.

How Motivation Theories Impact The Workplace

Unlike in the case of Herzberg, only higher level needs are counted as the motivator. Work and the nature of man. Thus the final basic propositions are as follow [2]: Measuring them is not very easy.

But is that a safe assumption. Or just something that can be done if you have the leisure time. Power involved a threat to reduce your well-being, causing dissatisfaction. Elton Mayo conducted various behavioural experiments to explore methods of motivating staff, from the research he conducted he concluded that staff were not only motivated by pay, work conditions and moral but also psychological and social factors.

Do any of these theories have anything useful to say for managing businesses. McClelland's need theories show that people want three things achievement, affiliation and influence, and people who want to be seen as a high achiever will take on tasks at work to show others that they a good leader, someone that people will respect and listen to when solutions need to be made through teamwork Ratzburg, The third and fourth levels of Maslow.

Each of these needs influence motivation within an individual, McClelland suggested that these needs or motivators are acquired over time and vary from person to person dependent on their life experiences. Self-actualisation needs represent the highest tier of the hierarchy and are needs concerned with self-fulfilment or personal growth.

Alderfer also revised Maslow’s theory in three other ways: He argued that the three need categories form a hierarchy only in the sense of decreasing concreteness. That is, as we move from, a focus on existence to relatedness to growth needs, the ways we can.

They include: Maslow' hierarchy of needs model Herzberg's two-factor theory Alderfer's modified need hierarchy model McClelland's achievement motivation theory McGregor's X and Y theory Maslow's Hierarchy of Needs.

Frederick Herzberg - Motivational theory Frederick Herzberg (), clinical psychologist and pioneer of 'job enrichment', is regarded as one of the great original thinkers in management and motivational theory. Management > Herzberg.

Herzberg's Motivation-Hygiene Theory (Two Factor Theory) To better understand employee attitudes and motivation, Frederick Herzberg performed studies to determine which factors in an employee's work environment caused satisfaction or dissatisfaction. Mar 02,  · justice area—and the motivation processes as identified in one of the following theories: • Maslow • Alderfer • Herzberg • Acquired needs Demonstrate how your selected agency applies the motivation theories to workplace productivity.

Is it achieving the desired results?

Theories of Motivation

Understanding how Maslow, Alderfer and Herzberg are interrelated. The motivation theories of Maslow (Hierarchy of Needs), Alderfer (ERG Model) and Herzberg (Two-factor theory) are closely related.

They can be linked and cross-referenced although each theory can challenge the others complete findings.

Compare maslow alderfer herzberg theory
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Comparison of Maslow and Herzberg Theory of Motivation