Motivational Theory

Maslow’s Hierachy of Needs Theory

 The theory of ‘Hierarchy of Needs’ was formulated by Maslow. The theory focuses on human motivation and satisfaction of psychological needs. In the hierarchy of needs, Maslow states that  human being have different levels of needs and  in order to motivate behaviors, all the needs should met starting with the basic  needs.  For example, the needs are divided into two groups namely-deficiency needs-food, rest, friends, sense of belonging and growth needs- self-fulfillment needs (Armstrong, 2002). The main point is that when deficiency needs are fulfilled, it will be easier to fulfill growth needs. Note that in order to achieve self-actualization; people must fulfill social needs like food, shelter, security, love, self-respect and more (Armstrong, 2002).  The benefits of this theory are that in organization, managers are able to analyze the needs which employees need to improve performance. Organization is able to evaluate a qualitative difference among various needs. However, the theory has drawbacks in that it assumes that the hierarchy of needs applies to all individuals but failures to consider cultural differences (Armstrong, 2002).  

 

Herzberg’s two-factor-theory

 After conducting a comprehensive research on job satisfaction and dissatisfaction, Herzberg came up with two-factor model.  His research and other various studies concluded that job satisfaction or employee motivation is influenced by satisfiers (recognition, responsibility, etc). On the other hand, job dissatisfaction is influenced by hygiene factors (company policy, security, etc).  Herzberg explain the meaning of the theory by introducing intrinsic motivators- employees’ motivation is influenced by factors such as acceptance, honor, social  status and  extrinsic motivators- motivation is influenced  by outside sources such as bonuses (Armstrong, 2002).  Generally, employee satisfaction and work performance is influenced by things like recognition and dissatisfaction is influenced by things like salary, benefits, policies and more. The theory is beneficial to organization in that managers are able to eliminate dissatisfaction through eliminating strict rules and policies, creating a supportive culture, safety and security. However, the theory focuses more on satisfaction but overlooks productivity.  In addition, situational variables and satisfaction measures are not considered (Armstrong, 2002).

 

Expectant theory

 

 Expectant theory was formulated by Victor Vroom and he states that motivation comes from individual’s goals. In other words, by setting realistic goals, a person will strive to follow specific behaviors to achieve the goals.  Behaviors matters a lot since they determine achievement or failure. For example, employees are motivated by skills and abilities which increase performance. The organization also supports the expectancy theory by ensuring an effective payment system, positive conditions of working, security and more (Armstrong, 2002). In other words, there should be performance and outcome should   relate.  The theory is beneficial in that it focus on people and the need to make personal choices.  People are motivated by a reward and this indicates that effort is made to achieve the reward. However, the theory has drawback in that effort and performance may not be the key elements to achieve a reward.  Note that education and skills play part (Armstrong, 2002).

 

Similarity

The three motivation theories have similarities. All theories show that motivation is influenced by similar factors.  For example, Maslow show that  that  an individual   need basic needs such food, shelter, love  and  more in order to  achieve goals in life.  This related to Herzberg theory in that for an employee to improve performance, organization must show recognition, responsibility, pay increase and more. On the expectant theory, motivation is influenced by expectations (Armstrong, 2002).  However, for expectations to be met, organization but provides resources which employees with use to achieve the goal. The same way Maslow and Herzberg  offer factors which influence motivation, Vroom states that employees need value (security, self-actualization, and higher pay) for them to work hard and achieve the goals (Armstrong, 2002).

Differences

             There is difference in the theories based on the structure.  Maslow focus on fulfilling basic needs starting from low order needs such food, shelter and more in order to have the strength to progress with life and achieve the ultimate goals. Hertzberg on the other hand does not focus on motivational factors toward life in general but rather he focuses on motivational factors toward work accomplishment (Armstrong, 2002).  Unlike Maslow who states that self-actualization cannot achieve without basic needs, Hertzberg states that self-actualization is a satisfier in workplace. Expectant theory also stands on its own by putting emphasize on effort and performance. In order to achieve the goals, you have to work hard.  Unlike other theories, Vroom also focus on organization role to  reward and performance should be connected  by providing training to enhance better performance (Armstrong, 2002).

 

The best motivational theory

 I believe that Maslow theory is the best for internal motivation.  First, I agree with Maslow that   there should a hierarchy of need which structures the important needs to meet in life before achieving higher level needs.  From my own opinion, I feel that human beings must   feel a sense of well-being by fulfilling the basic needs such as food and shelter.  Udechukwu (2009) supports this theory by stating that modern organization meets various challenges contributed by employee turnover. The article focuses on correctional officers and the higher turnover due to inhospitable conditions, limited resources among other challenges.  The author states that the root cause of the problem is failure to meet the psychological needs of collection officers (Udechukwu, 2009). Despite the fact they easily achieve safety, love and other psychological needs, correctional offers lack self-actualization. They face social and economic problems rooted from minimal economic development, limited property values, limited options and more.  Generally, in the hierarchy of need, psychological needs are met by 80% but self-actualization is never met. With respect to the research from this article, I believe that Maslow’s theory is the best and managers  should  ensure that after fulfilling the  employer’s psychological needs (wages, security, safety, benefits and more), they also  ensure employees achieve  self-actualization through job  enrichment, participatory decision making, rewards, freedom and more to develop self-esteem (Udechukwu, 2009).

 

 B.K Skinner was a leader who used behaviorism. He states that it is easier to understand behavior by focusing on actions and its result. As the leader of behavior, Sinner developed Operant conditioning  and stated that  behaviors  is impacted by both positive reinforcement-provides  a rewarding consequence and negative reinforcement-removes a negative stimulus and unpleasant experience. Behaviorisms focus on observable behaviors and its reinforcements are effective in shaping behaviors.  Sartre is leaders who used existentialism and stated that human being have the responsibility to make rational decisions. In addition, individuals have freedom and universal authority. Action and personal decisions are the key elements in addressing the challenges faced in life (Bek, 2015).

 

 

 

 

 

 

Reference

 

Udechukwu, I. I. (2009). Correctional Officer Turnover: Of Maslow's Needs Hierarchy and Herzberg's

Motivation Theory. Public Personnel Management, 38(2), 69-82.

 

Armstrong, M. (2002). Employee reward. London: Chartered Inst. of Personnel and Development.

 

 Bek Christopher. (2015). TheTheory of One: Realizingthe Dream of a Final Theory. FriesenPress,