Theories of Motivation
Two-Factor Theory and Hierarchy of Needs
Similarity
Hertzberg introduces the Two-Factor Theory and asserts that the theory influence motivation. Motivator factor encourages employees to improve their performance and to achieve satisfaction. Example of motivating factors includes recognition and career promotion, Hygiene factor are factors which if there are not included in daily life, they discourages employees and causes dissatisfaction (Richard, 2013). Examples of demotivating factor include lack of employer-employee relationship, poor salary, poor work conditions and more. Herzberg states that both factors have separate concepts and work independently. This means that both factors should be applied in creating satisfaction (Richard, 2013). For example, the leader can motivate workers by job enrichment like assigning responsibility in specific area and motivate them to work hard.
The theory of ‘Hierarchy of needs’ by Abraham Maslow states that human beings must pass through 5 levels of hierarchy and each level is important in motivating. Individuals must meet physiological needs such as water and food, safety needs such as financial security, love from family and friends, esteem which should be achieve from respect from others and self-confident, and last is self-actualization which is achieved through the desire to create achievable goals and to focus on great things (Miner,2007). The theory means that employer have the responsibility to ensure that employees can access all the things they need to stay motivated. For example, leader can create a safe environment by implementing codes of ethics and legislation. Employers will feel secure from unethical issues and improve performance to achieve the organization’s goals (Miner, 2007).
Both theories are important and provide similar ideas on motivating employees with different types of needs. They both focus on issues which are essential to human being and which are highly needed to find satisfaction. Employees are different and so organization need to practice diversity in meeting employees’ needs. In other words, both theories focusing on motivation on a scale and the different levels are needed by employees to achieve satisfaction and to stay motivated. Maslow develops the ‘Hierarchy of needs’ which has to do with safety, security, good healthy and more (Miner, 2007). Hertzberg adds similar ideas and states that in workplace, employees need good payment, strong relationship and more to feel motivation (Richard, 2013). Both ideas from authors go hand in hand and they play role in employee motivation.
Difference
A big different between the two theories is that Maslow asserts that people should pass through a hierarchy level and each level should play the role of motivating. No one should go to the next level without completing a certain level (Miner, 2007). Contrary, Herzberg introduces hygiene and motivator theory and they do not have a rigid structure where one should complete one level in order to go to the next level (Richard, 2013). Maslow’s theory focus on the satisfaction which is achieved through providing human needs while Hertzberg does not focus on human needs but rather focus on recognition and achievements. Maslow is descriptive and provides a long experience to explain the need for basic needs. His theory is applied to developing countries and uses the notion that for people to be motivated and satisfied, financial security is a concern (Miner, 2007). However, Hertzberg is prescriptive where he uses actual information to support his ideas on motivating factors. It is also applied in things like career promotion and company policies. Unlike in Maslow’s theory where hierarchy needs are required to motivate, Hertzberg motivating factors rely on recognition and other related things (Richard, 2013).
Reference
Richard, A. (2013). Job Satisfaction from Herzberg's Two Factor Theory Perspective. München: GRIN
Verlag GmbH.
Miner, J. B. (2007). Organizational behavior: 4. Armonk, N.Y: M.E. Sharpe.
