Motivation is the process that account for an individual’s intensity, direction and persistence of effort towards attaining a goal. Motivation is subjective and differs from person to person (Armstrong, 2012). However at times different theories have been proposed about motivation. Maslow’s and Herzberg’s theories are two of the early theories of motivation.
Maslow’s Need Hierarchy Theory
Abraham Maslow proposed this theory in 1943. This theory comprises a five-tier of human needs depicted as hierarchical level within a pyramid. According to this theory, human beings are motivated by a hierarchy of needs. He has categorized the human needs as physiological, safety, social, esteem and self-actualization need. The physiological need is considered the lowest level of need and self-actualization is considered the highest level need. Once the lower level needs are met, people will move to the higher level needs in the hierarchy. That is upon the fulfillment of physiological need, people will move towards safety need. Once the safety need is met, they will move to social need and the process goes on till the self-actualization need is met (Armstrong, 2012).
Herzberg’s Two-Factor Theory
This theory was proposed by Frederick Herzberg in 1959. According to this theory, there are two types of factors in any workplace: one that results in satisfaction and the other that prevents from dissatisfaction. These factors are divided as hygiene factors and motivational factors. Hygiene factors are the factors that surrounds the job and motivators are concerned with the job itself. As per this theory, workers may be demotivated in the absence of hygiene factors (pay, working condition, relationships at workplace etc.) but their presence may not motivate them. On the other hand, the motivational factors (more responsibility, challenging work, appraisal etc.) will motivate the employees (Armstrong, 2012).
Although these theories were appealing to many people, research has not supported either theory to any great extent (Gerhart & Rynes, 2003). So these days they are not as relevant as they were in the past.
Maslow has provided no empirical substantiation and several studies found no evidences to support the theory. There is lack of hierarchical structure of needs as suggested by Maslow. The attempt to meet the needs may not follow the hierarchy or sometimes overlap each other. For example a person may be deprived of physical needs but strive for self-actualization or person may want security and social need at the same time. Sometimes people are not aware about their own needs and the measurement of satisfaction of need is not possible which complicates the theory. It is not necessary that people are motivated by the unfulfilled needs and it is difficult to maintain the direct relationship between needs and behavior of people as suggested by this theory.
The methodology is limited as Herzberg’s theory is based on self-reports and the reliability of the theory is questionable (Armstrong, 2012). Though the theory has classified the organizational factors into hygiene and motivational factors, there are some factors that cannot be clearly classified as one of these. The individual differences affect the impact of these factors so it cannot be generalized. Since this theory is derived based on the response of engineers and accountants, it is not conclusive. Herzberg’s theory has given more importance to the job enrichment that job satisfaction.
References
Armstrong, M. (2012). Armstrong’s Handbook of Human Resource Management Practices. London.
Gerhart, B., & Rynes, S. L. (2003). Compensation: Theory, Evidence and Strategic Implications. London: Sage Publications.
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Motivation is the process that account for an individual’s intensity, direction and persistence of effort towards attaining a goal. Motivation is subjective and differs from person to person (Armstrong, 2012). However at times different theories have been proposed about motivation. Maslow’s and Herzberg’s theories are two of the early theories of motivation.
Maslow’s Need Hierarchy Theory
Abraham Maslow proposed this theory in 1943. This theory comprises a five-tier of human needs depicted as hierarchical level within a pyramid. According to this theory, human beings are motivated by a hierarchy of needs. He has categorized the human needs as physiological, safety, social, esteem and self-actualization need. The physiological need is considered the lowest level of need and self-actualization is considered the highest level need. Once the lower level needs are met, people will move to the higher level needs in the hierarchy. That is upon the fulfillment of physiological need, people will move towards safety need. Once the safety need is met, they will move to social need and the process goes on till the self-actualization need is met (Armstrong, 2012).
Herzberg’s Two-Factor Theory
This theory was proposed by Frederick Herzberg in 1959. According to this theory, there are two types of factors in any workplace: one that results in satisfaction and the other that prevents from dissatisfaction. These factors are divided as hygiene factors and motivational factors. Hygiene factors are the factors that surrounds the job and motivators are concerned with the job itself. As per this theory, workers may be demotivated in the absence of hygiene factors (pay, working condition, relationships at workplace etc.) but their presence may not motivate them. On the other hand, the motivational factors (more responsibility, challenging work, appraisal etc.) will motivate the employees (Armstrong, 2012).
Although these theories were appealing to many people, research has not supported either theory to any great extent (Gerhart & Rynes, 2003). So these days they are not as relevant as they were in the past.
Maslow has provided no empirical substantiation and several studies found no evidences to support the theory. There is lack of hierarchical structure of needs as suggested by Maslow. The attempt to meet the needs may not follow the hierarchy or sometimes overlap each other. For example a person may be deprived of physical needs but strive for self-actualization or person may want security and social need at the same time. Sometimes people are not aware about their own needs and the measurement of satisfaction of need is not possible which complicates the theory. It is not necessary that people are motivated by the unfulfilled needs and it is difficult to maintain the direct relationship between needs and behavior of people as suggested by this theory.
The methodology is limited as Herzberg’s theory is based on self-reports and the reliability of the theory is questionable (Armstrong, 2012). Though the theory has classified the organizational factors into hygiene and motivational factors, there are some factors that cannot be clearly classified as one of these. The individual differences affect the impact of these factors so it cannot be generalized. Since this theory is derived based on the response of engineers and accountants, it is not conclusive. Herzberg’s theory has given more importance to the job enrichment that job satisfaction.
References
Armstrong, M. (2012). Armstrong’s Handbook of Human Resource Management Practices. London.
Gerhart, B., & Rynes, S. L. (2003). Compensation: Theory, Evidence and Strategic Implications. London: Sage Publications.