Abraham Harold Maslow was an American Psychology professor who contributed the renowned hierarchy of needs theory. In the theory Maslow gives five progressive stages of a humans motivation derived from needs. He explains that after the completion of one need the person can only be motivated by the next stage and the next until they reach self-actualization. The needs have been explained as
Physiological needs: This need is derived from the basic human requirement such as food, shelter, air, water, sex and sleep. After attaining all of these the next motivating factor would be safety.
Safety: People are motivated by safety. A safety from natural elements, social security, job security and security from things derived from fear.
Love/belonging: After safety comes the need for being loved and a sense of belonging in family, friends, work group and love.
Esteem: The next step of need for motivation would be the need of respect and status for the achievement they have collected.
Self-Actualization: The last stage would be self-actualization where all the previous needs dissipate and focused on self-improvement.
This was later changed to self-transcendence where the person starts doing well for humanity/society and religious works.
The theory has been criticized over time by many academics. One of the criticism face is that the hierarchy of needs does not have any scientific study and the hierarchy may not be true. Some may overlap and people may be motivated by two level at the same time.
Aside from this there have also been criticism that the theory is more relevant to western and does not necessary articulate the need for all. Bouzenita, A. I., & Boulanouar, A. W. (2016)
Frederick Irvin Herzberg was another American psychologist who proposed a similar theory as that of Maslow. His theory called the Herzberg’s two-factor sees Maslow’s theories into two parts i.e. Extrinsic Motivators (Hyginene Factor) and Intrinsic Motivator (Motivation factor). He explains the extrinsic motivator as tangible factors such as those mentioned in the preliminary need in Maslow’s theory like air, water, food, shelter etc. The other model is the intrinsic motivator which talks about the non-tangible factors which can also be found in the Maslow’s need theory in the upper level. He uses these two factors to explain about job satisfaction and job dissatisfaction.
According to Herzberg theory the extrinsic motivators that contains things such as money is already there to be received and thus does not motivate a lot but the absence of which will surely cause dissatisfaction. On the other hand the intrinsic motivating factors such as challenging tasks or feeling of helping another helps motivate the worker more. The job enriching part should be focused more when motivating people. The two model are not correlated meaning the increase of one does not decrease another and opposite of satisfaction is not dissatisfaction but no satisfaction.
However this theory is not without criticism.
The research method has been criticized because no attempt was made to measure the relationship between satisfaction and performance. Instead a lot of wide and unwarranted inferences have been drawn from small and specialized samples and that there is no evidence to suggest that the satisfiers do improve productivity. (Armstrong, 2012)
References
Bouzenita, A. I., & Boulanouar, A. W. (2016). Maslow’s hierarchy of needs: An islamic critique. Intellectual Discourse, 24 (1), 59-81. Retrieved from search.proquest.com/docview/181550...
Armstrong, M. (2012). ARMSTRONG’S HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE (12 Ed ed.). Kogan Page.
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Abraham Harold Maslow was an American Psychology professor who contributed the renowned hierarchy of needs theory. In the theory Maslow gives five progressive stages of a humans motivation derived from needs. He explains that after the completion of one need the person can only be motivated by the next stage and the next until they reach self-actualization. The needs have been explained as
Physiological needs: This need is derived from the basic human requirement such as food, shelter, air, water, sex and sleep. After attaining all of these the next motivating factor would be safety.
Safety: People are motivated by safety. A safety from natural elements, social security, job security and security from things derived from fear.
Love/belonging: After safety comes the need for being loved and a sense of belonging in family, friends, work group and love.
Esteem: The next step of need for motivation would be the need of respect and status for the achievement they have collected.
Self-Actualization: The last stage would be self-actualization where all the previous needs dissipate and focused on self-improvement.
This was later changed to self-transcendence where the person starts doing well for humanity/society and religious works.
The theory has been criticized over time by many academics. One of the criticism face is that the hierarchy of needs does not have any scientific study and the hierarchy may not be true. Some may overlap and people may be motivated by two level at the same time.
Aside from this there have also been criticism that the theory is more relevant to western and does not necessary articulate the need for all. Bouzenita, A. I., & Boulanouar, A. W. (2016)
Frederick Irvin Herzberg was another American psychologist who proposed a similar theory as that of Maslow. His theory called the Herzberg’s two-factor sees Maslow’s theories into two parts i.e. Extrinsic Motivators (Hyginene Factor) and Intrinsic Motivator (Motivation factor). He explains the extrinsic motivator as tangible factors such as those mentioned in the preliminary need in Maslow’s theory like air, water, food, shelter etc. The other model is the intrinsic motivator which talks about the non-tangible factors which can also be found in the Maslow’s need theory in the upper level. He uses these two factors to explain about job satisfaction and job dissatisfaction.
According to Herzberg theory the extrinsic motivators that contains things such as money is already there to be received and thus does not motivate a lot but the absence of which will surely cause dissatisfaction. On the other hand the intrinsic motivating factors such as challenging tasks or feeling of helping another helps motivate the worker more. The job enriching part should be focused more when motivating people. The two model are not correlated meaning the increase of one does not decrease another and opposite of satisfaction is not dissatisfaction but no satisfaction.
However this theory is not without criticism.
The research method has been criticized because no attempt was made to measure the relationship between satisfaction and performance. Instead a lot of wide and unwarranted inferences have been drawn from small and specialized samples and that there is no evidence to suggest that the satisfiers do improve productivity. (Armstrong, 2012)
References
Bouzenita, A. I., & Boulanouar, A. W. (2016). Maslow’s hierarchy of needs: An islamic critique. Intellectual Discourse, 24 (1), 59-81. Retrieved from search.proquest.com/docview/181550...
Armstrong, M. (2012). ARMSTRONG’S HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE (12 Ed ed.). Kogan Page.