Similarities and differences between two theories of motivation short and long term change

Similarities and Differences between Two Theories of Motivation Name Course Title Course Instructor Institution Date Due Introduction Motivation is the process used to put energy, persistence, passion and direction in order to achieve organizational goals (Pritchard et al, 2008). Motivation originates from a Latin word movere, which means to move. Motivating employees is necessary to create a good work environment. Employees are motivated if they feel impressed about where they work. Employees can be motivated by giving them leadership roles. It is important that management utilize employee strong points and skills. To motivate employees organizations should encourage teamwork. Other ways of motivation include gifts, fair discipline and clear job descriptions (Puffer, 1990). This paper will compare Maslow’s Hierarchy of Needs and Herzberg’s two-factor theory. Maslow’s Hierarchy of needs theory was chosen because of its wide use and its descriptive nature while Herzberg’s two factor theory was used due it prescriptive nature. Maslow’s Hierarchy of Needs This theory was advanced by Abraham Maslow. He developed the hierarchy of needs, which consists of five hierarchical levels. The hierarchy levels define the complexity of human needs. The needs are arranged in the order of their significance starting with the most simple to the complex. Maslow posits that people are motivated by unmet needs. The theory also assumes that the behavior of human beings is influenced by their wants and needs. It also assumes that the further an individual moves up the hierarchy the more individuality and psychological wellness one will show (Maslow, 1954). The lower level needs are physiological, safety and security, which must be satisfied before higher needs are met. Physiological needs are the principal needs like food, water, shelter and clothing. Safety and security include the need for security in relationships, protection against ay dangers and stability. The higher levels are three namely social, esteem and self-actualization. Social needs include sense of belonging, love, affection among family, friends and colleagues. Esteem is the need for an individual sense of accomplishment, skill mastery, the need to be recognized, respect, attention and appreciation of one another. Self-actualization is the highest level in need hierarchy. It is the need for an individual to attain optimal potential (Maslow, 1954). If the first level of basic needs is not met, an individual’s behavior will be geared toward achieving this goal. Only after securing the lower level needs can one shift his goals to attaining the higher levels one. Maslow’s hierarchy of needs theory has the advantage of providing mangers with flexibility to allow employees development up the levels in the best way they feel satisfied thus leading to greater motivation. It also helps managers to understand the needs of each employee thus ensuring motivation. Despite the simplicity of applying the theory in a work setting, very little research has been done on it and therefore is less useful in practice (Maslow, 1954). Herzberg’s Two Factor Theory Frederick Herzberg advanced the Herzberg’s two-factor theory. It is also called Motivator-hygiene theory or the dual structure theory. It is used to explain intrinsic and extrinsic motivation, the theory posits that their certain factors at work that contribute to job satisfaction. He highlighted two factors: Hygienic and motivators. Hygienic factors are extrinsic and relate to dissatisfaction. In there absence, there is no dissatisfaction but satisfaction does not occur. Factors that motivate a person are not constant they change with time These factors include salary, work conditions, company policies, status , supervision , work conditions, job security and fringe benefits. They are not necessarily motivators but a lack of these factors will lead to demotivation. Motivators are intrinsic factors that relate to satisfaction. They include achievement, recognition, responsibility, growth and work itself. They give positive satisfaction. Herzberg theory is based on the premise that all individuals have the same set of needs that need to be met. For managers the implications of this theory is that meeting employees basic and security needs by raising their pay , benefits or work related factors will stop employees from becoming disgruntled but will not mot...