Abstract. This paper aims to investigate the relationship between Maslow's hierarchy of needs, and Herzberg's dual factor theory. Thus, the details that will. What Are the Similarities and Differences Between the Theories of Maslow and Herzberg. Uploaded by Shubham Bhatewara. What Are the Similarities and. Similarities between Maslow's and Herzberg's theory of motivation as they assume that specific needs energize human behavior. The main difference between.
According to the theory, the absence of hygiene factors can create job dissatisfaction, but their presence does not motivate or create satisfaction.
In contrast, he determined from the data that the motivators were elements that enriched a person's job; he found five factors in particular that were strong determiners of job satisfaction: These motivators satisfiers were associated with long-term positive effects in job performance while the hygiene factors dissatisfiers consistently produced only short-term changes in job attitudes and performance, which quickly fell back to its previous level.
In summary, satisfiers describe a person's relationship with what she or he does, many related to the tasks being performed. Dissatisfiers, on the other hand, have to do with a person' relationship to the context or environment in which she or he performs the job. The satisfiers relate to what a person does while the dissatisfiers relate to the situation in which the person does what he or she does. He postulated, based on his observations as a humanistic psychologist, that there is a general pattern of needs recognition and satisfaction that people follow in generally the same sequence.
He also theorized that a person could not recognize or pursue the next higher need in the hierarchy until her or his currently recognized need was substantially or completely satisfied, a concept called prepotency. According to various literature on motivation, individuals often have problems consistently articulating what they want from a job.
Therefore, employers have ignored what individuals say that they want, instead telling employees what they want, based on what managers believe most people want under the circumstances.
Frequently, these decisions have been based on Maslow's needs hierarchy, including the factor of prepotency. As a person advances through an organization, his employer supplies or provides opportunities to satisfy needs higher on Maslow's pyramid. They cite earlier research by Tutor with Tennessee Career Ladder Program as a means of overcoming both those problems. Bellott and Tutor believe that the data from the study clearly indicate that the Level I participants were as influenced by motivation factors as by hygiene factors, contrary to Herzberg's position that hygiene factors do not motivate.
The survey asked classroom teachers, "To what extent did salary influence your decision to participate in the TCLP program? The results for the four highest-average items, shown in Table 3, indicate that at all three levels teachers viewed salary as a strong motivating factor, easily the most important of 11 of Herzberg's hygiene factors on the survey.
Herzberg's Theory of Motivation and Maslow's Hierarchy of Needs. ERIC Digest.
On Herzberg's five motivation factors, achievement ranked as the most important one. However, the overall conclusion drawn from the research is that salary was the single most important influence on the teachers' decisions to participate in TCLP, regardless of level in the organization.
The teachers perceived the amount of salary increase to be tied to achievement and the other motivation factors.
These results are summarized in Table 4. We can also say that it is a temporal or dynamic state within a person which is not concerned with his or her personality. However, we would be comparing in this work, motivational theories of Maslow, Herzberg and McClelland with a quest to understanding their own view as well as see the similarities criticisms as well as differences between these theories.
At the least was the physiological needs and the highest was the self-actualization. According to BaridamMaslow based his theory of human motivation on the following assumptions: Individuals have certain needs that influence their behavior, only unsatisfied needs can influence behavior, satisfied needs do not act as motivators.
Needs are arranged in an order of importance or hierarchy from the basic physiological to the complex self- actualization needs, 3. Maslow hypothesized that within every human being, there exists a hierarchy of five needs which are: It includes growth, achieving ones potential and self-fulfillment. As each of the needs becomes substantially satisfied, the next stage becomes dominant Robbins et al A more realistic description of the hierarchy would be in terms of decreasing percentages of satisfaction as potency increases.
Also, the assumption that only one level of need is operational at any point in time is challenged.
Compare Maslow and Herzberg Theory of Motivation - Difference
Maslow viewed human needs as being static whereas in reality these needs are dynamic. Finally, the theory indicates that a satisfied need is not a motivator. But it is true that individual needs are never fully or permanently satisfied Baridam This research undertaken by Herzberg in the s where he interviewed engineers, accountants and managers at Pittsburgh, United states of America because of their growing importance in the business world.
This research has broadened the understanding of motivating factors and job satisfaction in the work place.Motivation: Part-6 Herzberg's Two Factor Theory- (Hindi)- jogglerwiki.info, jogglerwiki.info, NET, SET
From his research, he concluded that employees have two set of needs in the work place. He described them as Hygiene factors and Motivator factors. Hygiene factors satisfiers include salary, working condition and fringe benefits.
He also stated that these factors on their own do not lead to job satisfaction but their absence can create dissatisfaction. Herzberg found that a combination of these factors increased motivation and improved individual performance. The critical incident technique he used by asking people to look at themselves retrospectively does not substantially provide a vehicle for expression of other factors to be mentioned.
This methodology may cause people to recall only the most recent experiences. Satisfaction may not be directly related to job performance. While some are motivated by job context variables, others find favor in job content factors depending on his particular circumstance. He identified five sets of human needs on priority basis and their satisfaction in motivating employees while Herzberg refers to hygiene factors and motivating factors in his theory. Hygiene factors are dissatisfiers while motivating factors motivate subordinate.
Hierarchical arrangement of need is not given.
Difference Between Maslow and Herzberg’s Theories of Motivation
It suggests the motivating factors which can be used effectively. The theory is based on actual information collected by Herzberg after interviewing engineers and accountants.
It is mostly applicable to poor and developing countries where money is still a big motivating factor. It is on the other hand applicable to rich and developed countries where money is less important motivating factor. Jaja McClelland stated that we all have these three types of motivation regardless of age, sex, race or culture. The type of motivation that each individual is driven by is changed by life experiences and the opinion of their culture.
He also opined that those in top level management positions should have a high need for power and a low need for affiliation. People with a high need for achievement will succeed best when given projects with attainable goals and although individuals with a need for achievement can make good managers, they are not suited to being in top management positions.
He also believes that people with high need for affiliation may not be good top managers but will be team players and are best suited for cooperative work environment. Mcclelland went further to expand characteristics of those with need for power as; those with strong power needs most successful and those with lower power needs.
- Content: Maslow’s Theory Vs Herzberg’s Theory
- Similarity of Maslow and Herzberg Theory of Motivation
- Differences Between Maslow and Herzberg Theory of Motivation;
He also identified two types of mangers; those who seek institutional power and those seek personal power. However, he also stated that those who seek for institutional power are more successful as they can create favorable condition at work.
McClelland believes human needs differed with the passage of time. Measuring them is not very easy. They are all motivational theories 2. They all believe that workers have needs and when these needs are not met, they cause demotivation. They suggest specific things that management can do to help their employees become self-actualized.
They believe that there is a reason for human specific behavior. They also suggest differences in humans in terms of need. Different things motivate different people. However, having criticized and compared each of them to the other, we must say that the theory of David McClelland looks so real that it perfectly fits into real life situation.
The fact that he believes human needs changes by life experiences and the opinion of their culture makes it more natural than the others. Maslow only believed in his hierarchy of needs, Hezberg only believed in Hygiene factors and motivational factors yet they never considered variablessuch as cultural factors that are outside the organization which also account for individual behavior.
Both these theories are concerned about the ways of increasing the motivation levels of employees. In this article, we will briefly discuss about these two concepts and compare both to identify the difference between Maslow and Herzberg theory of motivation in detail. This theory has been introduced by Abraham Maslow in Individuals try to fulfill these five levels of needs through a hierarchical order.