Theories of motivation - 1-Maslow theory 2-Herz berg theory 3- MC Greger theory 4- Alderfer theory

 

Theories of motivation

NEED THEORY

1-Maslow theory                 2-Herz berg theory

3-MC Greger theory            4-Alderfer theory

1-Maslow theory (Need Hierarchy Theory) - Specifying that there are five human needs (physiological, safety, social, esteem and self-actualization) that are arranged in such a way that lower, more basic needs must be satisfied before higher-level need become activated.

§  Physiological Needs- Include hunger, thirst, shelter, sex and other bodily needs. Untill these needs are satisfied to the degree needed for the efficient operation of the body, the majority of the activities will probably be at this level and other level will provide him with little motivation.

§  Security and safety Needs- Need for being free of physical danger or self-prevention. It includes security and protection from physical as emotional harm. It can be satisfies through pension plan, insurance plan, job security etc,

§  Social Needs – Since man is a social being, he has a need to belong and to be accepted by various groups existing inside and outside the organization. It includes Affection, belongingness, acceptance and friendship.

§  ESTEEM NEEDS-  They are concerned with self-respect, self-confidence, a feeling of personal worth, feeling of being unique and recognition, status, attention, autonomy and achievement. Satisfaction of these needs provides feeling of self-confidence, prestige, power and control.

§  Self – actualization – This is related with the development of  intrinsic capabilities. It is the desire to became more and more, what one is capable of becoming. It includes growth, achieving ones potential and self-fulfillment.

Lower Order Needs- Needs that are satisfied externally such as Physiological and safety needs.

Higher Order Needs- Needs that are satisfied Internally such as social, esteem and Self-actualization needs.

 

2       2. HERZBERG THEORY- It is a two factor theory:-

(i)                10 Maintenance/Hygiene factors-

1.     Company policy and administration.

2.     Technical supervision.

3.     Interpersonal relationship with supervisor.

4.     Interpersonal relationship with pears.

5.     Interpersonal relationship with subordinates.

6.     Salary.

7.     Job security.

8.     Personal life.

9.     Working condition.

10. Status.

These Factors are necessary to maintain at a reasonable level of satisfaction in employees. Any increase beyond this level will not provide any satisfaction to the employee’s. However, any cut below this level will-dissatisfy them and these are called as dissatisfiers.

Since, any Increase in these factors will not affect employees level of satisfaction, these are of no use for motivating them.

(ii)             MOTIVATION FACTORS (SIX – FACTORS)-

1.     Achievement

2.     Advancement

3.     Possibility of growth

4.     Recognition

5.     Work itself

6.     Responsibility

These factors are capable of having positive effect on job satisfaction and results in an increase in ones total output.

Any increase in these factors will satisfy the employee however, any decreases will not affect their level of satisfaction.

Since; these increase level of satisfaction in the employees these can be used in motivating them for the higher output.

 

3-MC.GREGOR THEORY-  (Theory X and Theory Y)

Douglas MC Gregor proposed 2 distinct view of human being.

1.  THEORY X-one basically negative labeled theory X.

 

·        Managers believe that employees inherently dislike work and must therefore be directed /even forced into performing it.

·        Here, workers has to be forced, supervised, control and directed.

·        They think workers are motivated by only lower level.

·        Workers don’t like to do work. They have to punished.

·        They work as little as possible, lack ambition, dislike responsibility, prefers to be led.

·        They are inherently self-centered, resistant to change.

 

2-Theory Y- And another basically positive labeled theory y.

·        Managers assume that employees can view work as being as natural as rest or play and therefore, the average person can learn to accept and even seek responsibility.

·        Managers think workers work as natural as play means they enjoy their work.

·        No one can supervise/control them.

·        They are governed by high level.

 

4-ALDERFER THEORY (ERG THEORY)-

Clayton Alderfer attempted to rework Maslow’s need hierarchy theory. He has categorized the various needs into 3 categories:

       I.            Existence Needs- Includes all needs related to Physiological and Safety aspect of an individual. Thus it group Physiological and Safety needs of Maslow into one category as these have similar impact on the behavior of the individual.

    II.            RELATEDNESS- includes all those needs that involve relationship with other people whom the individual cares it covers Maslow’s Social needs and part of esteem needs which is derived from relationship with other people.

 III.            GROWTH- involve the individual making creative efforts to achieve full potential in the existing environment. It includes Maslow’s self-actualization need as well as that part of the esteem needs which is internal to the individual like feeling of being unique, feeling of personal growth etc.