Comparison of Maslows and Herzbergs Theories

resemblance of Maslows and Herzbergs TheoriesIn the modern era, it is essential to grow a successful teleph iodin circuit that is able to compete with other companies, non only in exclusively its departments but also alone employees should perform good co-ordination in localize to achieve the companys goals and create international competitiveness. Therefore, how to motivate employees should be a existent concern to the leader/manager. What is pauperism?Krech, Crutchfied and Ballachey states that Motivation is concerned with why nation choose a particular course of action in pick to others, and why they continue a chosen course of action, often everyplace a long period, and in the face of difficulties and problems. In other words, need at cut back has been playing an essential role in a company in terms of trying to encourage people to take in more productively and efficaciously and in a dependable, loyal elbow room (Bunchanan and Huczynski. 1985). In organizational behaviour, there ar dickens main motivational theories, content theories and process theories. The purpose of this essay is to compargon and contrast two content theories Maslows pecking align of needs and Herzbergs two- detailor theories. I have chosen these theories because they are well-respected and both(prenominal) Maslow and Herzberg are viewed as forerunners in motivational theories I am going to compare and contrast these theories and then analyse how managers could apply these theories effectively in the modern piece of employment.Abraham Maslow (1908-1970) is viewed as the father of human psychology by creating his first hierarchy of needs in 1943. He believed that people have nine inborn needs or motives in their lives at all times which are 1. Biological requirements e.g. the basic need for survival such(prenominal) as sunlight, food, air, water, sleep, sexual expressions 2. Safety the need for security, protection, comfort, shelter, freedom from the fear and ba ne from the environment 3. Affiliation, the need for love and descents 4. Esteem, the need for recognition, attention, strength and self-esteem 5. knowledgeable and understanding, the need for curiosity and exploring 6. Aesthetics, needs for prescribe and beauty 7. Transcendence 8. liberty of enquiry and expression 9. Self-actualization, needs for the development of our full potential.( A.Huczynski and A.bunchanan. 2007). Maslows model of motivation is depicted as a fivesome-step hierarchy of human needs in the form of a triangle as we can see in the graph below. The lower-order needs or deficiency needs in other word are belongingness, safety and physiological needs. The high-order needs are esteem needs and self-actualisation. If the lower-order needs are not live up to, we cannot move on to any of the higher take aims (Robin Fincham and Peter Rhodes).While Maslow is known as father of human psychology, Frederick Herzberg (1923-2000) is known as the Father of Job Enrichmen t with his well-known work, the two-factor possible action which was written in 1943. Herzbergs opening is called the two-factor possible action because the surmise is two sets of incidents one is about achievement, promotion, recognition, autonomy, personal growth and responsibility which Herzberg named incentives. The other set tangled salary, job security, working condition, company policy and interpersonal relations with supervisors and peers called hygienics factors (Robin Fincham and Peter Rhodes).There are several similarities between Maslow and Herzbergs theories. It is noticeable that Herzberg wrote his two-factor theory about twenty-three years after Maslows hierarchy of needs. This is proof that Herzbergs theory was written almost based on Maslows theory. We can see that motivator factors and hygiene factors in Herzbergs theory are a collection of higher and lower order needs respectively in Maslows theory. Lower order needs such as needs for friendship, job securi ty, water, food, etc. could be seen as hygiene factors. Similarly, needs for recognition, promotion, responsibility, etc. could be seen as motivators of Herzbergs two-factor theory (Fincham and Rhodes. 2005). From this evidence, we can infer that both Maslow and Herzberg had the same point of view about which factors were important and needed for people to be motivated in work as well as all other aspects of general life. collectible to this we can say that Herzberg used Maslows theory as the basis for his 2 Factor Theory and besides changed Maslows hierarchy to suit his own beliefs and see the theory more applicable to a work environment.DIFFERENCESAlthough Maslow and Herzbergs theories are both content theories and very similar, there are some differences. One is the fact that Maslows theory applies to life in general whereas Herzberg geared his specifically towards the work environment and how to motivate employees rather than people in general (Montana and Charnov, 2008). j ust evidence is that Herzberg wrote his theory based on interviews with 200 employees while Maslows hierarchy was written with 3,000 unemployed people winding e.g. college students (Fincham and Rhodes, 2005). For the reason that Herzbergs theory is merely focused and relevant to the workplace therefore the theory is more commensurate and recommended for managers to use to motivate their employees. However, this theory has now become slightly preposterous the reason is people can be satisfied and motivated by all the aspects of life not only at work.As mentioned at the beginning, Herzbergs theory states that motivation is divided into two dimensional (e.g. Motivators and hygiene) each dimensional is consisted of assorted factors (Thompson, 1996). While, Maslow separated motivation into five different levels of needs. This can be understood that Maslow took into account Herzbergs hygiene factors and other factors not associated with work such as food, shelter and well-disposed ne eds.MANAGERSAs mentioned early, there are five distinct levels of need on Maslows hierarchy of need and each level must be satisfied in order before moving on to higher levers. Thus, how baron managers apply this theory in the workplace? Firstly, the lowest order- Physiological needs of Maslows hierarchy have to be satisfied (e.g. needs for foods, shelter, etc.) by paying employees decent salary. After the first order has been satisfied, employees are motivated to work toward to the next level e.g. Safety or security needs. To be able to fulfil this level, employees should be given health insurance or guaranteed with their job for instant, contract. Managers could create a good relationship between them and their staffs or between each staff, team and group for examples, managers world power have one-to-one talk with their staffs if necessary, correct them if there is any problems or praise them in person when they have done well this might make the staffs feel valued and are mo tivated to work harder and productively. However, not every people in the same levels are motivated in the same way.Reference Listmotivation is concerned Krech, D., Crutchfield, R. S. and Ballachey, E.L (1962). Cited in Mullins, L., 1993, counselling and Organisational Behaviour, 3rd edition Pitman Publishing, 443.motivation is an organisational context is a social process (Bunchana, D. And Huczynski, A., 1985 Organizational Behaviour, Prentice- Hall international p.62)what needs people elbow grease to satisfy and the needs which motivate ( Motivating others, David P. Thompson, p.9)argues that we have nine innate needs (Organizational Behaviour, 6th Edition, Andrzej A. Huczynski and Davia A. Bunchana, 2007, pg 242)If the lower- orders needs (Robin Fincham. Peter Rhodes, pg 195)Herzberg took a somewhat different approach ( Management- Patrick J.Montana and Bruce H.Charnov, Fourth Edition, pg 239)Further evidence is that Herzberg wrote his theory based on interviews with 200 employe es while Maslows hierarchy was written with 3,000 unemployed people involved e.g. college students (Fincham and Rhodes, 2005)two-dimensional David Thompson, 1996, pg 13. Motivating Others.