Maslow and Hertzbergs Theories of Motivation

Maslow and Hertzbergs Theories of MotivationThere atomic number 18 cardinal types of motivatingal theories, bring and content supposition. Maslow was highly clear to emphasize that organisations should, within reasons die herculean out all told they can to satisfy demand of all levels in an organisation whether, considering squads, departments or individuals. (Fincham et. al.(2005)).He also recognised the problem involving this idea, Fincham (2005) states it is hard for us to go backward mentallyA supposition which offered a number of predictions about what be actives people in societies offering relatively safe employment, when communication channels argon scarce employees argon move solely by deficiency inevitably. (Fincham and Rhodes, page 197)Real introductionMotivation has increased in popularity everyplace the past era, determining organisational behaviour theories of motive are necessary in ensuring comprehensive and promising organisational activities. This essay explores the importance, similarities and differences of motivational theories concentrating specifically on Maslows and Hertzbergs system also the essay investigates how team up draws might exercise the two theories to make a motion their teams in an organisational setting. Hallway (1991) reveals that by the 1960s motivation became the rally concept through which to understand job satisfaction. Motivational theories are divide into two different categories termed content and process theories. both Maslows and Hertzbergs theories are in the content category content theories assume that all individuals possess the aforementi wholenessd(prenominal) sets of inescapably (Fincham et al. 2005). Although, Maslows and Hertzbergs theories are both in the content category, both reach similarities and differences it is extremely important to investigate both theorys uniqueness and variations. Fincham et al (2005) agues that Maslow was extremely clear to emphasize that organ isations and management should, within reasons carry out all they can to satisfy needs of all levels in an organisation whether, considering teams, departments or individuals. It is extremely important to understand how team leaders can lend one egotism Maslows and Hertzbergs theories of motivation, in creating high-quality structured organised and incentivised individuals.Equally, both theories shed some relationships amongst them for instance, the two psychologist categorised ideas into divisions. For example, Hertzberg divided his idea into two elements termed hygienics factor and bonus factor. On the other hand, Abraham Maslow in addition divided the theory into a increase pyramid expressed as deficiency needs and the higher-order needs. Consequently, deficiency needs moldiness be met in order to motivate employees, deficiency needs are similar to hygiene factor, and however the motivators of Hertzberg are likewise similar to Maslows higher-order needs. Further more, tea m leaders must(prenominal) be extremely conscious of the desire term objectives and aims of constructing such theories. One purpose of motivation theories is to encourage organisations to respect the tactual sensationing and needs of the workforce in that respect are many ways and methods to satisfy individuals. For instance, according to Hertzberg, providing employees with favorable working environs organisations forget gradually observe the affect of the motivator factor ( afterward fulfilling the hygiene factor) through the quality of work and productivity. Ultimately, this suggests when employees are enjoying quality working environment, afterward productivity give increase enormously. Fincham et al (2005) quotes the mien of motivators in a workplace caused enduring states of motivation in employees. Consequently, Hygiene factors normally pass water acceptable work environment entirely not increased in satisfaction.Similarly, Maslow firmly believes that deficiency n eeds must be met before expecting fully motivated team deficiency needs consists of three concepts of human claim which are Physiological needs (such as environment), safety needs (job security) and sociable needs such as belonging and love. Fincham et al (2005) clearly base that the theory is sending strong messages that when jobs are readily available, pay is adequate, and there is a sense of job security, deficiency needs are comfortably satisfied. As deficiency needs are fulfilled by an employer, the senesceion in the hierarchy is meaty this is because when physiological and security needs are met, this will construct loving needs an exceptionally important motivator team leaders should invest in social aspects of needs this is because an individuals tends to feel odd in a new team social sweetening is very important to organisations since acknowledgment of the workforce is classed as an incentive so Hertzbergs motivator factor (recognition) is satisfied.Moreover, recog nition is the acknowledgement of someone for doing creditable job neertheless, motivation theory encourages team leaders to always appreciate team members contri stillion and therefore close relationship between the two(team member and leader) must be familiarised. Hayes (1997) stresses the accept of relationship combination between the team leader and the team, for example, by recognising an individuals needs for allow and provision, a team leader is able to engage the provision of grooming in new skills, magnanimous an individual time off after a demanding period at the workplace and or simply providing emotional support to them. Achieving the above will lead to a teams reign (achievement) similarly providing team members with feedback on their progress will enhance an individuals confidence to acknowledge their full potential and to gain more.SimilaritiesHertzberg et al.1959. Hertzberg- psychologist categorised their theories into to category of their own, Hertzberg has s plit his theory into two factors, he called it hygiene and motivator factor. Whereas, Maslow called his hierarchy of needs, the deficiency needs and the higher-order needs.Maslow Similarity the theory explains when jobs are readily available, pay is adequate, and there is degree of job security, deficiency needs are easily satisfied (Fincham et al. page 197). As deficiency needs are fulfilled by an employer, the progression in the hierarchy is essential this is because when physiological and security needs are met, this will make social needs an extremely important motivator. Firstly deficiency needs must be met in order to motivate employees, the deficiency needs are similar to hygiene factor, and however the motivators of Hertzberg are likewise similar to Maslows higher-order needs. (Own writing)Both theory did not include monetary reward is a motivator Maslow defines salary as a norm, whereas Hertzberg referred salary as a hygiene factor which only stops dissatisfaction of employ ees but do not motivates them. For example, Hertzberg (1972) turn up salary in the hygiene factor. (Fincham et al. page 195200, (2005)) it is important to consider the share of non-financial rewards and recognition play in motivating staff.DifferencesMain difference- psychologist Hertzbergs frontmost eyeshade of his theory was that it made the proposals easily testable (major difference between the two psychologists accounts). (varlet 199 Fincham, (2005)) affirmable difference from Maslow theory although Maslow has described how the constructs could be measured but the process he has set out were unclear because the complexity of the description (cannot be easily measured which made it difficult for anyone to follow). Fincham et al. (p 198, (2005)) states the operational definitions of the need constructs or other variables such as prepotency were not always clear. And so measuring stick of them was invariably problematic (Maslow did describe how the constructs might be measure d but the process he set out was extremely complex and never followed by anyone)Although, Hertzberg theory illustrate how employers can motivate their employees, Hertzberg goes further than that, he also described how jobs can be changed to gain well-motivated workforce for the long run. (Fincham et al. P200, (2005))How can a team leader motivate his team?Herzberg motivators- the presence of motivators in a workplace caused enduring states of motivation in employees (Fincham et al. Page 199, (2005))Subsequently, Hygiene factors normally produce acceptable work environment but not increased in satisfaction.09.11.2010 writtenBy the 1960s motivation had become the central concept through which to understand job satisfaction. (Page 97,work psychology and organisational behaviour, Wendy Hallway,1991)Team leader can motivate workers by offering them subjective reward.Herzterg believes the only way to motivate employees is to give them challenging work in which employees can assume respo nsibility.According to Hertzbergs two factor theory, giving employees good working environment, team leaders will eventually notice the impact of this factor through the quality of work and productivity(own writing)According to Hertzberg and Maslow individuals are motivated in certain ways, for example Hertzberg has indicated how job redesigned can incorporate more motivation.Ways of motivating employees according to Hertzberg motivator factorResponsibility by increasing employees autonomy (independence) while retaining accountability, employees will feel that they possess responsibly which allows them to achieve more.Accountability- increasing accountability of employees for their own work will motivate them by recognising them.Recognition -giving employees feedback on their work enhances an individual confidence. Hayes (1997) stresses the necessitate of relationship combination between the team leader and the team, for example, by recognising an individuals desires for support a nd provision, a team leader is able to engage the provision of training in new skills, giving an individual time off after a demanding period at the workplace and or simply providing emotional support to them. Achieving the above motivator (Hertzbergs motivator factor) will lead to teams triumph (achievement).Promotion-Achievement- assigning individuals specific and specialised tasks enhances the expertise of an employee.Above are motivators of Hertzberg theory of motivation, Hertzberg (1972) believes these motivators contributes to development and promotes psychological growth.Consequently, in Maslows higher-order needs, he includes self esteem and self actualisation, Maslow firmly believes that these needs will promote an individual full potential. express is the cause of many illnesses whether psychological or physical illness, for example, Parkinson et al (1995) have stressed out that research on stress had revealed the cause of psychological illnesses. Motivating employees, te am leaders are able reduce the situation of stress, stress is mainly caused when a job or the role of an employee is continual or is lacking variety. Employees prefer to use variety of skills but when a job is repetitive, limited skills are been consumed which causes stress amongst employees. Fincham et al. (2005) , demonstrates the level of stimulation a job provides is likewise associated with the amount of stress it can cause employees to experience. nonetheless though it is possible to contradict and criticize this finding, some believe habit work is common in some workplaces.Individuals have a magnetic dip to be uninspired by repetitive and lack of variety in work, consequently team leader can motivate their team victimization Maslow and Hertzbergs theory of motivation. There are many ways and methods of motivating employees, one example rotating roles between individuals will result in a significantly high motivation. According to Hollway (1991) there were various attemp ts that have been applied since the first world war to solve the problems caused by repetitive jobs, Walker (1950) quoted in Hollway (1991) mentions within industry a variety of devices have been tried for a relief of monotony in highly simplified, repetitive operationintroduction of rest pauses, harmony in the workshop and the grouping of workers into competitive teams. Although using music in the workshop can be quite interesting for some employees, others will argue that not everybody can be motivated by music, kinda music can also bee moderately stressful.