Explain Maslow's need hierarchy theory and herzberg's two theory of motivation,

(According to syllabus book)

NEED HIERARCHY THEORY

Need hierarchy theory is developed by well-known psychologist Abraham Maslow in 1943 A.D. This theory is based on human needs. Maslow classified the human needs into a hierarchical form ranging from lower to higher order. In essence, he believed that only unsatisfied needs motivate the people. Further, only after fulfilling a given level of needs is satisfied, higher level of new needs will be emerged. Employees can be motivated for the new needs to fulfill.

Assumptions of the Need hierarchy theory

• People seek growth. Needs move up in the hierarchical form.
• A satisfied need is not a motivator.
• A need that is unsatisfied activates seeking behavior. 
• If a lower level need is satisfied, a higher level emerges. 
• Adult motives are complex. Such need motives influence the behavior of person. 
• Higher level needs can be satisfied in many ways than can the lower level needs.
• No two subsequent levels of needs emerge in the person.

Maslow's need hierarchy connects various needs in the series of levels. First time, Maslow explained that the needs motivate the people and hence the needs influence the behavior. Following figure represents the need hierarchy of the person as suggested by Maslow.

1. Physiological Needs: Physiological needs are related to survival and maintenance of human life. Therefore, these needs are related with most primary or basic needs and must be satisfied before all other needs. Physiological needs include some common factors air, water, food, sex, rest, clothing, shelter, etc. So, all the people first, search such needs to be fulfilled. Besides these needs, different employees at the different jobs have different physiological needs. For instance, an employee working in production unit requires enough space to move, rest time, comfortable working environment, perfect machinery, etc. But, accountant working in the same organization has needs peace, cash counting machine, clear procedure of accounting, etc. Physiological needs can be satisfied by providing marketable wages, salary, economic incentives, working environment, machinery, etc.

2. Safety Needs: Once the physiological needs are fulfilled; next level of needs i.e. safety needs will emerge. These needs imply the needs for self-preservation and economic independence. These are the needs of being free from physical danger, threats, and economic deprivation. Safety needs can broadly be classified into three types i.e. physical security, job security and economic security. An organization can satisfy these needs through providing insurance, pension plan, job permanent, medical facility, mutual fund, etc.

3. Social Needs: Employees i.e. human being is a social animal. They expect association, affiliation, belongings, friendship, love and affection in the work place. Such social needs can be fulfilled by participating employees in group, work team, rewarding their skills and ideas, and participating in decision making.

4. Esteem Needs: Esteem needs are concerned with awareness of self-importance and recognition from others at the job. Such needs are also called ego needs. Ego is the recognizing self-ability to accomplish the job at the possible standard. Employees with esteem needs consist of full of self confidence; deserve self-respect, desire independence at decision making; desire power, prestige, achievements, praise and status. Such needs can be fulfilled by allocating the challenging needs, delegating authority, allocating responsibility of team leader, rewarding for best performance, and allowing autonomy.

5. Self-Actualization Needs: Self-actualization is the need to maximize one's potential through the optimal use of capability for organizational purpose. This is related to the development of intrinsic capabilities which lead people to seek situations that can utilize their potential. Employees with self-actualization needs consist of competences to control over environmental changes, capability of planning, monitoring and controlling the activities at own initiation, and hold special capability of mentoring others.

MOTIVATION-HYGIENE THEORY

Psychologist Frederick Herzberg extended the work of Maslow and proposed a new motivation theory, popularly known as Motivation-Hygiene (Two Factors) theory. He conducted widely reported motivational study to enquire the factors that influence satisfaction and dissatisfaction of employee at the job. He tried to identify what satisfies people and what not. He labeled the job satisfiers as motivators, and job dissatisfies as hygiene or maintenance factors.

According to Herzberg, the opposite of satisfaction is not dissatisfaction. The underlying reason is that removal of dissatisfying factors from a job does not necessarily make the job satisfying. He believes in the existence of a dual continuum i.e. different level of needs may arise at a time. Here, the opposite of 'satisfaction' is 'no satisfaction' and the opposite of 'dissatisfaction' is 'no dissatisfaction'. According to Herzberg, today's motivators may be tomorrow's hygiene because latter it may stop influencing the behavior of persons when they are fulfilled. Accordingly, one's hygiene may be the motivator for another employee.

Hygiene factors: Hygiene factors are those factors which do not satisfy the person even if the factors are available but at the absence of such factors, they become dissatisfied. Hygiene factors are what cause dissatisfaction among employees in the workplace in their absence. In order to remove dissatisfaction of employees in a work environment, management must ensure the elimination of hygiene factors, i.e. adequately guaranteed. There are several ways to eliminate the factors causing dissatisfaction; some of the most important ways to decrease dissatisfaction would be paying reasonable wages, ensuring employees job security, and creating a positive culture in the workplace. Herzberg suggested hygiene factors in the order from highest to lowest importance as company policy, supervision, employee's relationship with their boss, work conditions, salary, and relationships with peers. Hygiene factors are the job context factors.

Motivating factors: Motivating factors are the job satisfiers. In the presence of such factors, satisfaction level of employees can be increased. Such motivating factors give positive satisfaction arising from intrinsic conditions of the job itself, such as recognition, achievement, or personal growth. Thus, motivation factors are required to motivate employees to get their maximum performance. Motivation factors are job content related factors i.e. job itself should be motivating, challenging and achievement oriented. Managers should work hard to develop the recognition from the job with ample opportunities of advancement and growth for motivating employees.

(According to out of book) 

Maslow's need priority (hierarchy) 

Maslow's need priority (hierarchy) theory is one of the most popular theories of motivation in the management literature. His theory is based on the human needs comprising a five-tier model depicted as hierarchical levels within a pyramid. The needs lower down in the hierarchy must be satisfied before individuals can attend to the needs higher up.

He/She believed that once a given level of need is satisfied, it no longer serves to motivate a person. Then, the next higher level of need emerges. There are five different levels of Maslow's hierarchy of needs. Each of them is discussed below.

1. Physiological/biological needs: These include the most basic needs that are vital to survival. Some examples of physiological needs include air, water, food, clothing, shelter, and sex.

2. Safety/security needs: Once physiological needs are satisfied, people move toward safety needs. Every person wants security, safety and stability. Safety needs include physical, environmental and emotional safety and protection such as job security, financial security, protection from animals and natural calamities, family security, and health security.

3. Social/belongingness/love needs: The next need in the hierarchy involves feeling loved and accepted. It includes the need for love, affection, care, belongingness, and friendship. At this level, the need for emotional relationships drives human behavior. People desire to feel loved and accepted by other people to avoid problems such as loneliness, depression, and anxiety.

4. Esteem/ego needs: They are higher order needs and also called egoistic needs. They are related to prestige and status of the person. According to Maslow, they are of two types: Self-esteem: It is intrinsic and includes self-confidence, achievement, competence, self-respect, independence and freedom which are self realized.

5. Esteem of others: It is extrinsic and includes status, recognition, attention, and appreciation which are achieved through others.

It is difficult to satisfy the esteem needs as compared to lower order needs. If satisfied, they produce feelings of confidence and worth. However, modern organizations offer fewer opportunities for the satisfaction of these needs to the people working in the lower level.

5. Self-actualization needs: The final needs under Maslow's model is the need for self-actualization needs. Self-actualization may be described as the full use and exploitation of talents, capabilities, and potentialities. Self-actualizing people are self-aware, concerned with personal growth, less concerned with the opinions of others, and interested in fulfilling their potential. Self-actualization needs are unique in nature. They can never be fully satisfied. However, people have limited opportunity to satisfy these needs.

Contributions of Maslow's Theory

The following are the major contributions of Maslow's need hierarchy theory.

•  Clear explanation: This theory highlights why a person behaves differently in different situations.

• Comprehensive: It provides a comprehensive view of human needs.

•  Clear prescriptions: It allows managers to analyze the unsatisfied needs of employees for motivation purpose.

Limitations of Maslow's Theory

The following are the main limitations of Maslow's need hierarchy theory are as:-

•  It is almost a non-testable theory. It must be viewed as a theoretical statement or base rather than an abstraction from field research.
• It is clinically derived theory and its unit of analysis is individual. This model is based on a relatively small sample of subjects.
• The need classification is somewhat artificial. Needs cannot be classified into 5 steps hierarchy.
• The need priority model may not apply at all times in all places. In case of some people, the level of need may be permanently lower (individual differences).

 Herzberg's Two Factor Theory

It is also called the dual factor theory of motivation or hygiene theory of motivation. In fact Herzberg extended the work of Maslow and developed a specific content theory of work motivation. He/She conducted a widely reported motivational study on about 200 accountants and engineers employed by firms in and around Pittsburgh, Pennsylvania, USA. He/She used the critical incident method of obtaining data for analysis. The professional respondents were asked two questions.

When did you feel particularly good about your job - what turned you on? and

When did you feel exceptionally bad about your job - what turned you off?

The responses were tabulated and categorized. The replies offered by respondents were consistent and quite interesting. Tabulating these good and bad feelings, Herzberg concluded that job satisfiers are related to job content. Job dissatisfiers are associated to job context. Herzberg labelled job satisfiers as motivators and he/she called the dissatisfiers as hygiene factors. Taken together they became known as Herzberg's two-factor theory of motivation.

1. Hygiene/Maintenance/ Extrinsic Factors

They are related to the conditions (environment) under which a job is performed. They are associated with negative feelings. They do not help to improve motivation. 

The features of hygiene factors are: 

• external to job (related to the job environment)

• prevent dissatisfaction

• zero-level motivation if maintained properly never satisfied completely 

• money is the most important hygiene factor.