2.2: Your Motivation
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Maslow’s Hierarchy of Needs
In 1943, Abraham Maslow developed what was known as the theory of human motivation.His theory was developed in an attempt to explain how or why humans are motivated in life. According to Maslow, there is a hierarchy of five needs, and as each level of need is satisfied, that need no longer will be a motivator. In other words, people start at the bottom of the hierarchy and work their way up. Maslow’s hierarchy consists of the following:
- Self-actualization needs
- Esteem needs
- Social needs
- Safety needs
- Physiological needs
Physiological needs are our most basic needs and include food, water, and shelter. Safety needs at work might include feeling safe in the actual physical environment or job security. As humans, we have the basic need to spend time with others. Esteem needs refer to the need we have to feel good about ourselves. Finally, self-actualization needs are the drive we have to better ourselves or keep pursuing self-improvement (LibreTexts, 2020).
Maslow’s research tells us that as long as our physiological needs are met, increased pay may not be a motivator. Higher-level needs might include fair pay, safety standards at work, opportunities to socialize, compliments to help raise our esteem, and training opportunities to further develop ourselves (LibreTexts, 2020).
Please use the following link to view a video that explains Maslow’s hierarchy in detail: Video An Introduction to Maslow's Hierarchy of Needs [www.youtube.com]
After reviewing the video, please ask yourself: “Which of Maslow’s needs are you currently focused upon?”
Herzberg Two-Factor Theory
In 1959, Frederick Herzberg published The Motivation to Work which described his studies about which aspects in a work environment caused satisfaction or dissatisfaction. He performed interviews in which employees were asked what pleased and displeased them about their work. From his research, he developed the “motivation-hygiene” theory to explain these results.
The elements that satisfied employees were motivators, while the dissatisfiers were the hygiene factors. Herzberg said the hygiene factors may not be motivators, but if the hygiene factors were not present in the work environment, workers may be less motivated. In other words, hygiene factors are expected and assumed in a workplace.
Herzberg’s research showed the following as the top six motivation factors:
- Achievement
- Recognition
- The work itself
- Responsibility
- Advancement
- Growth
The following were the top six hygiene factors:
- Company policies
- Supervision
- Relationship with manager
- Work conditions
- Salary
- Relationship with peers
The implication of Herzberg’s research is that careers including motivation factors tend to be more rewarding for employees. Salary, for example, is on the hygiene factor list. Fair pay is expected, but a paycheck actually does not motivate us to do a better job. On the other hand, programs to further develop us as employees, such as management training programs, would be considered a motivator. Therefore, the actual motivators tend to be the work and recognition surrounding the work performed.
Please click on the following link to view a video that explains Herzberg’s theory: Video Herzberg's Two-Factor Theory of Motivation [youtu.be]
Identifying Your Motivators
We just discussed two theories of motivation: hierarchy-of-needs theory (Maslow) and the two-factor theory (Herzberg). Briefly describe each theory and where/how each theory fits your current situation. Which theory makes the most intuitive sense to you? Why do you find it appealing?