An Assessment of Maslow's & Herzberg's Need Based
An Assessment of Maslow’s & Herzberg’s Need Based
Motivational Theories
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MGMT 5000/NA/MANAGEMENT
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Table of Contents
Abstract……………………………………………………………….page 3
Introduction……………………………………………..…………....page 3, 4
Defining Motivation…………………………………..……………...page 4
Explaining Motivational Theories……………………….………....page 5
Explaining Maslow’s Hierarchical Theory…………………….….pages 5-7
Examining Herzberg’s Two-factor Theory……………………….pages 7-9
Comparing Maslow and Herzberg’s Motivation Theories……….pages 9-12
Summary…………………………………………………………….page 12
References…………………………………………………………...pages 13, 14
Abstract
There is no doubt that employee performance is a critical part of an organization’s long-term success and sustainability; therefore understanding how to achieve maximum performance is also essential. Long gone are the days when employees were looked upon as expendable hands, merely used for the production of commodities and profit. Leaders now recognize that satisfied employees are higher performers and the life line to reaching their organization’s goals.
In times past, methods of controlling employees included tough disciplinary measures and strict orders and monitoring. As more and more complaints began to erupt about the treatment of workers, more research was done into this approach. From 1924-1932, Elton Mayo, a Harvard Law Professor, conducted a significant study- the “Hawthorne Studies- into the humane treatment of employees. These studies have been credited for evolution of the human relations approach to management, and the results incited further studies into this leadership technique. Thus, Maslow and Herzberg’s theories derived from
Motivational Theories
Submitted by:
Prepared for:
MGMT 5000/NA/MANAGEMENT
CERTIFICATE OF AUTHORSHIP: I certify that I am the author. I have cited all sources from which I used data, ideas, or words, either quoted directly or paraphrased. I also certify that this paper was prepared by me specifically for this course.
Signature Date
Table of Contents
Abstract……………………………………………………………….page 3
Introduction……………………………………………..…………....page 3, 4
Defining Motivation…………………………………..……………...page 4
Explaining Motivational Theories……………………….………....page 5
Explaining Maslow’s Hierarchical Theory…………………….….pages 5-7
Examining Herzberg’s Two-factor Theory……………………….pages 7-9
Comparing Maslow and Herzberg’s Motivation Theories……….pages 9-12
Summary…………………………………………………………….page 12
References…………………………………………………………...pages 13, 14
Abstract
There is no doubt that employee performance is a critical part of an organization’s long-term success and sustainability; therefore understanding how to achieve maximum performance is also essential. Long gone are the days when employees were looked upon as expendable hands, merely used for the production of commodities and profit. Leaders now recognize that satisfied employees are higher performers and the life line to reaching their organization’s goals.
In times past, methods of controlling employees included tough disciplinary measures and strict orders and monitoring. As more and more complaints began to erupt about the treatment of workers, more research was done into this approach. From 1924-1932, Elton Mayo, a Harvard Law Professor, conducted a significant study- the “Hawthorne Studies- into the humane treatment of employees. These studies have been credited for evolution of the human relations approach to management, and the results incited further studies into this leadership technique. Thus, Maslow and Herzberg’s theories derived from
References: Encyclopedia of Small Business (2002). Employee Reward and Recognition Systems, 1, 395-412 Farr, R. (1977, March). On the Nature of Attributional Artifacts in Qualitative Research: Herzberg’s Two-factor Theory of Work Motivation Linder, J. (1998, June). Journal of Extension. Understanding Employee Motivation. Retrieved on November 10, 2008 from http://www.joe.org/joe/1998june/rb3.html Lord, R. (2002, September). Traditional Motivation Theories and Older Engineers. Engineering Management Journal, 14, 3 Orpen, C., and Pinshaw, J. (1975). An Empirical Examination of the Need-Gratification Theory of Job Satisfaction Patterson, W. How to Motivate Under-Performing Personnel. Retrieved on November 12, 2008 from http://www.baronseries.com/personnel.htm Schermerhorn, R., Hunt, J., and Osborn, R. (2005). Organizational Behavior (9th ed.). New Jersey: John Wiley & Sons, Inc. Spillane, R. (1973). Intrinsic and Extrinsic Job Satisfaction and Labour Turnover. Occupational Psychology, 47, 71-74 Werner, J. and DeSimone, R. (2009). Human Resource Development (5th ed.). Ohio: South- Western Cengage Learning.