Motivation and Needs Heirarchy

The origin for concepts regarding motivational factors, as applied in the organization, stem from the [psychological] behavioral study of human needs. The relevance of the former is fundamental to the three issues posed this week because it correlates the assumptions of both Maslow and Herzberg. The aforementioned assumptions stress the importance of consideration of human needs in relation to motivational factors in the workplace, including job satisfaction, and superior performance. Furthermore, this concept has inexorably expanded to include both Maslow’s and Herzberg’s theories as a harmonious and reciprocally complementary unit; applicable to almost any organization. That being said, this analysis will include 1) a description of Maslow’s need’s hierarchy, 2) an interpretation of the intent of the former and its pertinence to leadership, and 3) an explanation of why money is not a motivator, based on Herzberg’s two-factor theory.

Maslow’s theory surrounds a hierarchy of needs; basic physiological needs residing on the lowest rung and self-actualizing needs being the pinnacle of the order. This hierarchy is composed of needs arranged by importance and consists of the following: Physiological- hunger, thirst, shelter; Security-safety from threat or harm; Love- belongingness, social love and friendship; Esteem- respect from others and for oneself; and Self-actualization- fulfillment through the realization of one’s personal goals and potential (Maslow, 1943) (Gibson, Ivancevich, Donnelly, & Konopaske, 2009). Maslow segregates the lower order needs and classifies them as “basic needs”- these are limited to all but self-actualization (Maslow, 1943). Further, Maslow proposes that basic needs must first be met (or partially met) ...

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...enge to others- dare I say a motivator- to keep searching for improvement and innovation in organizational motivation theory.

Works Cited

Gibson, J. L., Ivancevich, J. M., Donnelly, J. H., & Konopaske, R. (2009). Organizations: Behavior, Structure, Processes. New York: McGraw-Hill.

Lahiff, J. M. (1976). Motivators, Hygiene Factors, and Empathic Communication. The Journal of Business Communication 13:3 , 15-23.

Leidecker, J. K., & Hall, J. J. (1984). Motivation: Good Theory- Poor Application. Training and Development Journal. June. , 3-7.

Maslow, A. H. (1943). A Theory of Human Motivation. Psychological Review, 50 , 370-396.

Soliman, H. M. (1970). Motivation-Hygiene Theory of Job Attitudes: an Empirical Investigation and an Attempt to Reconcile Both the One- and the Two-Factor Theories of Job Attitudes. Journal of Applied Psychology, V.54, no. 5 , 452-461.