Organizational Behavior Theory on Human Motivation
External and internal stimuli can motivate a person. Experts all over the world have been trying to understand the theory of human motivation for years. These theories can be divided into content/needs theories and process theories (Laegaard & Bindslev, 2006). The needs theory focuses on “what” motivates human behavior, while the process theory focuses on how motivation occurs.
For this assignment, I will explain the three needs theories that affect motivation that are: Maslow’s Hierarchy of Needs, McClelland’s Learned Needs Theory, and Herzberg’s Motivator-Hygiene Theory.
Definition of each theory and how they affects motivation
Maslow’s Hierarchy of Needs
Maslow believed that human needs could be classified as a pyramid that consists of five basic needs that are:
- Self-actualization — Needs to grow or to reach the full self-potential
- Self-esteem — Need for self-esteem, self-respect, and appreciation for others
- Social needs (love/belonging) — Need for human interaction, relationship, and friendship
- Safety — Need for security, safety, morality, and resources
- Physiological needs — Primary needs for human to survive (basic needs)
The pyramid shows that the need on the lower level should be fulfilled first before going to higher level. It was said that the unfulfilled needs can function as motivation. However, Maslow’s hierarchy of needs has been criticized due to its subjectivity. According to Bauer & Erdogan (2012) statement that stated, the needs of order can differ depending on the people. Furthermore, from Hofstede cultural perspective, this theory is not valid for some cultures because, in some cultures, safety needs and social needs will have a greater influence on motivation compared to self-actualization needs.
McClelland’s Learned Needs Theory
This theory focus on the three meaningful needs that are culturally acquired and possible to change through training, the three needs are achievement, affiliation, and power.
- Achievement — Need to perform high and master complex tasks.
- Power –Need to take charge, influence others, willingness to make change
- Affiliation –Need for social interaction
McClelland believes that all people have different compositions of the three needs, but that one of the needs is usually dominating (Laegaard & Bindslev, 2006). The dominant need lead the person’s behavior as well as motivation.
Herzberg’s Motivator-Hygiene Theory
According to Herzberg, job satisfaction is influenced by a number of factors that might cause job satisfaction (Motivator) or job dissatisfaction (Hygiene & Maintenance). Satisfaction or motivational factors consists of performance, meaningful work, responsibility, influence, growth, advancement, and recognition. Whereas maintenance and hygiene, factors include pay, job security, working condition, interpersonal relations, supervision & management, benefits, and personnel policies.
Comparison and Contrast of Each Theory in The Contemporary Work Setting
Maslow’s hierarchy theory is the earliest motivation theory that focuses on individual needs. According to Laeegard, the Maslow model only can predict the employee’s behavior to a minor extent because the needs are really subjective, depending on the individual.
According to McClelland’s learned needs theory, people with high achievement need tend to be very proactive, productive, and objective-oriented. People with high power need should be placed in positions where they can control the situation. People with high social need tend to seek closeness with others and need extensive interpersonal interaction.
Herzberg stated that the maintenance/hygiene factors contribute to removing dissatisfaction. However, those factors are unable to generate motivation. Different job factors have different significance for the employee’s motivation. The weakness of this theory is that this theory perceives an employee’s motivational factors as a general feature. Therefore, the theory is not applicable for the recruitment strategy, especially on the employees who are satisfied through result-oriented rewards.
References:
Mcleod, S. (2020, December 29). Maslow’s hierarchy of needs. SimplyPsychology.org. https://www.simplypsychology.org/maslow.html
Laegaard, J. & Bindslev, M. (2006). Organizational theory (1st ed). Ventus Publishing & Bookboon.com.
Note:
This article is written based on University of The People Organizational Behavior (BUS 5113) written assignment by Fristy Tania in September 2021
