Motivation models
Maslow's hierarchy of needs
This model was developed by Abraham Maslow, who introduced a five-tier model of human needs that are sometimes represented as hierarchical tiers within a pyramid. According to this model, Abraham Maslow claimed that money alone will not inspire employees. Maslow also proposed that each level of the hierarchy must be attained before an employee can be motivated by the next level in order for them to be motivated, once a physiological need of an employee is fulfilled that employee will no longer be motivated by physiological needs but would look for better such as job security. (Borrington & Stimpson, 2013)
- It conveys how ambitious people are and how they constantly want more.
- This is an easy model for businesses to understand and identify the stages their workforce is in.
- This model does not take into account cultural differences, as companies can have multi-cultural workforces and their beliefs will be different from one another.
- Every requirement will have a different value for every individual. Although your friend may prioritize safety needs over esteem needs, esteem needs may be important to you. Van Gogh, for instance, achieved self-actualization through his artwork but endured poverty his entire life.
Herzberg Two-Factor Theory
Herzberg states that there are two factors an organization can adjust. According to the two-factor theory, a business can change either one of two components to affect employee motivation. These two factors are Hygiene factors and Motivational factors. (Nickerson, 2021)
(Borrington & Stimpson, 2013)
Hygiene factors: These factors will not motivated employees and work effectively but if these factors aren’t given by an organization the workforce will be unhappy and demotivated.
Salary: The salary structure should be reasonable and acceptable. It must be comparable and competitive with those operating in the same sector and domain.
Job Security: Organizations should provide a safe working environment for there employees to work in.
Motivational factors: These are factors that would lead to positive satisfaction and are inherent to work.
Recognition: A job must offer an employee praise and acknowledgment for their accomplishments. Both their peers and their bosses should provide them this praise.
Growth: The position should provide individuals with the chance to pick up new skills. Either through on-the-job training or more formal education, this is possible.
Borrington, K. and Stimpson, P. (2013) Cambridge IGCSE Business Studies 4th edition. UK, London: Hodder Education.
Maslow, A. H. (1987). Motivation and personality (3rd ed.). Delhi, India: Pearson Education.
Nickerson, C. (2021) Herzberg's motivation two-factor theory, Herzberg's Motivation Theory: Two-Factor Theory - Simply Psychology. Available at: https://www.simplypsychology.org/herzbergs-two-factor-theory.html (Accessed: December 5, 2022).
Great post Tharaka. In addition to the above, as stated by Jerome, N. (2013), Abraham Maslow's hierarchy of needs theory is still significant and applicable in today's business organizations. Any attempt to avoid using the hierarchy of needs theory practically will have a negative impact on organizational culture, human resource management, and employee performance, to achieve organizational excellence and create good atmosphere, better work environment and achieve target at the right time then a drive and application of the theory is paramount (Jerome, N., 2013).
ReplyDeleteThank you for your valuable information.
DeleteThank you Nishadi for the feedback and I agree with your context, the ability of Maslow's need theory to explain human motivation and behavior is one of its main benefits. It is applicable to modern applications, particularly in the corporate environment. For instance, managers can gain from comprehending their staff members' fundamental requirements for companionship, job stability, and praise for a job well done. Creating an atmosphere that satisfies these requirements will produce self-actualized team members who work to the best of their abilities for the company. (Rao, 2017)
DeleteGreat post Tharaka and sharing more details Motivations, Bigirimana (2001) and Gibson (2011) have independently shown the distinct differences in motivation of people in post-independence leadership positions in Africa versus the motivation of the indigenous population. In previous works, van Stam (2013; 2014) showed the variance in African contexts (and motivation) within the academic realm and the importance and substantiality of orality. Further, in the field of activism, there is a whole range of literature depicting the colonisation effect of Western framing of realities (derived upon schema provided by Maslow, among others).
ReplyDeleteThank you for your valuable information.
DeleteThank you Malshani for the feedback and I agree with your context, “Motivation has as many faces as there are human desires. The simplest definition of motivation boils down to wanting (Baumeister, 2016).” A person must be internally motivated. Whether we refer to it as a need or a drive, motivation is a state of being inside of us that yearns for a change, either in the environment or in the self. When we draw from this source of power, motivation gives us the drive and direction we need to interact with the world in a way that is adaptable, open-ended, and problem-solving (Reeve, 2015).
DeleteVuori and Okkonen (2012) stated that motivation helps to share knowledge through an intra-organizational social media platform which can help the organization to reach its goals and objectives. Den and Verburg (2004) found the impact of high performing work systems, also called human resource practices, on perceptual measures of firm performance.
ReplyDeleteThank you for your valuable information.
DeleteThank you Madushani for the feedback and I agree with your context, “Motivation has as many faces as there are human desires. The simplest definition of motivation boils down to wanting (Baumeister, 2016).” Motivation can also be inferred from the level of engagement. Motivation behave with presence, intensity, and quality. Motivation is visible through gestures and facial expressions, intense effort, immediacy (Souders, 2019)
DeleteThe Maslow’s hierarchy is one of the most widely used templates to refer to when developing motivational strategies (Ozguner and Ozguner, 2014). He explained that employee needs must be satisfied in levels and lower levels must be fulfilled before moving on to higher levels of needs.
ReplyDeleteNice article Tharaka. Further, Motivation is the act that roots someone to get into action (Buchbinder & Shanks, 2007). People who are satisfied with some upper-level needs may sometimes feel lower-level needs. Especially in emergencies such as war, disease, natural disasters, lower-level needs may be at the forefront. According to Maslow, while the proportions are not certain, it is enough to satisfy 85% of the physiological needs, 70% of the safety needs, 50% of the love and belongingness needs, 40% of the appreciation and esteem needs and 10% of the self-actualization needs (Maslow, 1954).
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