MOTIVATION THEORIES.

 

MOTIVATION THEORIES.

Herzberg’s two-factor theory.

The theory shows that there are several factors that can motivate employees in the organizational context, and there are several factors that can gratify employees. but even if it is not there do not present dissatisfaction. The two-factor theory of motivational factors and hygienic factors is another name for the theory (Varma 2017).

Motivational factors such as salary increment, positive work environment motivate employees. Hygienic Factors such as organization policies, wage reductions, unhealthful relationship with managers and co-workers can demotivate employee (Jain et l. 2019). The theory highlighted that the factors can only ever be either motivators or hygiene factors, but cannot be both on the same time. (Herzberg 1959), (Table 1.01). However, the above two factors can never be considered opposite to each other. (Saiyadain 2009).

Table 1.01 Overview of the factors in Herzberg’s theory.

Motivation Factors	Hygiene Factors
Advancement	Interpersonal relationship
Work itself	Salary
Possibility of growth	Policies and administration
Responsibility	Supervision
Recognition	Working conditions
Achievement

(Source: Alshmemri 2017, p.13.)

Maslow’s need hierarchy theory.

The theory describes a hierarchy of five levels of needs. when the previous need is satisfied the need for the next level arrives (Varma 2017).

·         Physiological needs: Physiological needs are at the base of the triangle (figure 1.01). it may consist of warmth, clothing, air, water, food and accommodations (Kaur 2013).

·         Safety needs: This demonstrates the second stage of needs. safety needs are enabled after meeting physiological needs. It mentions the need for safe working place free from any threat or danger (Kaur 2013).

·         Social needs: This demonstrates the third stage of needs. Social needs are enabled after meeting safety needs. Social needs describe as the need to belong what is needed to be loved and welcomed by others (Kaur 2013).

·         Esteem needs: This demonstrates the fourth stage of needs. It contains the need for self-esteem, self-respect and the approval of others and trust (Kaur 2013).

·         Self-actualization: This demonstrates the last stage of needs at the bottom of the triangle. This refers self-fulfillments and personal growth (Anderson 2014).

Figure 1.01 Maslow’s Hierarchy of Needs.

(Source: Anderson 2014)

As an example, according to Maslow hierarchy in automobile company as Physiological needs they provide safety shoes, comfortable overall, good exhaust system because of vehicle exhaust gas and each technician has a separate species working area. We provide correct tool to do the job for physical safe and if something goes wrong with a vehicle from a technician, the responsibility is not transferred to him alone.  It takes responsibility of the entire company. As social needs we arrange the meeting every morning to appreciate about the work done in previous day. In every month the best employee will displayed on the notice bord for appreciate as esteem need. Meets the employees personally once in two months and inquiries about the problems at work and their job satisfaction.

 

REFERENCES.

1. Alshmemri, M., -Akl L.S, Maude,P.,(2017). Herzberg’s Two-Factor Theory. Life Science Journal, 14(5), pp.12-16.
2. Jain, A., Gupta, D. and Bindal, D., (2019). A Study of Employee Motivation in Organization. International Journal of Engineering and Management Research, 09(06), pp.65-68.
3. Kaur, C., (2013). Maslow’s Need Hierarchy Theory: Applications and Criticisms. Global Journal of Management and Business Studies,03(10), pp. 1061-1064.
4. Varma, C., (2017). IMPORTANCE OF EMPLOYEE MOTIVATION & JOB SATISFACTION FOR ORGANIZATIONAL PERFORMANCE. International Journal of Social Science & Interdisciplinary Research, 6(2), pp. 10-20.