Impact of Herberg and Maslow’s theories in organizations

Type :

Research papers

Pages :

49 pages

Format :

.doc

Published date :

05/30/2009

Category :

Economics & finance

Sub category :

Finance

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Summary :

Introduction
Herzberg's theory of motivators and hygiene factors
Research methodology
Maslow's hierarchy of needs
Herzberg's theory: Frederick Herzberg's motivation and hygiene factors
TCLP study in relation to Herzberg's theory
Herberg's two factor theory
Types of theories
1. Need-based theories
2. Process based theory
3. Individual-organizational goal-congruence theories
An overview of satisfaction and dissatisfaction
Alderfer's ERG theory
Motivations in organizations
The Japanese approach to motivation
A study of theories on employee motivation
Strategies of motivating employees
Findings of the study
Conclusion
Bibliography

Abstract

Among various behavioral theories generally believed and embraced by American business are those of Frederick Herzberg and Abraham maslow. Herzberg, a psychologist, proposed a theory about job factors that motivate employees. maslow, a behavioral scientist and contemporary of Herzberg's, developed a theory about the rank and satisfaction of various human needs and how people pursue these needs. These theories are widely cited in the business literature.
In the education profession, however, researchers in the '80s raised questions about the applicability of maslow's and Herzberg's theories to elementary and secondary school teachers: Do educators, in fact, fit the profiles of the average business employee? That is, do teachers (1) respond to the same motivators that Herzberg associated with employees in profit-making businesses and (2) have the same needs patterns as those uncovered by maslow in his studies of business employees?

This digest first provides brief outlines of the Herzberg and maslow theories. It then summarizes a study by members of the Tennessee Career Ladder Program (TCLP). This study found evidence that the teachers in the program do not match the behavior of people employed in business. Specifically, the findings disagree with Herzberg in relation the importance of money as a motivator and, with maslow in regard to the position of esteem in a person's hierarchy of needs.

Herzberg (1959) constructed a two-dimensional paradigm of factors affecting people's attitudes about work. He concluded that such factors as company policy, supervision, interpersonal relations, working conditions, and salary are hygiene factors rather than motivators. According to the theory, the absence of hygiene factors can create job dissatisfaction, but their presence does not motivate or create satisfaction.