Note: Only for Reference
Motivation is one considered as one of the vital components for improving productivity and gaining a sustainable competitive advantage at a minimum cost. Maslow’s Need of Hierarchy theory talks that there are five needs which act as a motivation factor for the human which are physiological, safety, social, self-esteem and self-actualization arranged on their priority and need basis. Herzberg’s two-factor theory explains that motivation for people in the job depends on two kinds of factors: motivators and hygiene factors.
BENEFITS OF APPLYING THESE THEORIES
Many organizations apply Maslow’s need hierarchy theory and Herzberg’s two factory theory to understand their employees in a better way and motivate them. Maslow’s Need Hierarchy theory helps to motivate individuals in moving basic needs toward higher needs, which provides a clear picture of personal growth (Hammond, 2018).
Herzberg’s two-factor theory highlights money as a motivator rather than a hygiene factor. This theory acts as an eye-opener to management so that management can take due care of these factors, to prevent dissatisfaction among people working for them (Tilathi).
WHY THESE THEORIES ARE NOT APPLICABLE IN REAL TIME BASIS?
These theories are not applicable in real time basis because different people have different needs and expectations, and at the same hand source of motivation also varies from person to person. If we talk about Maslow’s hierarchy theory which was primarily developed on the assumption and research based on US subjects that will favor greatly in assisting management of U.S Companies but no other companies outside the U.S. Many people may strive for various needs at the same time and people may not experience these needs in the same order as presented by this theory.
For example, In case of international management for a country like China who follows collectivist culture, people’s basic need is belonging; eliminate self-esteem, and self-actualization is attained in terms of meeting social development needs which goes against the sequence of Maslow’s original model (Patrick A Gambrel, 2003).
Read More : PA 1 HRM.edited
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