The Development of Motivation Theory in Business Essay - 1

The Development of Motivation Theory in Business - Essay Example This paper illustrates that Maslow’s theory asserts that people are motivated by the quest to satisfy their needs or deficiencies. Maslow grouped needs into five categories with the needs occurring in a specific hierarchy where the lower needs had to be satisfied before advancing to those of higher order. Physiological needs are basic survival needs like food while safety needs are personal security needs such as the need for a steady job. Social needs are social acceptance and support needs while egoistical needs are desired by an individual to be valued by others. Self-actualization is the aspiration of an individual to acquire the finest out of his/her abilities. From the hierarchical system, Maslow deduced that those needs which had already been satisfied no longer provided motivation for action. Due to lack of empirical support for Maslow’s theory, Alderfer postulated the Alderfer’s Existence-Relatedness-Growth (ERG) theory, which condensed Maslow’s n eeds to three. These three needs were existence or physical survival needs, relatedness or social needs and growth or need for personal growth and development. Alderfer, however, did not insist on a hierarchical system rather he claimed that the needs ought to be experienced simultaneously. Alderfer’s theory got more appeal from practitioners and had greater empirical support. Though the needs theory has limited empirical support, some of its assertions like the self-actualization principle have gained currency among managers and executives who perceive this high-level need as a potent motivator. Herzberg claimed that motivation emanates from the job itself and not from other external characteristics. He explained that those factors leading to job satisfaction or motivators are distinct from those that cause job dissatisfaction; that is, hygiene or maintenance factors. The hygiene factors are factors surrounding the task which do not lead to satisfaction but prevent dissatisf action if well maintained. Examples of such factors are job status and remuneration.