Abraham Maslow's Theory And Issues In Organizational Behavior

Motivation is one of the most widely debated and researched topics in organisational behaviour. There are a plethora of concepts and theories that attempt to provide a better understanding as to what and how best to motivate an employee. Theories of motivation provide a solid basis to best gain basic understanding of motivational needs. Several academic papers researched while writing this essay highlighted the need for further research that focused on cultures outside of the ‘Western’ norms. In this section we will examine some theories and journal articles that will better our knowledge about motivation.

Abraham Maslow’s theory of Hierarchy of Needs (Maslow 1943) is probably the most well known theory of motivation. He proposes that every human contains a hierarchy of needs made up of of five separate levels. Beginning with the basic human needs of hunger, shelter and ending with self actualisation, Maslow’s theory (1943) has good general application, and provides a basic framework for managers to understand an employees motivational needs. (Taormina & Gao, 2013) However it is

al 1959) proposes in his Two-Factor theory a dual continuum around job satisfaction. He proposes that if certain ‘hygiene factors’ were present in a job, workers would be adequately satisfied. Once satisfied, workers could be motivated through the work itself by means of personal growth, achievement. Similar to Maslow (1943), this theory can provide managers with a basis to understand employees needs and motivators.

David McClelland’s Theory of Needs (McClelland 1961) is supported in more detail than the previous two theories outlined. Achievement, power and affiliation are the three needs McClelland outlines which help explain a workers motivation. The need for high achievement as a motivator can be found in certain cultural characteristics. This need is met through efforts to deliver high levels of performance and willingness to accept high levels of