The Two-Factor Theory And Maslow's Theory Of Motivation

To understand completely the organizational and managerial significance associated with developing motivated employees, it is important that the concept of employee motivation be examined from a chronological perspective. Many of the earliest studies relevant to the topic are foundational, in that they assisted the evolutionary progress of research. The two most common studies on motivation include Maslow’s hierarchy of needs and Herzberg’s hygiene theory. In accordance to the collective body of literature, both paradigms have been employed frequently within various organizations. This section of the literature review will examine the contextual and historical intricacies of both approaches.

a) maslow’s theory.

Amid the numerous theoretical

He was the first to show that factors causing job satisfaction were different from that causing job dissatisfaction. He developed the motivation-hygiene theory; he called the satisfying factors motivators and the dissatisfying hygiene factors. According to Sapru (2013), the two factor theory is a theory that relates to intrinsic factors to job satisfaction, while associating extrinsic factors with dissatisfaction. To find the individual’s relation and attitude to work, Herzberg investigated the question: “What do people want from their job?” According to Hertzberg certain attributes tend to be consistently related to job satisfaction and other to job dissatisfaction. For instance, intrinsic factors such as responsibilities, achievement, recognition and advancement seem related to job satisfaction. While, extrinsic factors such as pay, working conditions, policies and supervision seems related to job dissatisfaction.

Effects of Motivation on Job Performance

The performance of employees will make or break a company; this is why it is important to find a variety of methods of motivating employees. The most obvious form of motivation for an employee is money; however, there are other motivation factors that must be considered. Every employee within a company is different and, therefore, is motivated to perform well for different reasons. Conversely, due to the differences within an organization, it is important for a manger to get to know their employees and understand what motivates their performance.