The Five Major Motivation Theories
The Five Major Motivation Theories
Group Discussion Exercise
Discussion 1 – The five hierarchy of needs is widely recognized and applied.
A psychologist by the name of Abraham Maslow developed the need hierarchy theory in 1943. He proposed that motivation is a function of five needs; physiological, safety, social esteem and self-actualization. The five basic needs are hierarchically based. According to him, when one’s physiologically needs are relatively satisfied, one’s safety needs emerged, and so on up the need hierarchy, one step at a time. Once a need is satisfied it activates the next higher need in the hierarchy. This process continues until the need for self-actualization is activated. Social need or sense of belongingness it the third hierarchy and is defined the same. This theory is among the most popular theory of motivation.
Discussion 2 – ERG is a further research on the five hierarchy of needs.
ERG stands for existence, relatedness and growth. This is a further research on maslow’s need of hierarchy theory and was done by Adelfer. Maslow’s physiological and safety needs are grouped as e existence, social and status as relatedness, and esteem and self-actualization as growth. He found that employees can be motivated simultaneously (at once). Adelfer focused on the impact of status on developing relationship. This theory is popular but not accurate. Maslow’s theory still emerged.
Discussion 3 – Theory X and theory Y make different assumptions on employees behaviors.
In 1960, Douglas Mcgregor in his book entitled “the Human Side of enterprise,” introduced two influential theories of Theory X and Theory Y. These theories concern the way employers/managers perceived employees. Theory X assumptions were pessimistic and negative, whereby employees were directed or coerced into performing tasks. Theory Y assumptions were modern and positive in which McGregor beleived managers could accomplish more through others by viewing them as self-energized, commited, responsible and creative beings. Employees tended to be participative in decision making. In short, Theory X and Theory Y are employers’ perception on two types of employees at work.
Discussion 4 – The two factor theories
Frederick Herzberg’s motivator-hygene factors proposed that satisfaction is not the opposite of dissatisfaction. The opposite of satisfaction is no satisfaction which fall under motivator cluster. And, the opposite to dissatisfaction is no dissatisfaction which fall under cluster hygene. Growth, responsibility and achievement affect motivator factors. Meanwhile, company policies, salary, and work environment (quality of work life) influence hygene factors.
Discussion 5 – the three needs theories
In the late 1940s, David McClelland studied the relationship of needs and behaviors. He investigated the needs for achievement, power and affiliation. A drive to excell is a behavior of achievement, e.g. an entrepreneur. The need for power reflects an individual’s desire to influence, coach, teach or encourage others to achieve. They concern discipline and self-respect. People with a high need of affiliation prefer maintaining social relationships, work in group and wanting to be loved. Out of the three, individuals in need for affiliation have hard time in making decision if they turn out to be managers or leaders.
by Jakaria Dasan
School of Business and Economics
Universiti Malaysia Sabah
Group Discussion Exercise
Discussion 1 – The five hierarchy of needs is widely recognized and applied.
A psychologist by the name of Abraham Maslow developed the need hierarchy theory in 1943. He proposed that motivation is a function of five needs; physiological, safety, social esteem and self-actualization. The five basic needs are hierarchically based. According to him, when one’s physiologically needs are relatively satisfied, one’s safety needs emerged, and so on up the need hierarchy, one step at a time. Once a need is satisfied it activates the next higher need in the hierarchy. This process continues until the need for self-actualization is activated. Social need or sense of belongingness it the third hierarchy and is defined the same. This theory is among the most popular theory of motivation.
Discussion 2 – ERG is a further research on the five hierarchy of needs.
ERG stands for existence, relatedness and growth. This is a further research on maslow’s need of hierarchy theory and was done by Adelfer. Maslow’s physiological and safety needs are grouped as e existence, social and status as relatedness, and esteem and self-actualization as growth. He found that employees can be motivated simultaneously (at once). Adelfer focused on the impact of status on developing relationship. This theory is popular but not accurate. Maslow’s theory still emerged.
Discussion 3 – Theory X and theory Y make different assumptions on employees behaviors.
In 1960, Douglas Mcgregor in his book entitled “the Human Side of enterprise,” introduced two influential theories of Theory X and Theory Y. These theories concern the way employers/managers perceived employees. Theory X assumptions were pessimistic and negative, whereby employees were directed or coerced into performing tasks. Theory Y assumptions were modern and positive in which McGregor beleived managers could accomplish more through others by viewing them as self-energized, commited, responsible and creative beings. Employees tended to be participative in decision making. In short, Theory X and Theory Y are employers’ perception on two types of employees at work.
Discussion 4 – The two factor theories
Frederick Herzberg’s motivator-hygene factors proposed that satisfaction is not the opposite of dissatisfaction. The opposite of satisfaction is no satisfaction which fall under motivator cluster. And, the opposite to dissatisfaction is no dissatisfaction which fall under cluster hygene. Growth, responsibility and achievement affect motivator factors. Meanwhile, company policies, salary, and work environment (quality of work life) influence hygene factors.
Discussion 5 – the three needs theories
In the late 1940s, David McClelland studied the relationship of needs and behaviors. He investigated the needs for achievement, power and affiliation. A drive to excell is a behavior of achievement, e.g. an entrepreneur. The need for power reflects an individual’s desire to influence, coach, teach or encourage others to achieve. They concern discipline and self-respect. People with a high need of affiliation prefer maintaining social relationships, work in group and wanting to be loved. Out of the three, individuals in need for affiliation have hard time in making decision if they turn out to be managers or leaders.
by Jakaria Dasan
School of Business and Economics
Universiti Malaysia Sabah
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