Maslow vs. Herzberg

The biggest problem to a manager is managing employees. This is because employers often do not know how to handle their employees. An effective manager knows that motivation is a difficult skill to acquire. So over the years, many theorist have studied motivation in order to

The relationship between motivation and performance management is important as they work simultaneously with each other. Motivation is the key to an individual's degree of willingness to exert and maintain their efforts towards the organisational goals. Motivation levels are likely to have an effect on performance. If an individual has high motivation, it is likely to increase their performance. However this may not always be the case. Motivation is about the factors, which links into how organisation uses performance management to get better results from their staff by strategically encouraging the performance within its business. If employees are highly motivated they will perform better, and will co-operate collectively to improve the standards which would lead to a sense of achievement creating greater motivation.

Motivation can be defined as a process that starts with a physiological deficiency that activates a push that is aimed at a goal incentive The aim of this essay is to show that how motivation can be an important factor for better performance of employees in a sector (Steininger, 1994).

There are varieties of other variables thought to play an important role in people performances which have been proven over the past years. These include ability, instinct, and aspiration level as well as personal factors such as age, education, and family surroundings (Matteson, T.M. and M.J Ivancevich, 2002, p.146). An In-depth knowledge of motivational theory is needed for someone to become a better manager. However, managers can not get the best out of their employers if they do not know the appropriate way to motivate them. Further more, unless employee knows what is supposed to be done and how to do it, high levels of job performance is not possible. Knowing in depth knowledge of motivation theory is not the only way to increase an employee’s contribution or workforce in the organisation. An employee being given the opportunity to perform is also a critical ingredient in the performance recipe.

Motivation is defined as a psychological force that stimulates a person to act toward the desired objectives and maintain goal-oriented behaviour to achieve a specific goal (Helen 2013). In the workplace, motivation is one of the most significant factors determining the effectiveness and efficiency. Motivation is positively related to employees’ willingness in performing their job duties which can significantly affect the business’ growth. Thus, the more motivated the workers are, the more successful the organisation will be (Stanley 2015).

Motivation refers to the psychological processes “that underline the direction, intensity, and persistence of behavior or thought (Fugate & Kinicki, p. 146).” Motivating your employees is very important and can be critical to accomplishing the mission or task at hand. “Direction pertains to what an individual is attending to at a given time, intensity represents the amount of effort being invested in the activity, and persistence represents for how long that activity is the focus of one’s attention (Fugate & Kinicki, p. 146).” Being able to instill motivation within the work place makes individual’s work that much harder to achieve the goal that the organization has set forth. According to Seppala, the best leaders are able to take a step back and maintain a human touch in the workplace by inspiring employees, being kind to them, and encouraging them to take care of themselves (Seppala, 2016). Although motivation comes in two forms, both extrinsically and intrinsically, the fact remains that motivation is the fuel that drives results and performances. On the opposite end of the spectrum, lack of motivation can cause a decrease in morale. People who are unmotivated to work can become complacent within the organization and just be content with having a steady job. In order to prevent this, it is with the utmost importance, that leaders and managers find a way to motivate their people. As a result, this would make job employees want to come to work, motivate

Now when we mention the importance of motivation it could be different for every environment. In this paper we will talk about the importance of motivation in an organization.

What is motivation? Motivation is defined as “an individual’s willingness to respond to the organization’s requirements in short run.” (P.71 Dixon, 1998) For the purposes of this research paper, I find the most fitting definition of motivation is to define it as “the force that Energizes, Directs, and Sustains behavior.” (uri.com, 2014) Motivation is imperative to productivity. A highly motivated staff often leads to high productivity from the workforce.

Many different businesses try to motivate their staff so they can work harder and more efficiently, which will result in many advantages for the business itself. Motivation is the encouragement of staff by a business and it is very significant because if workers are motivated, they are likely to be more productive within the business as well as being more flexible and dynamic. Consequently, they will be energetic and prepared to try something new at short notice and discuss new ideas, which will be beneficial to the business because it will mean that their workers are willing to be involved with a positive attitude.

Over the last two hundred years, management has changed and along with it have the motivators within the workplace. It is vital that managers are able to motivate employees to perform at maximum productivity and due to the importance of motivation, several theories have been developed to ensure this. While some theories have been around longer than others, the information found within them can still help managers motivate staff today with some being more effective than others.

In this literature review, we will discuss the available body of knowledge for motivational theories and analyses the same in order to ascertain its relevancy in our current study. In this case we tried to give an overall picture of already made research in this regard and to find the gaps if any in order to suggest the way for future study in this area. We will review existing research on what managers can do to motivate their employees and the factors of motivation.

He believed increased production will eventually increase employees income (could use quote here) and organisations profit margins, but in fact in long term future production could fall due to employees felt dissatisfied and felt like machines. There jobs became repetitive and specialised to specific jobs, with no team work, job rotation or social groups, which are argued the main motivators in a workforce. At the time Taylor’s theory was successful proved by when he tested at manufacturing industry he found production increased by over 300% and wages increase by 60%, which shows his ideas did indeed give efficiency. Evidence of Taylors method of management is used to today is shown in organisations such as McDonalds and call centres. This showing that even though its 94 years old theory its used in present time and that scientific management is not overlooked by newer theories such as from the Human relations school and the contingency theory.

Motivation is one of the most discussed topics in the present era’s organisations, especially since renowned psychologists like Maslow and Herzberg are dedicating their efforts to understanding it. Companies are investing a significant amount of resources in improving productivity in order to maximise profits. One of these important resources is of human nature. In order to get the very best out of employees, some motivational approaches need to be used. But what is motivation and how do I successfully motivate? I will try to relate one of my personal experiences with a friend to some of the most influential motivational theories. After introducing my story and making a definition of motivation I will address the ideas of Taylor,

There are countless books, seminars, and videos on the subject of motivation, particularly with regard to motivating employees. As businesses continue to try to find ways to squeeze more and more productivity out of a shrinking number of workers, motivating those employees is a critical factor in the business' success. Being in a management position is not easy, and not always fun. The position comes with much responsibility and can prove very stressful. Holding a management position often means you are put in charge of large numbers of people, all with different attitudes, moods and dispositions; whose performance you are held accountable for. That is the bad news. The good news is even if things are not

In this assignment my aim is to compare and contrast the contributions that Abraham Maslow (1908-1970) and Frederick Herzberg (1923–2000) made to the field of management. Both men made huge contributions through their work and I would like to examine the similarities and also the differences between each of their findings. Through research, I hope to be able to link some of these findings as closely together as I can, and from this I hope to draw up a conclusion of both of these theories, and how they have impacted the field of management since they have been discovered. I will use a number of academic sources including books and academic journals to gain my insights into the work that Abraham Maslow and Fredrick Herzberg put forward. From what I have read so far I can see that both of these theories are still being examined today and put into real world situations and scenarios. Furthermore, they are also being critiqued by academics to this day. These theories are very similar in ways. (Bratton et al, 2010) stated that ‘Herzberg’s motivators are similar to Maslow’s higher order needs’. Some points being made are saying that Maslow’s theory is outdated- The Theory has been challenged on its lack of scientificity (Heylighen 1992), There are also criticisms of Herzberg’s theory- According to Locke’s (1976) first critique, Herzberg’s view of man’s nature implies a split between the psychological and biological processes