The Difference of Humanistic Theories of Motivation from Other Theories

Feldman’s description of development conforms to Hawkins’ (n.d.) design of the different systems symbolized by his concentric circles regarding the development of a person’s personality. According to Hart (1999), Wilson (2001), and Backus and Chapian (2000) to change the way one thinks it is necessary to effect change in one’s live because thoughts influence how events and other people are perceived. Everyone has different influences in their lives, from families to beliefs to economic situations; therefore, each person is a distinct and unique individual.

Maslow’s theory of motivation is called the “hierarchy of needs”. Maslow believes that people have five main needs in the following order of importance;

Despite its limitations, Maslow’s model leads us to recognize that human behavior is motivated by higher pursuits as well as satisfaction of basic needs.

A long-debated argument in the field of Psychology has been which theory or explanation of human behavior is the most important and the most viable. Is B. F. Skinner’s theory that behavior is the result of man’s response to external stimuli or is Carl Rogers’ theory that man’s behavior is the result of his determination to achieve self-actualization the best explanation? After much research and thought, I will argue in favor of Carl Rogers’ Humanistic Theory that “emphasizes the unique qualities of humans, especially their freedom and their potential for personal growth” (Weiten, 2016, p. 9).

Dweck claims that there are two views of intelligence, “growth mind-set” and “fixed mind-set”, is too far-reaching. “Fixed mind-set” can also be defined as extrinsic motivation because it involves engaging in an attitude that only works to earn external rewards, praise, or to avoid punishments. On the other hand, a “Growth mind-set” is similar to intrinsic motivation, which refers to behavior that is driven by internal rewards.

Development of a person throughout his or her whole lifetime can be seen either as a continuous process or as a final status to be attained. Psychologists agree

It is the primacy of field theory (in which we include the concepts of holism and organisimic self-regulation); phenomenology and dialogue - the three pillars supporting the standpoint of the Gestalt-based approach- that is the basis for a comprehensive process model of growth (Resnick 1995) The core motivation of Humans is by drive to staisy biolical and psycohlogical needs. Strving to regulate organism so it can grow. Self-

Abraham Maslow, an American psychologist and at the forefront of the humanist movement in psychology, proposed a theory concerning basic human motivations that are based upon a hierarchy of needs. (Boeree 1998, 2006) Often described or pictured as a pyramid, basic physiological drives like thirst, hunger and sleep, as well as the need for safety, shelter and some feeling of security are the motivational needs that occupy the bottom tiers of the pyramid.. They provide the foundation for higher levels of needs to become present and available that the individual is aroused or driven to attain. Once those physiological and safety needs are met then the individual looks to love and be loved, to belong

The founder of the person-centered theory is Carl Rogers, who proposed two general assumptions called the formative tendency and the actualizing tendency. According to Rogers, one is always willing to reach higher development, which is driven by actualizing tendency instead of only being determined by outer forces. Formative tendency, as stated by Rogers, referred to every matter starting as a much simpler form and developing to a much higher one. Rogers entirely believed that one possesses the ability to move in positive directions if the right conditions are given and the individual has the tools within him or herself to do so. A person therefore knows that he or she possesses the tendency to always grow and develop further in his or her personality (Cloninger, 2008).

In regards to our text, humanistic psychology predominantly involves studying “meaningful events among human beings in order to learn about human beings” (Laubscher, 2016, p. 104). What I found quite striking in this theory was the self-actualizing tendency (SAT) that involves our innate urge to grow and expand to our fullest potential. I have never equated humans to oak trees, but it is a suitable analogy to what exactly is happening in regards to the SAT. Much like plants, we need nutrients to grow, and these qualities include unconditional positive regard, congruence, and

Carl Rogers believed that each of us have the basic motive to fulfill our potential, growing and developing like all other living organisms. Just like plants must have the proper environment to flourish, and produce fruit, people can only grow to their fullest potential in the appropriate environment. Rogers saw that destructive behavior was derived from poor self-concept or incongruence between self and experience (Murdock, 2013). Further, Rogers believed that in order for a person to grow to their maximized potential, they must reach a state of congruence. Murdock described congruence as a perception of the self being consistent with the experience and without distortion

When we actively pursue our desires, we take on traits favorable to the completion of our goals. The assimilation of those traits into our personality may be little more than a result of repetition, but they become a basis upon which our identity might change or, more consequentially, be judged.

Osland, et al. (2007) provide a good introduction to three basic motivational content theories. The first theory is Maslow’s Hierarchy of Needs that proposes man is motivated by a lack in the one or more of the five common needs. The needs that Maslow identifies are physiological, safety, social belonging, self-esteem, and self-actualization. Maslow believed that one fills needs from the most basic (like food and water) to the highest level (self-actualization). Maslow’s ideas are easy to relate to and attempt to provide an all-inclusive approach to the concept of motivation; however, there is little evidence to support the idea that man cannot have self-actualization without the other more basic needs first satisfied. The second content theory Osland, et al. discuss is McCelland’s learned needs. McCelland states that man is motivated by one of three things: achievement, power, or affiliation – or a mixture of the three. Each of these needs can possess a negative or positive connotation or implementation, but it is argued that people motivated by affiliation make better leaders. The third theory presented is McGregor’s Theory X and Theory Y. McGregor asserts that Theory X people or employees are inherently lazy and must be controlled and forced to act, whereas Theory Y people are self-controlled, motivated, and ambitious.

It all begins with the central idea of phenomenology and the idea that all people have free will (Funder, 2012). Another assumption is that all people are basically good. They have an innate need to make the world and themselves better. This lends itself to the idea that the approach is optimistic and is routed on the human capacity to persevere. Rogers and Maslow viewed personal growth and life fulfillment as the basic human motive. Which can be reduced down to the notion that each and every person seeks to grow and enhance themselves, psychologically.

Human Resources is dependent on the success, happiness, and contentment of employees that keep the business on course. Motivation is one of the best ways to push employees forward while making sure everyone is in a comfortable position in their job. Motivational theories just attempt to explain what motivates or makes people act the way that they do. The goal of understanding these theories and their outcomes is to ensure a better performance from each employee, and to give each of those employees the best situation they can have in the workplace. Visionaries such as Abraham Maslow, Frederick Herzberg, and Henry A. Landsberger also brought forward new ways of management and ways to handle internal situations that changed the landscape of human resources as a whole. Motivational theories instituted in the workplace have a commonly positive effect on both employees and management, showing that it is important to strive for proven motivational practices.