What Role Would Money Play in: (a) the Hierarchy-of-Needs Theory

Maslow’s Hierarchy of Needs is a structural progression of psychological and physical needs. Maslow hypothesized that there were two distinct types of needs: deficiency needs and growth needs2. The deficiency needs,

Abraham Maslow’s theory, Theory of Hierarchy Needs, is a motivational theory in psychology that has a tier model of the five things a human needs. Maslow stated that people are motivated to achieve certain needs and that some needs take precedence over others. The five stages, from bottom to top, include Physiological needs( food, water, warmth, and rest), the second stage: Safety Needs ( security and safety), third stage: Belongingness and love needs ( intimate relationships and friends), the fourth stage: Esteem Needs (prestige and feeling of accomplishment), and finally the last stage: Self-actualization ( achieving one’s full potential, including creative potential). The five stage model can be divided into

As it was mentioned before, the key idea of Maslow’s Hierarchy of Needs theory relates to the existence of several sets of motivation and needs that govern human behavior. Hence, the major concepts of this theory include certain needs that are grouped into sets based on their place within the hierarchy of all the needs. The first version of the theory has five needs, which are divided into

Maslow created his now famous hierarchy of needs. Beyond the details of air, water, food and sex, he laid out five broader layers:-

Salaries play an important role especially in the first two stages of the hierarchy; we all need money to survive. Another theory is the Alderfer's ERG Theory; Alderfer has modified Maslow's hierarchy and has shortened the five needs into three, existence, needs, relatedness needs and growth needs, existence needs: refer to basic survival needs that everyone needs to satisfy. Relatedness needs: relate to interpersonal contact, social and emotional acceptance, status and caring. Growth needs: are development and sense of self worth. Herzberg’s Theory of Motivation Herzberg's theory of motivation is quite different than the other motivational theories. Herzberg stated that there were only to kinds of factors in any job, hygiene and motivation, the motivation hygiene model is based on the idea that one set determines dissatisfaction (hygiene) and the other set determines positive satisfaction (motivational theory). The hygiene set contains the company policy, administration, working conditions and job security. According to Herzberg’s findings he suggests that if these conditions were unsatisfactory they would most certainly be heading towards physiological or psychological withdrawal from the job. These conditions must be met for an individual to be motivated in work, however, other conditions and factors must be met, this proves that in order for an employee to perform his or her work in an

According to Herzberg two factor theory there are “two issues that play an important role in the workplace experience: hygiene factors and motivational factors”( Fischer and Baack, 2013 ). Hygiene factors contains wages, hours, working conditions and relationships with supervisors. Motivational factors consist of achievements, recognition, actual work or job, responsibility, and the chance for advancement or growth, and relationships with peers. Herzberg states that a person is either satisfied and driven or unfulfilled and

Abraham Maslow hierarchy of needs focused on a theory of human motivation, management training, and personal development. Maslow divided organismic needs into two categories of deficiency needs which are needs for survival. Maslow divided each category in to five levels. The fifth level is physiological needs that focus on the basic biological necessities such as air, food, water, sex,

Abraham Maslow’s hierarchy of needs model is implemented off a hierarchal pyramid which is renowned as one the most motivational theories, it is mainly incorporated with business dynamics, and it can also be used when relating to cultural diversity. Maslow 's hierarchy outlines in a hierarchal order as drawn upon by (Patrick.A.G, 2003) quoted by Maslow that the needs are ' 'Physiological, safety, social, self-esteem, and self-actualization ' '. The physiological needs are the basis that an individual will attain such as, basic human needs which incorporate survival, food and shelter. After the physiological needs have been met, safety and security is the next priority need on the hierarchy,

Herzberg’s Motivation-Hygiene Theory- a theory that explores factors associated with satisfaction or dissatisfaction in the workplace (Bell et al., 2014).

Herzberg, a pioneer in motivation theory, determined that there are two factors that motivate employees: high-order needs and low-order needs. Those high-order needs are met by intrinsic motivation, such as fulfilling our personal needs and growth: achievements, recognition, promotions, work itself, and responsibility. He refers to low-order needs as hygienic factors; those needs cannot motivate employees but can minimize dissatisfaction in the work-place. Hygienic factors include, pay, company guidelines, quality of supervision, working conditions, relationships with co-workers, and job security (Damij, 2015, p.2).

In Herzberg’s Motivation-Hygiene theory led to development of extensive lists of these motivator and hygiene factor (Miller 2006). According to Miller (2006), the category of motivator factors is responsibility, achievement, recognition, challenging work and advancement in the organisation. The category of hygiene factors are physical working conditions, salary, benefits, company policy and the technical quality of supervision (Miller 2006). Herzberg believes that the absence of these factors will lead to unhappiness and dissatisfaction. Effective job performance is highly dependent on the adequacy and balance of both motivator and hygiene factors. A US retailer, Costco is known to be incredibly loyal, which can be keep profitability for the organisation (Leberecht 2010). Keeping the employees satisfied will make employees perform well and it results in higher profitability for the organisation in the long run (Leberecht 2010).

According to Herzberg, the factors leading to job satisfaction are distinctly different from those that lead to job-dissatisfaction. Therefore, the managers who seek to eliminate factors that create job-dissatisfaction can bring about peace at the workplace but cannot motivate the employees. These factors are termed as hygiene factors comprising administration, supervision, working conditions, salary and wages etc. While absence of hygiene factors will lead to dissatisfaction, mere presence of these factors will not satisfy (i.e. motivate) the employees. In order to motivate the employees, managers must resort to ‘motivators’ (those factors that motivate the employees towards better performance) such as recognition, challenging assignment, responsibility, opportunities for growth and self-fulfillment etc.

Herzberg’s two-factor theory Psychologist Frederick Herzberg developed a ‘two-factor’ theory for motivation based on ‘motivators’ and ‘hygience factors’. Hygience factors are basic human needs at work. It do not motivate but failure to meet them causes dissatisfaction. The hygience factors

Herzberg (1987) believed that there are factors that led to job satisfaction and job dissatisfaction. The factors that led to job satisfaction are labeled as motivators and they included: achievement, recognition for an achievement, the work being done by the employee, responsibility, and the opportunity for growth or advancement. These are all internalized factors that

The basic needs of human are simple: food, water, air and shelter. These are the requirements for human to survive, but human wants are unlimited. They always want more, even they already had enough. They have what they need but lack of what they want in life. Food has to be delicious, water has to be cleaned and shelter not only has to be secured but has to be big and comfortable also.