MGT3002 WEEK 2 DISCUSSIONS AND PROJECT

Discussing Theories of Motivation © 2016 South University

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Organizational Behavior

©2016 South University

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Maslow stated that people are motivated to satisfy five basic needs which are arranged in a hierarchy of order. These basic needs are physiological (hunger, thirst, and shelter), safety (security and protection), social (relatedness and belonging), esteem (recognition), and self- actualization (achieving our potential).

Once a need is reasonably satisfied, we are driven to satisfy the next need in the hierarchy. A satisfied need ceases to be a motivation. For example, an affluent individual is not likely to be motivated by the need for more money.

Maslow's theory brought into focus the importance of addressing the higher-order needs. This was because the lower-order needs were generally satisfied in organizations and because organizations had traditionally focused only on the lower-order needs.

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Organizational Behavior

©2016 South University

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McGregor’s Theory X and Theory Y

McGregor presented two theories about people, Theory X and Theory Y. A manager using the assumptions of Theory X views employees as inherently unwilling to work and to take responsibility. Therefore, this manager believes that employees must be coerced, controlled, and punished to obtain maximum productivity. On the other hand, a manager using the assumptions of Theory Y believes that people are inherently motivated to work hard toward the goals of the organization, and that they are willing to take responsibility and be self-directed.

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Organizational Behavior

©2016 South University

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McGregor and Maslow, known as the "fathers" of organization motivation theory, have in different ways mentioned an important but frequently forgotten concept:

Therefore, they advised employers and managers to try to create conditions that would allow people to discover their own motivations for organizational effectiveness and goals. Herzberg Two Factor Theory

Herzberg built on Maslow's and McGregor's work in the development of his two-factor theory. He discovered that

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Organizational Behavior

©2016 South University

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employees who feel good about their work and are satisfied in their jobs report factors such as recognition, achievement, and advancement as motivators. On the other hand, employees who feel dissatisfied with their jobs give reasons such as pay, working conditions, and poor supervision.

Herzberg called the first set of factors motivators and the second set hygiene factors. He stated that satisfaction of hygiene factors would only prevent dissatisfaction but would not necessarily motivate people. However, when motivator factors are missing, employees will not necessarily be dissatisfied, but may not be motivated for higher performance. Motivators correspond to the Maslowian higher-order needs, while hygiene factors correspond to the lower-order needs. Again, there is not much evidence in support of these theories, but they are easy to understand and have a great deal of logical appeal. The ERG Theory

There are several contemporary theories that are supported by some degree of research evidence. For example, the Existence, Relatedness, Growth (ERG) theory is the result of Alderfer's work based on Maslow's theory. Alderfer identified three sets of core needs: existence, relatedness, and growth.

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Organizational Behavior

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McClelland’s Theory McClelland's theory of needs has the strongest support from empirical evidence. This theory draws attention to three of the most significant needs: achievement, power, and affiliation. The Need for Achievement nAch

The Need for Achievement (nAch) theory is the most well-known and emphasizes the drive to succeed and excel. People with high nAch prefer situations in which the results of personal efforts are more easily visible and in which they can set realistic and challenging goals for themselves. Those with a Need for Power (nPow) prefer to be in charge and to influence others. They are more concerned with fame and status in the system. High Need for Affiliation (nAff) leads other people to seek meaningful and positive relationships and friendship and cooperation when working together with others.

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Organizational Behavior

©2016 South University

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The most well-researched and popular theory is the nAch theory. Various kinds of training programs and tools have been designed to stimulate nAch among employees, and as a result, thinking in terms of winning and succeeding has now become common. There are also a variety of reliable tests to determine an individual's level of nAch, nPow, and nAff.