Herzberg’s Maslow’s Hierarchy of Needs
BUSI 240-Organizational Behavior 1
Liberty University
2022
Theoretical Framework
Trochim et al., (2016) stated that social research is theoretical, meaning that much of it is
concerned with developing, exploring or testing the theories or ideas that social researchers
have about how the world operates. The study argues that theory can be regarded as already
refined principles that enhance understanding or explanation of a phenomenon(s). Ngugi
(2013) defined theory as a set of statements or principles devised to explain a group of facts
or phenomena especially one that has been repeatedly tested and can be used to make
predictions. In addition, the study has included models, a logical framework included to
represent reality to support the use of the variables in the study.
Maslow (1954) formulated the Combined Model of Maslow’s Hierarchy of Needs,
Alderfers, and Herzberg’s Maslow’s Hierarchy of Needs.
Maslow’s needs hierarchy has in intuitive appeal and has been very popular though has
not been verified by empirical research such as that conducted by Wahba and Bridwell
(1979), and it has been criticized for its apparent rigidity (Armstrong & Taylor, 2014).
Maslow’s theory states that people have a pyramid hierarchy of needs that they will
satisfy from bottom to top, starting from physiological needs to self actualization (Ball,
2012).
Motivation is the force that energizes, directs and sustains behavior, and well motivated
people engage in positive discretionary behavior (Armstrong & Taylor, 2014). Figure 2.1
represents the model of Maslow’s hierarchy of needs, Alderfer’s, and Herzberg’s theories
of motivation. These theories work best when incorporated with needs and job satisfaction
theory. Maslow’s and Alderfer’s ERG represents the needs theory and Herzberg’s theory
represent the job satisfaction as illustrated in the Figure 2.1.
Dessler (2013) explained that people are motivated first to satisfy each inner-order need
and then, in sequence, each of the higher – level needs as illustrated in the model.
Maslow’s theory of motivation supports employee engagement as independent variable.
Aldefer’s Existence, Relatedness and Growth (ERG) theory from 1969 condenses
Maslow’s five human needs into three categories: Existences, Relatedness and Growth. 1.
Existence needs: includes all material and physiological desires such as food, water and
clothing. This corresponds closely to Maslow’s first two levels; 2. Relatedness needs:
encompass social and external esteem, relationships with family, friends, co-workers and
employers. Alderfer in1972 produced a more convincing and simpler theory (Armstrong &
Taylor, 2014). Aldefers ERG theory states that people’s needs are arranged along a
continuum, rather than in an hierarchy, and that there are three rather than five groups of
needs, is Existence, Relatedness and Growth.
This corresponds to Maslow’s third and fourth levels and, 3.Growth needs: internal esteem
and self actualization. These impel a person to make creative or productive effects on
himself and environmental. This corresponds to Maslow’s fourth and fifth levels. They
include desire to be creative and productive, and to complete meaningful tasks (Ball, 2012).
Herzberg’s theory of motivation is a the two factor model of motivation developed by
Herzberg (1966) was based on investigation into the sources of job satisfaction and
dissatisfaction of accountants and engineers who were asked what made them feel
exceptionally good or bad about their jobs (Armstrong & Taylor, 2014).
According to Dessler (2013) Fredrick Herzberg said that the best way to motivate
someone is to organize the job, so that doing it provides the feedback and challenge that
helps satisfy the person’s higher level needs for things like accomplishment and
recognition. The managers’ role is to make sure their human resources deficiency needs are
met. The model also implies that creating a proper climate in which employees can develop
their fullest potential; managers should recognize their employees multiple simultaneous
needs. Relying on financial incentives only is risky.
Therefore, the employer should provide both intrinsic and extrinsic incentives. For
example, intrinsic incentives may include recognition and challenging work that most
people desire. The combined model of Maslow’s, Alderfer’s and Herzberg’s in the study,
supports employee engagement, employee safety or security aspect in the study. Employee
safety and health is a function of human resource management. Figure 2.1 shows the
combined model of motivation.
Needs theories
Herzeberg’s two
Alderfers ERG
S.A (Self Actualization)
Self esteem
Achievements,
Belongingness &
love
Safety needs
Job Security and safety
factors
Intrinsic motivators
- Achievement
- Recognition
- Job design
- Responsibility
- Growth
Extrinsic motivators
- Interpersonal relations
- Company policy
- Supervision
- Salary
- Working condition
- Security
Figure 2.1: The combined model of Maslow’s hierarchy of needs, Alderfers, and
Herzberg’s theories of motivation
Source: Adapted from Finnigan( 202022).
Self esteem
Achievements,
Belongingness &
love
Safety needs
Job Security and safety
Basic physiological needs
e.g food, water, shelter, clothing, health,
education
Growth
Relatedness
Existence
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