Comparissons Flashcards
Compare Maslow and Herzberg
Maslow’s and Herzberg’s theories of motivation both are concerned with how to increase motivation of staff, which is the factors or practices that drive an individual to perform at their best. Maslow’s theory of motivation states that there are 5 stages of needs that need to be satisfied in order. These range from extrinsic or lower order needs such as physiological and safety and security needs to higher order intrinsic needs such as social, esteem and self-actualisation needs. Whereas Herzberg suggested that there were only 2 types of needs and that motivation and dissatisfaction were created by separate factors. Similarly to Maslow he identified extrinsic needs (hygiene factors) such as pay and job security and conditions, however, he stated that these would only provide no dissatisfaction and would not motivate staff. This is contrasted to Maslow’s theory, because he stated that extrinsic needs acted as motivators and were essential. Herzberg believed that in order to motivate staff, intrinsic needs needed to be satisfied (motivation factors) which consisted of sense of achievement and recognition. This is similar to Maslow’s higher order needs such as self-actualisation. Herzberg only highlighted 2 needs yet Maslow identified 5 and Maslow believed that extrinsic factors could motivate yet Herzberg disagreed.
Compare Maslow and Locke
“Maslow’s theory of motivation contends that employee needs must be considered and fulfilled to achieve motivation from them. Their needs, according to the theory, are organised in a hierarchy of importance with basic needs at the bottom, such as food, water and shelter, and self-actualisation needs at the top, such as responsibility and creative jobs, the latter causing the most motivation in employees. Maslow suggests that employers should aim to satisfy the needs in order of the hierarchy, moving up from physiological needs to safety needs, social needs, esteem needs and lastly self-actualisation needs. In contrast to this, Locke’s theory does not consider “needs” of employees at all, but instead contends that motivation can come from the setting of clear, specific and challenging, but not overwhelming, goals. This differs from Maslow’s theory as it offers a simplistic explanation behind employee motivation, stating that employees need only a direction and a sense of achievement to be motivated. The two theories are however similar in the ways that they acknowledge circumstances which can result in low levels of motivation, such as only achieving basic levels of needs, for Maslow’s theory, or setting goals that aren’t specific or difficult enough, for Locke’s theory. They are also similar in that they contend that enhanced job difficulty, within reason, can significantly motivate employees, whether it be through difficult goals (Locke) or enhanced responsibility (Maslow). Ultimately, despite these differences and similarities, both theories attempt to offer methods to increase employee motivation.”
Compare Herzberg and Locke
Both theories attempt to offer methods to increase employee motivation. Both Herzbergs and Lockes theory of motivation encourage feedback and recognition, in lockes theory this is done as part of the employees progress on meeting a goal whereas feedback and recognition is a motivating factor in Herzbergs theory of motivation and does not necessarily have to involve a goal. Herzbergs theory also takes into account extrinsic hygiene factors which provide satisfaction but do not motivate whereas lockes theory is only concerned with motivating employees. The two theories both recognise circumstances that can result in low levels of motivation, in Herzbergs theory not providing motivating factors does this and in lockes theory, setting goals that are not specific and too easy/hard can do this.
Apex Enterprises is a newly established advertising organisation. Its focus is on developing advertising campaigns for clients and on training staff in other organisations. The organisation employs 300 employees in the marketing, finance and human resource areas. The Human Resources department also provides training for other employees within the organisation. The newly appointed Human Resource Manager, Liam Jones, has been analysing the department’s performance. He is concerned about the high levels of staff turnover in the training team. Surveys and interviews of staff in this team found that many are unhappy with the employment conditions and career opportunities offered.
The interviews with staff also highlighted a feeling that there was little recognition of the effort or work completed by staff.
Compare two motivational theories you have studied this year. Using one of the theories selected, describe one strategy Liam could introduce to improve staff morale.
Two motivational theories are Herzberg’s and Locke’s. Both theories attempt to offer methods to increase employee motivation. Both Herzbergs and Lockes theory of motivation encourage feedback and recognition, in lockes theory this is done as part of the employees progress on meeting a goal whereas feedback and recognition is a motivating factor in Herzbergs theory of motivation and does not necessarily have to involve a goal. Herzbergs theory also takes into account extrinsic hygiene factors which provide satisfaction but do not motivate whereas lockes theory is only concerned with motivating employees. The two theories both recognise circumstances that can result in low levels of motivation, in Herzbergs theory not providing motivating factors does this and in lockes theory, setting goals that are not specific and too easy/hard can do this. One strategy Liam could introduce from Herzberg’s theory is the introduction of a recognition system for employees working productively. Apex could start recognising “employees of the month” by highlighting one employee each month who has worked well. This is a motivating factor and it will improve morale at the business as it shows it’s employees that they are valued by the organisation.
