Maslow vs herzberg

Maslow vs herzbergNEED HIERARCHY THEORYHuman beings have wants and desires in their life to influence their own behavior. Only unsatisfied needs influence the behavior. Satisfied need does not influence.Since the needs are many in humans life. The needs will be prioritized by our own. They are arranged in a order according to the importance, from basic to complex

HERBERG'S TWO FACTOR THEORY

Frederick Herzberg two-factor theory is both intrinsic and extrinsic motivation. It concludes that certain things in the organization or workplace result in job satisfaction. If not, they won't lead to dissatisfaction but no satisfaction at all.The factors that motivate people can change over a period of time but "respect for me as a person" is one of the best motivating factors at any stages of life.

3compareMeaningMaslow's theoryis based on the concept of human needs and their satisfaction.

Hertzberg's theoryis based on the use of motivators which include achievement, recognition andopportunity for growth.

Basis of Theory

Maslow's theory is based on the hierarchy of human needs. He identified five sets of human needs (on priority basis) and their satisfaction in motivating employees.

Hertzberg refers to hygiene factors and motivating factors in his theory. Hygiene factors are dissatisfiers while motivating factors motivate subordinates. Hierarchical arrangement of needs is not given.

Nature of TheoryMaslow's theory is rather simple and descriptive. The theory is based longexperience about human needs.

Hertzberg's theory is more prescriptive. It suggests the motivating factors whichcan be used effectively. This theory is based on actual information collectedby Hertzberg by interviewing 200 engineers and accountants.

Applicability of TheoryMaslow's theory is most popular and widely cited theory of motivation and has wideapplicability. It is mostly applicable to poor and developing countries where money is stilla big motivating factor.

Herzberg's theory is an extension of Maslow's theory of motivation. Its applicability isnarrow. It is applicable to rich and developed countries where money is less importantmotivating factor.

Descriptive or PrescriptiveMaslow's theory or model is descriptive in nature.Herzberg's theory or model is prescriptive innature.

MotivatorsAccording to Maslow's model, any need can act as motivator provided it is notsatisfied or relatively less satisfied.

In the dual factor model of Hertzberg, hygiene factors (lower level needs) do notact as motivators. Only the higher order needs (achievement, recognition,challenging work) act as motivators.

Case Study : Google inc.

Spends $1 billion annually on training and educationprograms for its employeesGoogleEDU : 4-year-old learning and leadership-development program.

It is formalizing learning at the company in an entirely new way, relying on data analytics and other measures to ensure it is teaching employees what they need to know to keep profits humming.About a third of its 33,100-strong global workforce going through the in-house programNEED : To find a way to make its learning stickGOAL : To become more exacting about when it offers classes and to whom.

Key featuresUses employee reviews of managers to suggest courses to managersGoogle uses statistics gathered from current and former employees to recommend certain courses to managers at different points in their careerDecisions on promotions and raises are often made by consensus among peers and superiorsA culture where power over subordinates is derived from one's ideas and powers of persuasion, not job titlesOffers a special class for new managers and executives where they are taught how to exert influence in more subtle waysOffers specific classes based on an employee's work area (engineering versus sales) and career stage (junior developer versus senior manager)Try to individualize and personalize the learning experiencePrograms on negotiating better salaries, improving presentation skills, or talking through the reasons why someone should or shouldn't leave to found a start-upsuch programs "engendered a lot of loyalty" amongEmployees ( source :Wall Street Journal)Motivational techniquesSupports innovation and abilities and skills so people from all over the world can join the organization based soley on their capabilitiesNo formal hierarchy, so everyone is at the same level and is open to speak his/her mindUses a system called Innovation Time Off, where the employees can spend their 20% of their working time on projects that interests themThe "Googolplex (HQ, California) provides each and every employee a free access to the corporate recreation centreTreat their employee as their own family by provision for free holidays, sports facilities at work, nursery care for children and 25 holidays a year

highlightsQuality programsClear and transparent performance appraisalsStress managementParticipative Leadership styleEmployees plans must be strengthenedNew motivational plans must be formulatedBetter job satisfactionAll should be treated the same