MASLAW AND HERZBERG THEORIES

RAHMA A/RAHMAN ISMAIL

Maslow's hierarchy of needs and Herzberg Two factory
theories
The difference between Maslow and Herzberg Theories of Motivation is quite clear. Maslow's
Hierarchy of Needs theory suggests that people have a hierarchy of needs that must be met in a
specific order. The hierarchy begins with physiological needs and progresses to self-actualization
needs. According to Maslow, people must satisfy their basic needs before they can focus on
higher-level needs. In contrast, Herzberg's Two-Factor Theory of Motivation focuses on the
factors that contribute to job satisfaction and dissatisfaction. Herzberg identifies two types of
factors that influence motivation: hygiene factors and motivators. Hygiene factors are things like
pay and working conditions that must be present to avoid dissatisfaction. Motivators, such as
recognition and opportunities for growth, lead to job satisfaction. Herzberg posits that
satisfaction is driven by the presence of motivators and dissatisfaction is caused by the absence
of hygiene factors.

The difference between Maslow and Herzberg Theories of Motivation is that Maslow's theory is
focused on the needs that drive human behavior, while Herzberg's theory is focused on what
leads to job satisfaction and dissatisfaction. Maslow's theory suggests that people have a
hierarchy of needs that must be met in a specific order, while Herzberg's theory identifies
hygiene factors and motivators as the key factors that contribute to job satisfaction and
dissatisfaction. In Maslow's theory, people are motivated to fulfill their basic needs before they
can focus on higher-level needs, while in Herzberg's theory, the presence of motivators and the
absence of hygiene factors lead to job satisfaction. Ultimately, both theories provide valuable
insights into what motivates human behavior, but they focus on different aspects of motivation.

Definition of Maslow’s Theory

Abraham Maslow was an Americal psychologist, who introduced the popular ‘Need hierarchy
theory’ on motivation. The theory emphasizes the urge to satisfy needs of people working in the
organization.

The theory is divided into two categories, i.e. growth needs and deficiency needs, which are
further sub-classified into five needs, within each individual, represented in the shape of a
pyramid. The theory is based on the premise that human needs are in proper sequence, wherein
psychological need is at the bottom, and self-actualisation needs are at the top level. Other needs,
i.e. safety needs, social needs and esteem needs are in the middle.

maslow theoryIt infers that higher level needs cannot evolve until the lower level needs are
satisfied. As the needs of human beings are unlimited, whenever one need is satisfied, another
need take its place. Moreover, an unsatisfied need is the motivator which governs the behaviour
of the individual.

Definition of Herzberg’s Theory

Frederick Herzberg was a behavioural scientist, who developed a theory in the year 1959 called
‘The two-factor theory on Motivation or Motivation-Hygiene Theory’.

Herzberg and his associates carried out interviews of 200 persons including engineers and
accountants. In that survey, they were asked about the components of a job that make them
happy or unhappy, and their answers made it clear that it was the working environment that
causes unhappiness or dissatisfaction.

As per the theory, hygiene factors, are essential to keep a reasonable level of satisfaction among
employees. Such factors do not actually result in satisfaction, but their absence causes
dissatisfaction, that is why, they are known as dissatisfiers. Secondly, motivational factors are
inherent to the job, and so the increase in these factors will lead to the rise in the satisfaction
level, while the decrease does not cause dissatisfaction in employees.
Key Difference Between Maslow and Herzberg’s Theory of
Motivation
The basic points of difference between Maslow and Herzberg’s theory of motivation can be
summed up as follows:

 Maslow’s Theory is a general theory of motivation which expresses that the urge to
satisfy needs is the principle variable in motivation. In contrast, Herzberg’s Theory on
motivation reveals that there are some variables existing at the workplace that results in
job satisfaction or dissatisfaction.
 Maslow’s theory is descriptive, whereas the theory propounded by Herzberg is simple
and prescriptive.
 The basis of Maslow’s theory is human needs and their satisfaction. On the other hand,
the Herzberg’s theory relies on reward and recognition.
 In Maslow’s theory, there is a proper sequence of needs from lower to higher.
Conversely, no such sequence exists in the case of Herzberg’s theory.
 Maslow’s theory states that unsatisfied needs of an individual act as the stimulator. As
against, Herberg’s theory reveals that gratified needs govern the behaviour and
performance of an individual.
 The needs of an individual are divided into two categories i.e. survival/deficiency needs
and growth needs as per Maslow. On the contrary, in Herzberg’s model, the needs of an
individual are classified into Hygiene and motivator factors.
 In Maslow’s theory, any unsatisfied need of an individual serves as the motivator. Unlike
in the case of Herzberg, only higher level needs are counted as the motivator.

Maslow’s investigation of the needs theory was to account for the root cause of human
motivation in terms of needs fulfillment. The study reflects that man is a craving being and his
needs are voracious, thus the existence of needs that he wants to satisfy all the time. At the
moment the individual successfully satisfies a particular need, that identifiable need no longer
motivates the individual, and so such a person jaunts to another need with the hope of
accomplishing gratification in that need.
Physiological needs (food, shelter, clothing)
Safety and security needs (physical protection)
Social needs (association with others)
Esteem needs (receiving acknowledgement from others)
Self-actualization needs (the desire for accomplishment or to leave behind a legacy)
It infers that higher level needs cannot evolve until the lower level needs are satisfied. As the
needs of human beings are unlimited, whenever one need is satisfied, another need take its place.
Moreover, an unsatisfied need is the motivator which governs the behaviour of the individual.

Advantages Of Maslow Theory Of Motivation

 Provides a clear hierarchy of needs: Maslow's theory provides a clear and logical
structure for understanding human motivation. It divides needs into five basic categories,
with the most basic needs (such as physiological needs) at the bottom and the more
complex needs (such as self-actualization) at the top.
 Emphasizes the importance of fulfilling basic needs: Maslow's theory highlights the
importance of fulfilling basic needs before addressing higher-level needs. This is
important for understanding why people may not be motivated to achieve more advanced
goals until their basic needs are met.
 Recognizes the role of self-esteem and self-actualization: Maslow's theory acknowledges
that people have a desire for self-esteem and self-actualization, which are important for
overall well-being and satisfaction.
  Provides a framework for understanding human behavior: Maslow's theory provides a
framework for understanding why people behave in certain ways and what factors may
be motivating them.
 Provides a useful guide for managers and leaders: Maslow's theory can be used as a guide
for managers and leaders to understand the needs of their employees and how to create a
workplace environment that will foster motivation and productivity.

Disadvantages Of Maslow Theory Of Motivation

There are several disadvantages of Maslow's theory of motivation:

 The theory is criticized for being overly simplistic and not taking into account the
complexity of human motivation.
 The theory is based on the assumption that people are motivated by a linear progression
of needs, which may not be the case in all situations.
 The theory has been criticized for being culturally biased, as it is based on the values and
needs of Western societies.
 The theory does not explain how people's needs change over time and does not account
for the fact that people may have different priorities at different stages of their lives.
 The theory does not take into account the impact of external factors, such as economic
conditions, on motivation.
 The theory does not have strong empirical support, thus it is hard to prove or disprove the
theory through scientific methods.

Advantages of Herzberg Theory Of Motivation

1. Distinguishes between motivators and hygiene factors: Herzberg's theory emphasizes the
importance of differentiating between factors that can motivate employees (such as
recognition and opportunities for growth) and those that are necessary to avoid
dissatisfaction (such as fair pay and good working conditions).
2. Recognizes the role of internal factors in motivation: Herzberg's theory focuses on
internal factors, such as achievement, recognition, and responsibility, as key motivators
for employees, rather than external factors such as pay and benefits.
3. Emphasizes the importance of job design: Herzberg's theory highlights the importance of
designing jobs that allow employees to experience feelings of achievement and personal
growth, which can be key motivators.
4. Provides a framework for understanding job satisfaction and dissatisfaction: Herzberg's
theory provides a framework for understanding why employees may be satisfied or
 dissatisfied with their jobs, which can help managers and leaders take appropriate actions
to improve motivation and engagement.
5. Can be used as a guide for employee engagement and retention: The theory can be
applied in practice to improve employee engagement and retention by addressing the
hygiene factors and providing opportunities for the motivators

. Disadvantages of Herzberg Theory Of Motivation

The Herzberg theory of motivation, also known as the two-factor theory, has several
disadvantages. One is that it can be difficult to separate the effects of hygiene factors and
motivators. Another is that the theory does not account for individual differences in what people
find motivating or demotivating. Additionally, the theory is based on a study of employees in a
specific industry and may not be generalizable to all types of work or all cultures. Finally, the
theory does not provide specific guidance on how to increase motivation in the workplace.

similarities between Maslow and Herzberg Theories Of

Motivation
There are several similarities between Maslow's and Herzberg's theories of motivation:

1. Both theories acknowledge that motivation is a complex and multi-dimensional construct.

2. Both theories propose that there are different levels or factors that influence motivation.
3. Both theories suggest that people have different needs and that these needs change over
time.
4. Both theories propose that certain factors are more important than others in motivating
people.
5. Both theories suggest that people are motivated by a combination of internal and external
factors.
6. Both theories propose that people are motivated by more than just financial rewards and
suggest that non-monetary rewards, such as recognition and job satisfaction, play an
important role in motivation.
7. Both theories are widely discussed and are commonly used as a reference for
understanding the motivation of employees in organizations.
COMPARISON BETWEEN THEM

 The main focus of Maslow's theory is a hierarchy of needs.

 The main focus of Herzberg's theory is hygiene and motivator factors.
 Maslow's theory differ from Herzberg's theory in terms of self-actualization:

Maslow's theory is concerned with self-actualization, while Herzberg's theory is concerned

with job satisfaction and motivation.

 Maslow's theory differ from Herzberg's theory in terms of the level of analysis:
Maslow's theory is more focused on individuals, while Herzberg's theory is more focused on
the workplace.
  Maslow's theory differ from Herzberg's theory in terms of what motivates individuals:

Maslow's theory posits that motivation is driven by physiological, safety, social, esteem, and
self-actualization needs, while Herzberg's theory posits that motivation is driven by hygiene
factors and motivators.

CONCLUSION

Motivation is an essential component in the enhancement of organizational performance.

Motivation theories have emerged over time toward providing insight into the importance of
motivation in achieving organizational success. The paper embarks on a comparative study of
Abraham Maslow's hierarchy of needs and Herzberg's two-factor motivation theories to ascertain
any relationship and implications for organizational performance. The study relied on qualitative
data collected from scholarly articles whereby they were analyzed using the case study approach
and expounded thematically. The study bares a correlation between Maslow's hierarchy of needs
and Herzberg's two-factor motivation theories, in which they provided overlapping models on
the structure of needs that represents both intrinsic and extrinsic motivation. The implication of
the theories has shown that individual needs differ and that the blend of both the intrinsic and
extrinsic motivation factors, as shown by both theories, cannot be isolated, as the regular
application of both factors would produce robust employees energized for higher performance. It
is concluded that the success of any organization is pivot not only on the capacity of a manager
to organize and coordinate material resources, but also to recognize the divergence of the needs
of individuals and develop approaches to satisfy them.

References

1. ResearchGate
2. Key Diffrences:
https://keydifferences.com/difference-between-maslow-and-herzberg-theories-of-
motivation.html

3. MBA Knowledge base

https://www.mbaknol.com/management-principles/maslows-hierarchy-of-needs-vs-herzbergs-
two-factor-theory-of-motivation/