Herzbergs Theory of Motivation and Maslows Hierarchy of Needs :: Papers Maslow Herzberg Essays Business

Herzbergs Theory of penury and Maslows Hierarchy of NeedsMentioned Tables Not Included Among mingled behavioral theories yen generally believed and embraced by Ameri give the gate business are those of Frederick Herzberg and Abraham Maslow. Herzberg, a psychologist, proposed a theory about argument factors that motivate employees. Maslow, a behavioral scientist and contemporaneous of Herzbergs, developed a theory about the rank and satisfaction of various human needs and how people pursue these needs. These theories are widely cited in the business literature. In the education profession, however, researchers in the 80s raised questions about the applicability of Maslows and Herzbergs theories to elementary and secondary school teachers Do educators, in fact, fit the profiles of the median(a) business employee? That is, do teachers (1) respond to the alike motivators that Herzberg associated with employees in profit-making businesses and (2) have the same needs patterns as those uncovered by Maslow in his studies of business employees? HERZBERGS system OF MOTIVATORS AND HYGIENE FACTORS Herzberg (1959) constructed a two-dimensional paradigm of factors affecting peoples attitudes about work. He concluded that such factors as company policy, supervision, interpersonal relations, working conditions, and profit are hygiene factors rather than motivators. According to the theory, the absence of hygiene factors can create hire out dissatisfaction, but their presence does not motivate or create satisfaction. In contrast, he determined from the data that the motivators were elements that enriched a persons contemplate he found five factors in particular that were strong determiners of job satisfaction achievement, recognition, the work itself, responsibility, and advancement. These motivators (satisfiers) were associated with long-term positive effects in job performance while the hygiene factors (di ssatisfiers) consistently produced only short-term changes in job attitudes and performance, which quickly fell back to its previous level. In summary, satisfiers hunt a persons relationship with what she or he does, many related to the tasks creation performed. Dissatisfiers, on the other hand, have to do with a person relationship to the condition or environment in which she or he performs the job.