0FREDERICK HERZBERG Two Factor Theory

(From Wikipedia, the free encyclopedia)

 The two-factor theory (also known as Herzberg's motivation-hygiene theory and dual-
factor theory) states that there are certain factors in the workplace that cause job
satisfaction, while a separate set of factors cause dissatisfaction.
 It was developed by psychologist Frederick Herzberg, who theorized that job satisfaction and
job dissatisfaction act independently of each other.
 According to Herzberg, individuals are not content with the satisfaction of lower-order needs
at work; for example, those needs associated with minimum salary levels or safe and
pleasant working conditions. Rather, individuals look for the gratification of higher-level
psychological needs having to do with achievement, recognition, responsibility,
advancement, and the nature of the work itself. This appears to parallel Maslow's theory of
a need hierarchy.
 However, Herzberg added a new dimension to this theory by proposing a two-factor model of
motivation, based on the notion that the presence of one set of job characteristics or
incentives leads to worker satisfaction at work, while another and separate set of job
characteristics leads to dissatisfaction at work. Thus, satisfaction and dissatisfaction are not
on a continuum with one increasing as the other diminishes, but are independent
phenomena.
 This theory suggests that to improve job attitudes and productivity, administrators must
recognize and attend to both sets of characteristics and not assume that an increase in
satisfaction leads to decrease in dissatisfaction.
(From: Sarah Mae Sincero (May 7, 2012). Two-Factor Theory of Motivation. Retrieved Feb 06, 2018 from
Explorable.com: https://explorable.com/two-factor-theory-of-motivation)

The Two-Factor Theory includes two types of factors that affect how motivated or satisfied
an employee is at work. These are comprised of hygiene factors and motivator factors.
 Hygiene Factors
Hygiene factors are those that need to be addressed by a business in such a way that they would
not result to the employee’s unpleasant experiences and feelings at work. The satisfaction of
hygiene factors motivates employees in their work. The hygiene factors are:
1. Wages, salaries and other financial remuneration
2. Company policy and administration
3. Quality of interpersonal relations
4. Working conditions
5. Feelings of job security
6. Quality of supervision
 Motivator Factors
Motivator factors emerge from the need of an individual to achieve personal growth. Job satisfaction
results from the presence of motivator factors. Moreover, effective motivator factors do not only lead
to job satisfaction, but also to better performance at work. The motivator factors are:
1. Challenging or stimulating work
2. Status
3. Opportunity for advancement
4. Responsibility
5. Sense of personal growth/job achievement
6. Acquiring recognition
CLAYTON ALDERFER ERG Theory

(From Wikipedia, the free encyclopedia)

ERG theory is a theory in psychology proposed by Clayton Alderfer.
 Alderfer further developed Maslow's hierarchy of needs by categorizing the hierarchy into
his ERG theory (Existence, Relatedness and Growth).
 The existence group is concerned with providing the basic material existence requirements
of humans. They include the items that Maslow considered to be physiological and safety
needs.
 The second group of needs is those of relatedness – the desire people have for maintaining
important interpersonal relationships. These social and status desires require interaction with
others if they are to be satisfied, and they align with Maslow's social need and the external
component of Maslow's esteem classification.
 Alderfer isolates growth needs: an intrinsic desire for personal development. These include
the intrinsic component from Maslow's esteem category and the characteristics included
under self-actualization.
 Alderfer categorized the lower order needs (Physiological and Safety) into the Existence
category. He fit Maslow's interpersonal love and esteem needs into the Relatedness
category. The Growth category contained the self-actualization and self-esteem needs.
 Alderfer also proposed a regression theory to go along with the ERG theory. He said that
when needs in a higher category are not met then individuals redouble the efforts invested in
a lower category need. For example if self-actualization or self-esteem is not met then
individuals will invest more effort in the relatedness category in the hopes of achieving the
higher need.
 Alderfer’s theory of motivation, sometimes also Three-factor theory or abbreviated ERG
(Existence, Relatedness and Growth) is the theories of human motivation. It's an extension
of Maslow's pyramid of needs arranged by the specific needs of the abstract need into three
basic levels.
Existence Needs
--Include all material and physiological desires (e.g., food, water, air, clothing, safety, physical love
and affection). Maslow's first two levels.
-- salary, job security
Relatedness Needs
--Encompass social and external esteem; relationships with significant others like family, friends, co-
workers and employers. This also means to be recognized and feel secure as part of a group or
family. Maslow's third and fourth levels.
-- friendships, relationships, common goals, recognition in the social network
Growth Needs
--Internal esteem and self-actualization; these impel a person to make creative or productive effects
on himself and the environment (e.g., to progress toward one's ideal self). Maslow's fourth and fifth
levels. This includes desires to be creative and productive, and to complete meaningful tasks.
-- self-fulfillment at work and professional growth
 Even though the priority of these needs differ from person to person, Alberger's ERG theory
prioritises in terms of the categories' concreteness. Existence needs are the most concrete,
and easiest to verify. Relatedness needs are less concrete than existence needs, which
depend on a relationship between two or more people. Finally, growth needs are the least
concrete in that their specific objectives depend on the uniqueness of each person.
ABRAHAM MASLOW’S Hierarchy of Human Needs Theory

(From Wikipedia, the free encyclopedia)

 Maslow's hierarchy of needs is a theory in psychology proposed by Abraham Maslow in
his 1943 paper “A Theory of Human Motivation” in Psychological Review. Maslow
subsequently extended the idea to include his observations of humans' innate curiosity. His
theories parallel many other theories of human developmental psychology, some of which
focus on describing the stages of growth in humans.

Maslow used the terms "physiological", "safety", "belonging and love", "esteem",
"self-actualization", and "self-transcendence" to describe the pattern that
human motivations generally move through. The goal of Maslow's Theory
is to attain the sixth level or stage: self-transcendent needs.

 Physiological needs are the physical requirements for human survival. If these
requirements are not met, the human body cannot function properly and will ultimately fail.
Physiological needs are thought to be the most important; they should be met first.
Physiological needs include: Air (Breathing), Water, Food, Sleep, Clothing, Shelter, Sexual instinct
 Once a person's physiological needs are relatively satisfied, their safety needs take
precedence and dominate behavior. In the absence of physical safety – due to war, natural
disaster, family violence, childhood abuse, etc. – people may (re-)experience post-traumatic
stress disorder or transgenerational trauma. This level is more likely to predominate in
children as they generally have a greater need to feel safe.
Safety and Security needs include: Personal security, Financial security, Health and well-being
Safety needs against accidents/illness and their adverse impacts
 After physiological and safety needs are fulfilled, the third level of human needs is
interpersonal and involves feelings of belongingness. This need is especially strong in
childhood and it can override the need for safety as witnessed in children who cling to
abusive parents. Deficiencies within this level of Maslow's hierarchy – due
to hospitalism, neglect, shunning, ostracism, etc. – can adversely affect the individual's
ability to form and maintain emotionally significant relationships in general.
Social Belonging needs include: Friendships, Intimacy, Family
 Esteem needs are ego needs or status needs develop a concern with getting recognition,
status, importance, and respect from others. All humans have a need to feel respected; this
includes the need to have self-esteem and self-respect. Esteem presents the typical human
desire to be accepted and valued by others. People often engage in a profession or hobby to
gain recognition. These activities give the person a sense of contribution or value. Low self-
esteem or an inferiority complex may result from imbalances during this level in the
hierarchy.
People with low self-esteem often need respect from others; they may feel the need to seek fame or
glory. However, fame or glory will not help the person to build their self-esteem until they accept who
they are internally. Psychological imbalances such as depression can hinder the person from
obtaining a higher level of self-esteem or self-respect.
 Self-actualization level of need refers to what a person's full potential is and the realization
of that potential. Maslow describes this level as the desire to accomplish everything that one
can, to become the most that one can be. Individuals may perceive or focus on this need
very specifically. For example, one individual may have the strong desire to become an ideal
parent. In another, the desire may be expressed athletically. For others, it may be expressed
in paintings, pictures, or inventions. As previously mentioned, Maslow believed that to
understand this level of need, the person must not only achieve the previous needs, but
master them.
 In his later years, Abraham Maslow explored a further dimension of needs, while criticizing
his own vision on self-actualization. By this later theory, the self only finds its actualization in
giving itself to some higher outside goal, in altruism and spirituality. He equated this with the
desire to reach the infinite. "Transcendence refers to the very highest and most inclusive or
holistic levels of human consciousness, behaving and relating, as ends rather than means, to
oneself, to significant others, to human beings in general, to other species, to nature, and to
the cosmos" (Farther Reaches of Human Nature, New York 1971, p. 269).