Maslow's Factor Theory: The Achievement Of Motivation In An Organization

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In any organization, it is beneficial for the management team to understand what drives workers to perform to their utmost potential. These underlying forces which pushes people to strive and persevere can be defined as motivation. Each and every individual within an organization has different personal goals and desires that keep them going, in essence the performance of an employee is quite commonly affected a great deal through their motivation. It is due to this fact that often, management in organizations are constantly under pressure to keep members of their workforce motivated in order to maintain high productivity levels, thus resulting in the achievement of organizational goals. The aim of this paper is to explore and articulate the …show more content…
The two factor theory model states that there are two main factors in which workers are motivated, there are the hygiene factors and the motivator factors. Hygiene factors are made up of the 3 base needs of Maslow’s pyramid, these are the physiological needs, safety needs and social needs and the motivator factors are comprised of esteem needs and self-actualization needs. The two factor theory model Herzberg created also suggests that the highest level of motivation in an employee can only be achieved when the employees are tasked with challenging, however rewarding sets of work in which they can look to develop themselves, have their own sense of obligation within the organization and prosper in the workplace. It is at this level only at which the workers can have a sense of fulfilment, personal satisfaction and achieve the companies’ goals. Many elements of Herzberg’s two factor theory can still be found in many modern day management settings, the main reason it still is of relevance to businesses is due to it identifying that motivation has to mainly come from within, and not be derived from external motivating factors. However although there is still relevance …show more content…
Theory x referred to the autocratic management style which was to get employees to ideally do their best work by heavily controlling and supervising them, which assumed that people in the workforce were inherently unmotivated and preferred to be directed and assume no role of responsibility. However theory y, was a management style produced under the assumption that people would perform well if their needs were cared for and were treated well, it took into account that people have in them a great capacity for being inventive and had their own sense of creativity, and that people should learn to both accept as well as instinctually seek out responsibility and that the needs of esteem and self-actualization came from the ability to meet organizational and personal objectives set. In addition, theory y seeks to create a strong bond and relationship between managers and other employees. McGregor’s definitive two style management system in getting employees to get work done is one found predominantly in many of today’s organizations. Although the autocratic nature and style of management has long been abandoned in most organizations, it is still a practice found predominantly in third world parts of the world in which the engineering mindset of people are machines mindset exists. Theory x is heavily criticised as it

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