Managers can help employees to fulfill their requirements at work by figuring out which needs an employee is attempting to fulfill at work. It is the manager 's duty to guarantee that the individual gets results that fulfill those requirements when the individual performs at a high level and helps the association accomplish its goals. By doing these things, managers can motivate employees to perform at a high level. Managers need to line up the interests of individuals with the interests of the company in general.
1. Maslow would find money fulfilling some of the lower-order needs. In Maslow’s Theory salary is the part of basic need. But increase in salary does not enhance performance in a job. When people work for a large salary the productivity in a job may decrease. When one need is meet people try to find another need. So this depends on the …show more content…
A need is a prerequisite or need for survival and prosperity. Maslow recognized five kinds of needs: physiological, safety, belongingness, esteem, and self-actualization needs. Maslow recommended that individuals vary in what needs they are attempting to fulfill at work. Herzberg focused on two factors: motivator needs identified with the way of the work, and hygiene needs identified with the physical and psychological in which the work is performed. Moreover, Herzberg 's Theory underscores the distinction between intrinsic and extrinsic motivations.
In context of salary, Maslow’s Theory and Herzberg’s Theory are consistent because both theories suggest that salary is not a good motivator. Maslow’s Theory says that salary can be used to satisfy the basic needs such as physiological and security needs and Herzberg’s Theory says that large salary is a hygiene factor but not a motivator. According to Herzberg, these hygiene factors would cause dissatisfaction if not present, but would not motivate workers to do more if present (Schwalbe, 2014).
3. Commonalities between McGregor’s theory (Theory X and Y) and Maslow’s
1. Maslow would find money fulfilling some of the lower-order needs. In Maslow’s Theory salary is the part of basic need. But increase in salary does not enhance performance in a job. When people work for a large salary the productivity in a job may decrease. When one need is meet people try to find another need. So this depends on the …show more content…
A need is a prerequisite or need for survival and prosperity. Maslow recognized five kinds of needs: physiological, safety, belongingness, esteem, and self-actualization needs. Maslow recommended that individuals vary in what needs they are attempting to fulfill at work. Herzberg focused on two factors: motivator needs identified with the way of the work, and hygiene needs identified with the physical and psychological in which the work is performed. Moreover, Herzberg 's Theory underscores the distinction between intrinsic and extrinsic motivations.
In context of salary, Maslow’s Theory and Herzberg’s Theory are consistent because both theories suggest that salary is not a good motivator. Maslow’s Theory says that salary can be used to satisfy the basic needs such as physiological and security needs and Herzberg’s Theory says that large salary is a hygiene factor but not a motivator. According to Herzberg, these hygiene factors would cause dissatisfaction if not present, but would not motivate workers to do more if present (Schwalbe, 2014).
3. Commonalities between McGregor’s theory (Theory X and Y) and Maslow’s