Abraham Maslow

Abraham Harold Maslow( April 1, 1908 June 8, 1970) was an American psychologist who
was best known for creating Maslow's hierarchy of needs, a theory of psychological health
predicated on fulfilling innate human needs in priority, culminating in self-actualization. [2]
Maslow was a psychology professor at Brandeis University, Brooklyn College, New School for
Social Research and Columbia University. He stressed the importance of focusing on the
positive qualities in people, as opposed to treating them as a "bag of symptoms."A Review of
General Psychology survey, published in 2002, ranked Maslow as the tenth most cited
psychologist of the 20th century.

Douglas Murry McGregor

Douglas Murray McGregor (1906 1 October 1964) was a management professor at the MIT
Sloan School of Management and president of Antioch College from 1948 to 1954.[1] He also
taught at the Indian Institute of Management Calcutta. His 1960 book The Human Side of
Enterprise had a profound influence on education practices.
Douglas McGregor is a contemporary of Abraham Maslow. Likewise, he also contributed much
to the development of the management and motivational theory. He is best known for his Theory
X and Theory Y as presented in his book The Human Side of Enterprise (1960), which
proposed that managers individual assumptions about human nature and behaviour determined
how individual manages their employees.

Clayton Alderfer

Clayton Paul Alderfer (born Sept. 1, 1940) is an American psychologist, and consultant, known
for further developing Maslow's hierarchy of needs. Born in Sellersville, Pennsylvania, Alderfer
obtained his BA in psychology in 1962 at Yale University, where he also obtained his PhD in
psychology 1966. In 1977 he also obtained a degree by the American Board of Professional
Psychology (ABPP).
After graduation Alderfer started his academic career at the University of Cornwell in 1966. In
1968 he returned to Yale, where he was researcher, lecturer and program director until 1992. In
1992 he moved to Rutgers University, where he acted as program director for another 12 years.
In the new millennium he started his own consultancy firm.
lderfer further developed Maslow's hierarchy of needs by categorizing the hierarchy into his
ERG theory (Existence, Relatedness and Growth)

David Clarence McClelland

David Clarence McClelland (May 20, 1917 March 27, 1998) was an American psychologist,
noted for his work on Need Theory. He published a number of works during the 1950s and the
1990s and developed new scoring systems for the Thematic Apperception Test (TAT) and its
descendants. McClelland is credited with developing the Achievement Motivation Theory
commonly referred to as need achievement or n-achievement theory A Review of General
Psychology survey, published in 2002, ranked McClelland as the 15th most cited psychologist of
the 20th century. McClelland, born in Mt. Vernon, New York, was awarded a Bachelor of Arts
from Wesleyan University in 1938, an MA from the University of Missouri in 1939, and a PhD
in experimental psychology from Yale University. He taught at Connecticut College and
Wesleyan University before joining the faculty at Harvard University in 1956, where he worked
for 30 years, serving as chairman of the Department of Psychology and Social Relations. In 1987
he moved to Boston University, where he was awarded the American Psychological Association
Award for Distinguished Scientific Contributions.

Frederick Irving Herzberg

Frederick Irving Herzberg (April 18, 1923 January 19, 2000 [1]) was an American
psychologist who became one of the most influential names in business management. [2][3] He is
most famous for introducing job enrichment and the Motivator-Hygiene theory. His 1968
publication "One More Time, How Do You Motivate Employees?" had sold 1.2 million reprints
by 1987 and was the most requested article from the Harvard Business Review
Herzberg started his research on organizations in the 1950s. He worked at the University of Utah,
where he remained until he retired. Prior to his move to Utah, Herzberg was professor of
management at Case Western Reserve University, where he established the Department of
Industrial Mental Health.
In his lifetime, Herzberg had consulted for many organizations as well as for the United States
and other foreign governments. He has a son who currently lives in West New York.

Burrhus Frederic Skinner

Burrhus Frederic Skinner (March 20, 1904 August 18, 1990), commonly known as B. F.
Skinner, was an American psychologist, behaviorist, author, inventor, and social philosopher.[1][2]
[3][4]

He was the Edgar Pierce Professor of Psychology at Harvard University from 1958 until his

retirement in 1974.

Victor Harold Vroom

Victor Harold Vroom (August 9, 1932,[1] Montreal, Canada) is a business school professor at
the Yale School of Management. He holds a PhD from University of Michigan.
Vroom's primary research was on the expectancy theory of motivation, which attempts to explain
why individuals choose to follow certain courses of action in organizations, particularly in
decision-making and leadership. His most well-known books are Work and Motivation,
Leadership and Decision Making and The New Leadership. Vroom has also been a consultant
to a number of corporations such as GE and American Express.
Victor Vroom was appointed Chairman of the Department of Administrative Sciences and
associate Director of the Institution for Social and Policy Studies at Yale in 1972. Currently,
Victor lives in Guilford, Connecticut, with his second wife, Julia Francis, and their two sons,
Tristan and Trevor.

John Stacey Adams

John Stacey Adams (b. In 1925. Belgium) - American psychologist , dealing with the behavior in
the workplace. Creator ( in 1965 ) theory of justice applied under consideration of motivation at
work ( ang . Equity theory on job motivation).
The theory of justice developed by Adams based on the assumption that an important factor for
motivation, efficiency and satisfaction of individual assessment by the employee received justice
or equity awards. Justice can be defined as the ratio of labor inputs received by the employee to
his awards compared to other awards for similar expenditures The comparison process is as
follows:
According to the theory of justice motivation of the unit it is the result of feeling its satisfaction
with what it receives in return for the effort incurred in proportion to the effort. People judge
fairness of awards earned by each other, comparing them with prizes or those obtained by others
for similar outlays, or with any other attitude efforts to prize money, what comes to mind them.
When you consider that occurred injustice, growing tension in them that are trying to unload, the
corresponding modifying their behavior, eg. By reducing their own efforts. The employee may,
so have the feeling that his efforts were justly rewarded, too low or too high. Sense of justice is
therefore the result of either gender relations. Discussions and research conducted under the
theory of justice focuses attention on the money as the most significant prize in the workplace.