The Employee Component dominated various studies on organizational behavior.

Of note are these

important theories that affect motivation:

 Maslow’s Hierarchy of Needs

 Herzberg’s Motivator-Hygiene Theory

 McClelland’s Learned Needs Theory

 McGregor’s Theory X and Theory Y

 Adam’s Equity Theory

 Vroom’s Expectancy Theory

 Skinner’s Reinforcement Theory 

Select 3 theories and explain how they have increased our understanding of motivation. Compare and

contrast their influences on human motivation in the contemporary work setting, Then, choose one

theory that best applies to your own personal and developmental journey. 

UNIVERSITY OF THE PEOPLE

Organizational Theory and Behavior

BUS 5113
All the motivational theories have an impact when it comes to addressing issues regarding motivation. It

is through the same theories   that we are able to understand individual behavior. Laegaard & Bindslev

(2006) explains that motivation is an interesting subject that interested researchers who were curious to

understand human behavior and performance, and shows a relationship between performance and

behavior. This paper is going to discuss three motivational theories namely; Maslow’s Hierarchy of

Needs, Herzberg’s Motivator-Hygiene Theory and McClelland’s Learned Needs Theory and how they

have increased our understanding of motivation. I will also compare and contrast their influences on

human motivation in the contemporary work setting, as well as choosing one theory that best applies to

my own personal and developmental journey.

Maslow’s Hierarchy of Needs is a well-known theory of motivation based on human needs. Maslow’s in

his theory classified human needs in a hierarchical manner, starting from the lower order to the higher

order. Once a given level of need is satisfied, according to Maslow, the need no longer serves as a

motivator. Thus, creating room for the next higher level of need so as to have motivation in an

individual’s life. There are five categories of these needs, i.e.,

 Self-actualization needs, such as independence, responsibility, and challenges.

 Esteem needs recognition for work and getting promoted based on performance and
experience.

 Social needs-Employees all want to belong to a team.

 Safety needs, working environment, pension scheme, and employment contract.

 Physiological needs: Employees’ basic needs, include food and water, sufficient rest, clothing

and shelter, overall health, and reproduction

Maslow’s theory is signified by the recognition and identification of individual needs. Thus, attribution is

to the intuitive and logical abilities of an individual (Laegaard & Bindslev, 2006). Some researchers argue

that needs are likely not to follow a certain hierarchical order and that the priority of needs model is not

applicable to all people and places. There are cases where motivation may be naturally low. Also, human

behavior is at times guided by a multiplicity of behaviors, hence discrediting Maslow’s argument that

satisfaction of needs happens one at a time.

Herzberg’s Motivator-Hygiene Theory extended Maslow’s work and came up with a proposition

regarding motivation.  Herzberg’s theory is popularly known as Herzberg’s Motivation Hygiene (Two-

Factor) Theory. Herzberg's job factors are: satisfaction or motivational factors; and maintenance or

hygiene factors, i.e., pay, job, and interpersonal relations. Criticism of the theory was based on the fact

that human beings naturally tend to take credit when work goes well. Hertzberg’s theory neglected

situational variables to motivate an individual (Tanner, 2018).

McClelland’s Learned Needs Theory by David McClelland is a motivation theory known as the Acquired

needs theory. In his theory, McClelland highlights that humans have three core types of emotional

needs, and they are acquired as a result of the life journeys an individual goes through. The model

focuses on needs and is highly considered as a content theory of motivation. The needs model

considered the following points:

 Achievement has to do with getting work done.

 Power is influence over others.

 Affiliation is being able to build good relationships.

As much as people may have their own needs, most of the time they make a choice not to reveal them
to others.

The influence of these three theories on human motivation in the contemporary work setting is that

they all have a big role in the understanding of various employees’ needs in today's work settings.

Maslow's theory illustrates how humans meet their basic needs first before moving on to higher needs.

Employees tend to perform better when they are rewarded for doing work. Employees are also more

motivated when they are given broad autonomy in doing their jobs. McClelland's theory in today's world

illustrates the increasingly dynamic and competitive world. Employees compete to prove themselves,

thereby increasing productivity in the organization. Any achievements will open doors for them to be in

power, and that power is considered the primary motivation for employees because it shows their

expertise and they are trusted enough to be in influential positions. The need for employees to build

relationships is essential, and in today’s world, that is considered networking. Herzberg's   Motivator-

Hygiene   Theory   provides   a   new   approach   to motivation in contemporary work settings with

salaries and supervision being drivers for employees to be productive. Though it is not enough if there

are no additional motivational factors to enable an increase in the imagination of employees as well as

their creativity, (Farooq, 2018).

 In as much as the three theories contributed best with regards to motivation in the workplace each in

their own way, I choose McClelland’s theory as the most relevant one to my personal and

developmental journey. McClelland’s theory as a motivational force is recommendable to be adopted in

organizations. I have learnt through life experiences to perform better with each assigned task, and I

have learnt to motivate others so as to achieve their goals while building lasting relationships wherever I
go. I work to get better results every day, and I always challenge myself when partaking in tasks. This

brings motivation and satisfaction, especially when I achieve what I had set out to do.

REFERENCES

Farooq, R. (2018), “A conceptual model of knowledge sharing”, International Journal of Innovation

Science, Vol. 10 No. 2

Laegaard, J. & Bindslev, M. (2006). Organizational theory, 1st ed. Ventus Publishing & Bookboon.com.

Tanner, R. (2018). What is Motivation? How motivation affects your team.

Management is a Journey®. https://managementisajourney.com/what-is-motivation/.

Retrieved on (2021, February 17).