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MASLOW VS HERZBERG

from basic to complex .NEED HIERARCHY THEORY   Human beings have wants and desires in their life to influence their own behavior. Since the needs are many in humans life. Satisfied need does not influence. They are arranged in a order according to the importance. Only unsatisfied needs influence the behavior. The needs will be prioritized by our own.

It concludes that certain things in the organization or workplace result in job satisfaction. The factors that motivate people can change over a period of time but "respect for me as a person" is one of the best motivating factors at any stages of life.HERBERG'S TWO FACTOR THEORY   Frederick Herzberg two-factor theory is both intrinsic and extrinsic motivation. they won't lead to dissatisfaction but no satisfaction at all. . If not.

Hierarchical arrangement of needs is not given.  Basis of Theory Maslow's theory is based on the hierarchy of human needs. He identified five sets of human needs (on priority basis) and their satisfaction in motivating employees. Hertzberg's theory is based on the use of motivators which include achievement.COMPARE  Meaning  Maslow's theory is based on the concept of human needs and their satisfaction. . recognition and opportunity for growth. Hertzberg refers to hygiene factors and motivating factors in his theory. Hygiene factors are dissatisfiers while motivating factors motivate subordinates.

 Nature of Theory Maslow's theory is rather simple and descriptive. Hertzberg's theory is more prescriptive. The theory is based long experience about human needs. It is mostly applicable to poor and developing countries where money is still a big motivating factor. This theory is based on actual information collected by Hertzberg by interviewing 200 engineers and accountants. It suggests the motivating factors which can be used effectively.  Applicability of Theory Maslow's theory is most popular and widely cited theory of motivation and has wide applicability. . It is applicable to rich and developed countries where money is less important motivating factor. Herzberg's theory is an extension of Maslow's theory of motivation. Its applicability is narrow.

 Motivators According to Maslow's model. Descriptive or Prescriptive Maslow's theory or model is descriptive in nature. hygiene factors (lower level needs) do not act as motivators. challenging work) act as motivators. Only the higher order needs (achievement. Herzberg's theory or model is prescriptive in nature. any need can act as motivator provided it is not satisfied or relatively less satisfied. recognition. In the dual factor model of Hertzberg. .

100-strong global workforce going through the in-house program NEED : To find a way to make its learning stick GOAL : To become more exacting about when it offers classes . Spends $1 billion annually on training and education programs for its employees GoogleEDU : 4-year-old learning and leadership-development program. relying on data analytics and other measures to ensure it is teaching employees what they need to know to keep profits humming.     It is formalizing learning at the company in an entirely new way.  About a third of its 33.CASE STUDY : GOOGLE INC.

not job titles .KEY FEATURES     Uses employee reviews of managers to suggest courses to managers Google uses statistics gathered from current and former employees to recommend certain courses to managers at different points in their career  Decisions on promotions and raises are often made by consensus among peers and superiors A culture where power over subordinates is derived from one's ideas and powers of persuasion.

Offers a special class for new managers and executives where they are taught how to exert influence in more subtle ways  Offers specific classes based on an employee's work area (engineering versus sales) and career stage (junior developer versus senior manager)  Try to individualize and personalize the learning experience  Programs on negotiating better salaries. improving presentation skills. or talking through the reasons why someone should or shouldn't leave to found a start-up such programs "engendered a lot of loyalty" among Employees ( source :Wall Street Journal)  .

so everyone is at the same level and is open to speak his/her mind Uses a system called Innovation Time Off.MOTIVATIONAL TECHNIQUES      Supports innovation and abilities and skills so people from all over the world can join the organization based soley on their capabilities No formal hierarchy. where the employees can spend their 20% of their working time on projects that interests them The "Googolplex“ (HQ. sports facilities at work. nursery . California) provides each and every employee a free access to the corporate recreation centre Treat their employee as their own family by provision for free holidays.

HIGHLIGHTS         Quality programs Clear and transparent performance appraisals Stress management Participative Leadership style Employees plans must be strengthened New motivational plans must be formulated Better job satisfaction All should be treated the same .