Motivating Staff: A Comparison of Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory

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Motivating staff
1/28/2019

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Introduction
Motivating is an intangible human resource and a defined concept in the Management and
Leadership practice of workplace. Motivation among personnel in the workplace is an
important employer function, which drives to achieve particular actions. The motivation
theories assist an employer to understand the effective approach to induce employees
(Alshmemri, Shahwan-Akl and Maude, 2017). In the following, an effort has been made to
compare the Maslow’s hierarchy of needs and Herzberg’s two-factor theory and recommend
ways to apply these theories in the organization.
Maslow’s Hierarchy of Needs Theory and Herzberg’s Two- Factor Theory
It is stated that through broad research, Maslow and Herzberg maintained their theories,
which are used in workplaces all around the world. The Maslow hierarchy of needs was
initiated by Abraham Maslow in 1943 and on the other hand, the two-factor theory was
initiated by Fredrick Herzberg in 1959. The Maslow theory is depending upon the thought of
satisfying the human needs and wants, while Herzberg theory is depending upon the
utilization of motivators involves recognition, intrinsic job, promotion, opportunity, and
achievement for success. The basis behind the Maslow theory is depending upon the fact that
employer needs to recognize strategies that they will monitor to make their personnel become
self-actualized and self-dependent as they are expected to work at their best creative
capabilities. On the other hand, in Herzberg theory, wants can be achieved with the help of
two factors without a particular hierarchy (De Vito et al., 2018).