Motivational Theories: Maslow, Herzberg, Adam and Taylor

This essay discusses the concept of motivation and outlines the types of motivation and its hierarchy in the organization. It also explains different types of motivational theories that are applicable in the present scenario and how these theories are applied in the organization.

Individual Essay

Table of Contents
INTRODUCTION ..........................................................................................................................3
Main Body.......................................................................................................................................3
CONCLUSION................................................................................................................................6
REFRENCES...................................................................................................................................8

INTRODUCTION
The term motivation is a process through which an individual gets guidance towards
achieving a task. The motivation is mainly a goal oriented process. In management the manager
motivates the employee to complete a certain task in the given time period. The motivation can
be done in the emotional, biological, cogitative and the social factors that would result into
activation of the behaviour in an individual who is being motivated. The motivation is very
necessary in order to accomplish the organisational goals and objectives. There are various types
of motivational theories such as the Maslow theory, Adam's theory etc. (Akdemir, 2020). This
essay would discuss about the concept of motivation. It would also outline about the types of
motivation and its hierarchy in the organisation. This essay would also explain about the
different types of motivational theories that are applicable in the present scenario. It would also
explain about the how these theories are applied in the organisation.
Main Body
The Maslow's motivational theory would explain about the concept of the motivation that
can be applied to an individual in an organisation. This theory mainly explains the needs of the
individual in a pyramid. This pyramid explains about the hierarchy of the needs of an individual.
It explains mainly about the five types of needs to an individual. This theory explains that firstly
on basic need must get fulfil, then after the next need would get fulfilled for the specified
individual in an organisation. These stages are the psychological needs, safety needs, love and
belongingness needs, self esteem needs and lastly the self actualisation needs. These needs goes
in the hierarchy as written above. Firstly the psychological needs are fulfilled. The psychological
needs are the basic needs of the individual(Gorsuch, 2019). These needs are related to the
survival of an individual. It includes the needs that are related to the food, shelter and clothes.
These are the basic needs through which the individual would survive in the organisation. The
next need comes for the safety and health of the individual. These needs includes that the
individual must feel safe in the organisation under which he is working. It also includes the
needs with relate to the stability, well being and security to an individual.
The next needs is of love and belongingness. When these two upper needs get fulfilled,
then the individual would require the need of love and belongingness in the organisation. The
human is a social being which requires love for its existence. There must lie the feeling of

belongingness to the organisation in order to complete this need for the specific individual in an
organisation. The next need is related to esteem which means respect to the individual. This need
is also called as the ego driven need of an individual where the individual requires that his
collogues and everyone respects the individual. The last need is of the self actualisation need of
the individual. It includes the needs of development of skills, education, caring needs, etc. of an
individual. The main merit of this theory is that it is very easy to understand by any individual.
This has also classified it into various needs that can be easily understood by the individuals. The
demerit of this individual is that it cannot be tested practically as the level of satisfaction is
different for different type of individual. The HR department firstly centres the psychological
and the safety needs of the employees in the organisation. This would also motivates the
employees to work in the institution(Gray, et.al, 2019).
The next motivational theory is the Herzberg's hygiene motivational theory. This theory
would explain that there are various internal factors of the organisation that impacts the level of
satisfaction to the individual. This theory has been divided into two categories namely hygiene
factor and the motivational factor in an organisation. This theory explains that the hygiene plays
an important role in an organisation. If the hygiene of the organisation is good, then the
employees would like to work more in the company. It also requires that there should be the
minimum level of hygiene that is to be maintained by the management in the organisation. It is
generally related to the psychological needs of the employees. The hygiene factors include the
working conditions, job security, administration, etc. of the company(Maksum, 2021).
The motivating factor includes motivating the employees to work efficiently in an
organisation in order to achieve the goals of the teams in which they are working. Moreover, it
also explains that the motivation is very necessary in order to increase the efficiency and skills of
the employees of the institution. It includes the activities like giving rewards, recognition and
prizes for doing better to the employees of the company. This chief benefit of this motivational
theory is the it pays more focus on the internal factors of the company rather than the external
factors. It is also individual centring activity that is completed by the manager of the company.
This theory also helps the employees to get motivated to hike in the salaries. It would help them
financially. The main disadvantage of this motivational theory is that it does not focuses on the
external factors of the business. These external factors plays a very important role in the growth
of the organisation.

The another motivational theory is of the Adam's motivational theory. This theory
explains the motivation as the key element for the growth of the individual as well as for the
organisation. It explains that there are also various factors that impacts the working of the
individual in the organisation. This theory also states that if the input of the employees in the
organisation than the output received, then it would demotivate the employees. So, the output
given to the employees must be at least equal to the inputs the employees are giving to the
company. In order to do this, the management can increase the salaries of the employees or can
give extra rewards to the employees of the company. This would also increase the employment
ratio of the company. Moreover, there are three kinds of employer and manger relationship that
is discussed under this theory. These relationships are the overpaid equity, under paid equity and
the equity(Marques, 2019).
The over paid equity is the condition where the employee's output is more than the input
given by the employee. This condition is very rarely seen in the organisations. The under paid
equity means where the input given by the employees is more than the output given by the
management of the company. This is the mostly seen condition in the present scenario. In this
condition, the employees gets exploited by the management as the employees are under paid.
This happens because the employees are helpless. The last is the condition of equity. This is the
condition where the input and the output of the employees is equal. This means the company
pays to the employee the equal amount which it deserves. The main merit of this is that reduces
the exploitation of the employees in the working sector of the country. There is very less unequal
treatment as per this motivational theory. The demerit is that the input and the output cannot be
accurately calculated by the management of the organisation. This is because it is based on the
quality that is provided by the employees to the management with respect to the work they do in
the organisation. Moreover, the human resource division of the company, must focus on the
output and the input of the employees. This would also aid in hiking the employment ratio of the
company. Moreover, the employees are paid fairly as per this motivational theory(Patricia and
Asoba, 2021).
The Taylor's motivational theory is a theory that also provides for the motivation to the
employees of the institution. This theory works on the workforce flows in the operations. This is
done in order to increase the efficiency of the workers along with increasing the performance of
the workers of the company. This theory is based on various elements. These elements includes

the scientific method, performance basis payment and salary, specific distribution of the duties
and responsibilities and the rigid hierarchy(Razak and Muhamad, 2022).
CONCLUSION
The above essay concludes about the concept of motivation. This also summarises about
the different theories of motivation. The motivational theories that are discussed are the Maslow
Motivational theory, Adam's Motivational theory and Hers berg motivational theory. It also
concludes that the management must formulate an efficient relationship between the reward and
the performance of the employees of the company. This essay also summarises about the merits
and the demerits of these motivational theories. It also concludes the operation of these
motivational theories in the organisations.

REFRENCES
Books and Journal
Akdemir, E., 2020. The Determination of Teachers' Motivation Based on Herzberg's Motivation
Theory. Turkish Online Journal of Educational Technology-TOJET, 19(4), pp.89-101.
Gorsuch, R.L., 2019. Toward motivational theories of intrinsic religious commitment. In The
Psychology of Religion (pp. 11-24). Routledge.
Gray, S.I., et.al , 2019. BrainQuest: The use of motivational design theories to create a cognitive
training game supporting hot executive function. International Journal of Human-
Computer Studies, 127, pp.124-149.
Maksum, I., 2021. Integration of Needs into a Qur’an Perspective Using Maslow and Herzberg's
Motivation Theory. Saudi Journao of Humanities Social Science, 6(9), pp.354-362.
Marques, J., 2019. Turning Inward to Connect Outward: Paving a Motivational Path in Today’s
Workplace. In The Routledge Companion to Management and Workplace
Spirituality (pp. 113-123). Routledge.
Patricia, N.M. and Asoba, S.N., 2021. Theories of job satisfaction in the higher education
context. Academy of Entrepreneurship Journal, 27(2), pp.1-16.
Razak, A.A. and Muhamad, N., 2022. EMPLOYEES'MOTIVATIONAL FACTORS DURING
THE ENDEMIC PHASE. International Journal of Accounting, 7(40), pp.1-8.