Comparing Motivation Theories

This assignment delves into the influential theories of motivation proposed by Maslow, Herzberg, and McGregor. It analyzes the commonalities and distinctions between their perspectives, focusing on key concepts like hygiene factors, motivators, and employee self-actualization. The paper ultimately concludes that while each theory offers unique insights, there are overlapping areas that contribute to a comprehensive understanding of what motivates employees in the workplace.

Running head: PRINCIPLES OF MANAGEMENT
Principles of Management
Name of the Student
Name of the University
Author note

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PRINCIPLES OF MANAGEMENT
SIMILARITIES AND RELATIONSHIP AMONG MASLOW, HERZBERG AND
MCGREGOR THEORIES OF MOTIVATION
The Maslow’s Hierarchy Theory is based on providing proper motivation to the
individuals and satisfying the different needs of the individuals as well. Furthermore, the
Herzberg’s theory includes hygiene as well as motivational approach and this helps in
satisfying the needs of the customers as well. Lastly, McGregor X and y approach helps in
analyzing the motivation at the workforce that is applied by the managers of the organization.
These are the three theories of motivation that has proper relationship with one
another and this will help in understanding the similarities as well between one another.
From the diagram, it can be analyzed that these three different theories work for
creating motivation for the employees in the organization. These are the theories that help in
making the employees choose the goals and the needs that will motivate them.
Similarities in Maslow’s and Herzberg’s motivation theory
Firstly, the Maslow’s and Herzberg’s motivation theory have few similarities that
includes that the physiological as well as safety needs are having similarity with the hygiene
factors of Herzberg as these both are essential for life (Cao et al., 2013). For example: In
order to reach to the safety needs in the Maslow’s pyramid, the money has to be earned
properly and the salary is the hygiene factor in the theory of Herzberg as money has
control in maintaining life (Katenova, Mahmood & Sharfaraj, 2013).

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Maslow’s Theory Herzberg Theory
Physiological
Safety
Self Actualization
Esteem
Social
Achievement
Recognition
Advancement
Growth in job
Status
Company administration
and policy
Security of job
Quality of proper
supervision
Personal life
Salary
Motivators
Maintenance
Factors

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Figure 1: Similarities in Maslow’s and Herzberg Theory of motivation and hygiene
(Source: Created by author)
Similarities in Maslow’s and McGregor Motivation theory
Figure 2: Similarities in Maslow’s and McGregor Motivation theory
(Source: Created by author)
Similarly, there is relationship between the Maslow’s and McGregor’s theory of
motivation wherein the individuals who are the ones who dislikes working as well as these
are the individuals who have to be controlled as well as threatened to be delivered whatever is
required (Malik & Naeem, 2013). These are the employees who avoid responsibility and
there is no motivation for work. This kind of Theory X employees are compared with the
security and safety needs and they cannot perform anything on their own. These are the
individuals who cannot be motivated by providing money as well (Lester, 2013).
Self Actualization
Self esteem/Interpersonal
Belongingness (Love and
Social)
Security and safety
Interpersonal
Physical
Physiological
Theory Y
Theory X

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Furthermore, the Theory Y employees are the ones who like working and they are the
ones who are self motivated in performing their tasks. These are the employees who do not
need much direction from the supervisors and they consider work as an integral part of their
life. This kind of theory Y is compared with the Maslow’s hierarchy theory wherein there is
self actualization and self esteem needs among the employees. These are the employees who
are motivated with different approaches such as money and other benefits. Therefore it can
be inferred that there is a proper relation between the Maslow as well as McGregor theory of
motivational approaches (Prottas, 2016).
Similarities in Herzberg’s and McGregor motivation theory
There is a similarity between the Herzberg as well as McGregor motivation theory
wherein it relates with the theory Y of McGregor theory. There is a characteristic that is
common in both the theories wherein the components of the Herzberg such as recognition,
responsibility of the work, advancement as well as motivate people through providing
incentives or monetary benefits can have huge effect on making the employees more
motivated (Lawter, Kopelman & Prottas, 2015).
Theory X: The higher
authorities of the organization
who are less motivated and do
not feel like working at all
times
Theory Y: Employees of the
organization who are self
motivated and who are
responsible
Management
Employees/Staffs
Achievement
and
recognition

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Conclusion
Therefore, it can be concluded that there is similarity between the Maslow, McGregor
as well as Herzberg theory of motivation in relation to money. The money can be a proper
motivational factor that can help in motivating the employees in the entire organization and
this is related to the three motivational and hygiene related theories of Maslow, McGregor
and Herzberg.

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References
Cao, H., Jiang, J., Oh, L. B., Li, H., Liao, X., & Chen, Z. (2013). A Maslow's hierarchy of
needs analysis of social networking services continuance. Journal of Service
Management, 24(2), 170-190.
Katenova, M., Mahmood, M., & Sharfaraj, M. (2013). EMPLOYEE JOB SATISFACTION
IN A TRANSITION ECONOMY: IS HERZBERG THEORY VALID IN
KAZAKHSTAN?. Journal of International Management Studies, 13(2).
Lawter, L., Kopelman, R. E., & Prottas, D. J. (2015). McGregor's theory X/Y and job
performance: A multilevel, multi-source analysis. Journal of Managerial Issues, 27(1-
4), 84.
Lester, D. (2013). Measuring Maslow's hierarchy of needs. Psychological Reports, 113(1),
15-17.
Malik, M. E., & Naeem, B. (2013). Towards understanding controversy on Herzberg theory
of motivation. World Applied Sciences Journal, 24(8), 1031-1036.
Prottas, D. J. (2016). McGregor's Theory X/Y and Job Performance: A Multilevel, Multi-
source Analysis. Journal of Managerial Issues.