Subject Matter Experts in Worker Motivation Techniques Essay

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Subject Matter Experts in Worker Motivation Techniques When researching subject matter experts in worker motivation techniques, I found that there were many theories, but the ones that are generally acknowledged, when it comes to motivation in the workplace, are those that have been developed by Abraham Maslow, Frederick Herzberg, and Douglas McGregor. In Maslow’s theory he presents the concept that all humanity is driven by a universal hierarchy of needs. The levels of needs that are categorized from lowest to highest are: Physiological, Safety, Love, Esteem, and Self-Actualization. Maslow contends that once the employee’s lower level needs have been met, the next level of needs are then addressed. Maslow contends that until the needs on the lowest level of the hierarchy have been satisfied, consequently the other higher levels of the hierarchy gender no interest to the employee. The basic needs of food, shelter, oxygen, water and other primary needs that are vital for are survival can be obtained through money we receive from working. Therefore, the motivation to work and do a good job, according to Maslow’s theory, is generated by the level of need that an employee has risen to. Another popular theory, developed by Frederick Herzberg, is the Two- factor. The Two-factor theory (or the Motivator-Hygiene Theory which it is sometimes called)) suggests that workers are motivated by only two types of motivators. The first which bears the name motivators, leads to job satisfaction. Getting promoted or advanced in the workplace, being recognized and rewarded for contributions, work that is enjoyable or interesting, being assigned more responsibility, or a sense of achievement of reaching a goal are recognizable motivators. The other the other side of the Two-factor theory are called ‘hygienes’. Hygienes are motivational factors that only prevent dissatisfaction on the job. Some example of hygienes are: the security that one feels on the job, status, level of pay, working conditions, company policy and how that policy is administered, supervision and interpersonal relations. It no big deal if hygiene factors are present, but it is a problem if they are not. As opposed to motivators where it is no big problem if they are not there but it is a big deal if they. Herzberg’s motivators are somewhat parallel with Maslow’s self-realization
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