Herzberg's Two-Factor Theory and McClelland's Need Theory

Introduction

The core of any organizational system is the relationship between the person and organization. There are many theories of motivation that managers can utilize to assist them in the motivation of employees. The two most basic groups of theories are content theories and process theories. Content theories are concerned with identifying what is inside an individual or work environment that stimulates or sustains behavior. Content theories basically answer the question, "What specific things motivate people?" Process theories try to describe the process of how behavior is stimulated, directed, sustained and stopped. The motivation and driving force is an important element in any field of human activity, but is at work which achieves greater prominence, when the work activity which we play the activities that take up most of our lives is We need to be motivated by it in such a way that does not become alienated and oppressive activity, being motivated to work, also brings several positive psychological consequences, such as are self-realization, the feel competent and helpful and maintain self-esteem (Herzberg, 78).

The worker satisfaction is an end in itself, has an intrinsic value that the worker as much responsibility to the company, it is not desirable to consider utilitarian positions job satisfaction as just one more of the factors necessary to achieve higher production , which would be a benefit whose fruits would be directed mainly to the company. The purpose of this paper is to review research related to motivational theories both past and present. Also presented in this paper is a review of literature regarding Frederick Herzberg's two-factor theory as well as McClelland's Need Theory. In this paper we are going to analyze these both theories by examining different articles.

Discussion

Two Factor Theory of Herzberg

His research focuses on the workplace. Through surveys observed that when people questioned felt good in his work, tended to attribute this situation to themselves, mentioning features or intrinsic factors such as achievement, recognition, work itself, responsibility, promotion, etc. . However when they were dissatisfied tended to cite external factors such as working conditions, organizational politics, personal relationships, etc (Herzberg, 78). Thus, found that the factors behind when present, are not the same as that discourage, so divide the factors:

Hygiene Factors: These are factors external to the task. Your satisfaction eliminates the dissatisfaction, but does not guarantee a motivation that results in effort and energy towards achieving results, but if you are not satisfied cause dissatisfaction.

Motivating factors: They refer to the work itself. Are those whose presence or absence determines the fact that individuals feel motivated or not. The hygiene factors coincide with the lowest levels of Maslow's need hierarchy (philological and social security). The motivating factors coincide with the highest levels (consideration and self). Herzberg's theory is derived from the concept of job enrichment (enrichment work) the work of designing a more ambitious way as to satisfy the basis of highest value.

Hygiene Factors

Motivating factors

Economics: Wages, salaries, benefits.

Physical conditions of work: Lighting ...