How is Herzberg’s Two Factor Theory different from Maslow’s?
Motivation implies a process of encouraging workers to act to attain the desired objectives. In other words, motivation stimulates a person to keep doing a given act that has been initiated by another person. As a result, there are critical motivation theories, and they include, Maslow and Herzberg two factor theory.
Both Maslow’s and Herzberg two factor theory differs in different ways. According to Hausa (239), Maslow’s theory is regarded to be general on motivation since it focuses on the urge to satisfy needs. Whereas, Herzberg’s theory considers various existing factors within the organization to have contributed towards employee satisfaction or dissatisfaction.
Maslow’s theory also differs from Herzberg two factor in the manner the needs of employees can be satisfied. For instance, Maslow’s categorizes the needs of employees into two that is deficiency and growth needs while Herzberg’s models classify the needs of an individual into motivation and hygiene factors.
Since Herzberg two factor theory focuses on employee’s problem, this makes it more contemporary in its thinking compared to Maslow. According to Richard (23), employees are the key stakeholders in any organization. This is because they ensure all work is done and productivity is achieved as required. In this way, when a company uses Herzberg’s theory, it can be able to consider other non-financial benefits such as employee problems towards making sure organization productivity is improved.
Richard, Ryan (2019). The Oxford Handbook of Human Motivation. Oxford University Press
Hauser, Laurentiu (2014). Work motivation in organizational behavior. Economics, Management & Financial Markets, 9(4), 239- 246.