Considering the changing mode of conducting businesses and the increasing rate of globalization, motivating employees is continuously becoming a complex task for many organizations. A proper worker motivation strategy must first understand the needs, behavior, and satisfaction and to employ mechanisms that will ensure the strategies are executed or implemented appropriately. Notably, there are two main theories used to comprehend approaches to employee motivation namely Maslow’s hierarchy of needs and Alderfer’s ERG approach.
Maslow’s Hierarchy of Needs Theory
Motivation involves a cognitive decision making that is aimed at inducing behavior or actions that can help in achieving the set objectives. The Maslow hierarchy of needs explains that all humans are driven by their needs that are the basics of their survival. It is often elaborated in a pyramid form with the complex needs on top and the most basic at the bottom. Some of the wants include physiological, safety and security, belonging and love, self-esteem, and self-actualization. The theory explains that an individual has to satisfy the lower level needs before moving to the next level. In this sense, the most basic ones such as food, shelter, and clothing must be fulfilled before a person seeks to respect and promotion (Haque, Haque, " Islam, 2014).
Considerably, this approach can enable organizations to first understand essentials that can help in boosting employees output and implementing other incentives that can help in managing their attitudes towards the firm. The approach can also help managers to develop a process of understanding the abilities, interests and personal objectives of their workers and to develop mechanisms that help them in achieving or improving on these aspects.
Alderfer’s ERG Theory
The Alderfer ERG theory, on the other hand, classifies needs into three categories including the existence, relatedness, and growth. The existence needs to entail all the basic requirement an individual need for physical and psychological well-being including food, clothing, safety, and affection (Poulou " Norwich, 2018). Relatedness factors entail those that people require to make significant relationships with different people in the community such as their peers, family members, and their superiors. It includes aspects like love, belongingness, recognition, and fame. Lastly, the growth needs entail the components that promote personal growth, self-advancement, and improving one's productivity (Poulou " Norwich, 2018). Moreover, they have also considered factors that can aid an individual to realize their potential and to develop competence (Haque, Haque, " Islam, 2014). These approaches to innovation help organizations to understand the importance of proper planning and how to meet the wants of their employees. Additionally, it helps managers identify the unique individual goals set by their staffs and therefore develop strategies that may help them achieve.
Comparison of the Two Theories
Both theories, Maslow hierarchy of needs and the ERG approach, help in explaining some of the factors that drive motivation in an organization and how they enhance a change in employee behavior. Furthermore, they all emphasize that to satisfy human needs; one needs to start with the essential requirements before moving to the higher-level wants. Equally, both Maslow motivation and ERG theories develop a hierarchical framework to help in understanding how to satisfy needs and promote a positive attitude in the workplace.
However, the Maslow’s hierarchy of needs provides a five-level framework on the factors that promote motivation and also believes that only one class of need can be fulfilled at a given time. Nevertheless, one has to start from the lower level and then move to the next. ERG approach, on the other hand, provides only three categories that are rather similar to the former and emphasizes that more than one category of wants can be achieved at the same time.
Of the two theories, the Maslow hierarchy of needs provides a more elaborate and organized approach to understanding factors that drive motivation in an organization. Understandably, once an individual satisfies the lower level needs, they activate the next and therefore work towards achieving them. The approach also considers that not every person may adhere to the hierarchy and stated that such people might start by fulfilling other needs that they deem essential in their goals then concentrate on the others later. The theorist referred to this as extroversion and introversion. As such; it provides managers with an easier way of developing a proper way of not only motivating their employees but also creating a comfortable working condition for them.
Most Beneficial Theory for Organizational Change and Growth
Organizational change and growth depend on different factors namely culture, strategy, communication, enablement, and review. Moreover, proper planning is essential as it enables the understanding of every employee's skills, interest, and goals. Growth, on the other hand, entails factors that firms strive to get to remain relevant and competitive in the market (Shirokova et al., 2014). Both growth and change are complex processes that require a proper evaluation of an entity’s capabilities and resources. Considering these aspects, the Maslow hierarchy of needs best fits this category as it enhances adequate planning and understanding of the different classes of requirements. It allows procedural setting and achievement of goals before setting more complex strategies. Managers can thus use this approach to concentrate on some of the factors that may assist in developing a positive attitude toward their employees and increasing their productivity.
References
Haque, M. F., Haque, M. A., " Islam, M. (2014). Motivational Theories-A Critical Analysis. ASA University Review, 8(1).
Harrigan, W. J., " Commons, M. L. (2015). Replacing Maslow’s needs hierarchy with an account based on stage and value. Behavioral Development Bulletin, 20(1), 24.
Poulou, M. S., " Norwich, B. (2018). Adolescent students’ psychological needs: Development of an existence, relatedness, and growth needs scale. International Journal of School " Educational Psychology, 1-9.
Shirokova, G., Berezinets, I., " Shatalov, A. (2014). Organisational change and firm growth in emerging economies. Journal for East European Management Studies, 185-212.
