Title: The Motivational Theories of Human Resources Managers | Your Business
Headings: The Motivational Theories of Human Resources Managers
The Motivational Theories of Human Resources Managers
Abraham Maslow's Hierarchy of Needs Theory
Herzberg's Two-Factor Theory
McClelland's Acquired Needs Theory
Alderfer's ERG Theory

Content: Herzberg's Two-Factor Theory
The Two-Factor theory argues that that there are two factors that motivate workers: hygiene and satisfiers. These factors are not determinants of success, but their absence results in underperformance. Hygiene factors in this case refer to job security, salary, organizational policies and working conditions. Satisfiers, also known as motivators, include growth opportunities, responsibility and recognition. A human resources manager needs to do research to find out what workers really need and then make necessary improvements to increase performance. For example, creation of a non-smoking section or involving employees in development plans and decisions of a company helps them feel recognize and appreciated. McClelland's Acquired Needs Theory
The Acquired Needs theory recognizes that each individual prioritizes needs differently and that some needs are not hereditary but acquired in life. A high achiever for example, has a need for achievement and power; this means that his preferred workplace environment might differ from the average worker.