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: Abraham Maslow's Hierarchy of Needs Theory
Maslow’s theory explains that an individual is motivated according to the level of needs, and he will progress depending on how well these needs are addressed at each level. Needs at a basic level include security, social needs, psychological needs and favorable working conditions. The needs are addressed by ensuring there is security at the workplace and workers are friendly and respectful. Companies also should allow bathroom breaks and refreshment breaks and reasonable working hours to avoid extreme exhaustion. Needs at a higher level such as self-actualization and self-esteem can be handled by providing challenging projects and offering rewards such as promotions and benefits. 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.