Seminar

What are the main differences between theories of Maslow, Herzberg and
McClelland?
COMPARATIVE ANALYSIS BETWEEN MASLOW’S THEORY AND HERZBERG’S
THEORY
IN TERMS OF MEANING: Maslow’S theory is based on the concept of human
needs and their satisfaction while Herzberg’s theory is based on the use of
motivators which includes achievement, recognition and opportunity for growth.
BASIS OF THEORY: Maslow’s theory is based on the hierarchy of human needs. He
identified five sets of human needs(on priority basis) and their satisfaction in
motivating employees while Herzberg refers to hygiene factors and motivating
factors in his theory. Hygiene factors are dissatisfiers while motivating factors
motivate subordinate. Hierarchical arrangement of need is not given.
NATURE OF THEORY: Maslow’s theory is rather simple and descriptive, the theory
is based long experience about human needs. While Herzberg’s theory is more
prescriptive. It suggests the motivating factors which can be used effectively. The
theory is based on actual information collected by Herzberg after interviewing
203 engineers and accountants.
APPLICABILITY OF THEORY: Maslow’s theory is the most popular and widely cited
theory of motivation and has wide applicability. It is mostly applicable to poor and
developing countries where money is still a big motivating factor. While
Herzberg’s theory is an extension of Maslow’s theory of motivation. It is on the
other hand applicable to rich and developed countries where money is less
important motivating factor.
DESCRIPTIVE OR PRESCRIPTIVE: Maslow’s theory is descriptive in nature while
Herzberg’s theory is Prescriptive in nature.
MOTIVATORS: According to Maslow’s model, any need can act as a motivator
provided it is not satisfied while Herzberg in his dual factor model, hygiene
factors(lower levels) do not act as motivators, only higher order
needs(achievement, recognition, challenging work) act as motivators.
SIMILARITIES BETWEEN MASLOW, HERZBERG AND McCLELLAND’S THEORY

They are all motivational theories

They all believe that workers have needs and when these needs are not met, they
cause demotivation.
They suggest specific things that management can do to help their employees
become self-actualized.
They believe that there is a reason for human specific behavior.
They also suggest differences in humans in terms of need. Different things
motivate different people.
Is the McGregor Theory X and Theory Y still applicable in today’s modern
management? Do you recognize the practical explanation of do you have more
suggestions? What are your success factors for the good leadership?
From my point of view, Yes, because a democratic leadership style arises on the
basis of Theory Y which allows the employees to have a greater say.
Encouragement and rewards are used rather than control and coercion.
Employees are given an opportunity to develop themselves and put their
capabilities to good use. When an organization does not respond to this,
employees will start looking for possibilities to deploy their skills outside their
work. Initially, they will focus on hobbies, committee and voluntary work, but
eventually this could result in a hunt for another job.
Work in organizations that are managed like this can be repetitive, and people are
often motivated with a "carrot and stick" approach. Performance appraisals and
remuneration are usually based on tangible results, such as sales figures or
product output, and are used to control staff and "keep tabs" on them.

This style of management assumes that workers:

Dislike their work.

Avoid responsibility and need constant direction.
Have to be controlled, forced and threatened to deliver work.
Need to be supervised at every step.
Have no incentive to work or ambition, and therefore need to be enticed by
rewards to achieve goals.
According to McGregor, organizations with a Theory X approach tend to have
several tiers of managers and supervisors to oversee and direct workers.
Authority is rarely delegated, and control remains firmly centralized. Managers
are more authoritarian and actively intervene to get things done.

Although Theory X management has largely fallen out of fashion in recent times,
big organizations may find that adopting it is unavoidable due to the sheer
number of people that they employ and the tight deadlines that they have to
meet.
Theory Y organizations also give employees frequent opportunities for promotion.

This style of management assumes that workers are:

Happy to work on their own initiative.

More involved in decision making.
Self-motivated to complete their tasks.
Enjoy taking ownership of their work.
Seek and accept responsibility, and need little direction.
View work as fulfilling and challenging.
Solve problems creatively and imaginatively.
Factors for a good leadership:
Set the right example. ...
Continuous development of your leadership skills. ...
Be technically proficient. ...
Make sound and timely decisions. ...
Seek and take responsibility for your actions. ...
Positive Attitude. ...
Keep your team informed. ...
Get to know your team.
Theory Z is a name for various theories of human motivation built on Douglas
McGregor's Theory X and Theory Y. ... According to Ouchi, Theory Z management
tends to promote stable employment, high productivity, and high employee
morale and satisfaction.
When was developed the Vroom’s Expectancy Theory? What are the main
assumptions of this theory? How practical is the theory in our days?
In 1964, Victor H. Vroom developed the expectancy theory through his study of
the motivations behind decision making.
salary, job security, advancement, and challenge). A fourth assumption is that
people will choose among alternatives so as to optimize outcomes for them
personally. The expectancy theory based on these assumptions has three key
elements: expectancy, instrumentality, and valence.
In aiming to meet advancing goals in contemporary residency education, we
propose the application of Expectancy Theory to residency training. Innovative
perspectives for gaining insight into resident motivation are afforded. What
follows are opportunities to promote the development of programmatic methods
enhancing resident motivation in education.
What are the main assuptions of Argyris’s Theory?
Argyris (1976) proposes double loop learning theory which pertains to learning to
change underlying values and assumptions. The focus of the theory is on solving
problems that are complex and ill-structured and which change as problem-
solving advances.