Maslow and F Herzberg's theories of motivation. McClelland's Theory of Motivation (Theory of Acquired Needs). A. Maslow's theory

Contribution to the development of the behavioral school

The continuation of the "human relations" school is the "behavioral sciences" school , at the forefront of which are the interests, needs and expectations of the individual, group nomes and values.

A great contribution to the development of the school of "human relations" was made in the 40s - 60s, when scientists - behaviorists (from the English behavior - behavior) developed several theories of motivation.

Representatives of this school include: A. Maslow, D. McGregor, D. McClelland, R. Likert, F. Herzberg, V. Vroom and others. They explored the following aspects: social interaction between employees and the manager, motivation, power, authority, communications.

One of them is the hierarchical theory of needs of Abraham Maslow, who proposed the following classification of personality needs:

2) in the safety of its existence;

2. Theory "Y" (modern point of view) - a new approach in management, based on the latest research. It has the following assumptions:

The expenditure of physical and spiritual energy in work is as natural as in play or rest;

External control and the threat of punishment are not the only means to force a person to work conscientiously. This can be done using employee self-management and self-control;

Meeting goals is a function of the reward associated with achieving them. The most significant of these rewards are self-satisfaction and self-satisfaction of needs;

The average individual desires, under certain conditions, not only to assume responsibility, but also to strive for it;

The ability to display a high degree of imagination, ingenuity and creativity in solving organizational problems is widespread among individuals;

In the conditions of modern industrial life, the intellectual potential of the average individual is far from being fully used and must be maximized.

As you can see, the "X" theory embodies a purely authoritarian management style, the "Y" theory is a democratic management style and involves delegation of authority, improvement of relationships in the team. This division is purely theoretical and in practice there is a combination of different management styles. This phenomenon is called a combination of leadership styles.

The works of D. Mac Gregor gave a powerful impetus to the use of a leadership style based on the participation of employees in decision-making.

Federal Agency for Education of the Russian Federation

State educational institution of higher professional education

"South Ural State University"

Faculty of Service and Tourism

Department of "Tourism and socio-cultural service"

in the discipline "Man and his needs"

Needs motivation theory: A. Maslow, F. Herzberg

Student of group S-252

A.G. Kostareva

Chelyabinsk 2010

Introduction

1. Theory of A. Maslow

2. Hierarchy of needs

3. Characteristics of self-actualization

4. Two-factor theory of motivation by Frederik Herzberg

5. The theory of F. Herzberg in the system of motivation theories

Conclusion

List of sources used

Introduction

All human activity is conditioned by real-life needs. People tend to either achieve something or avoid something. Motivation is an attitude that predisposes a person to act in a specific purposeful way. This is an internal state that determines human behavior. In motivated activity, the employee himself determines the measure of action, depending on internal motives and environmental conditions. Labor motivation- this is the desire of the employee to satisfy needs (to receive certain benefits) through labor activity.

Content theories of motivation are based on the identification of those internal motives (needs) that make people act one way and not another. Content models attempt to determine what motivates people in the workplace (for example, self-actualization, responsibility, or growth). These include the theories of Abraham Maslow and Frederick Herzberg.

As for Herzberg's theory, he singles out hygienic factors and motivations here. Hygiene factors are related to the environment in which work is carried out. Motivations are related to the very nature and essence of the work. The absence or inadequacy of motivation does not lead to dissatisfaction with the work, but the presence of them fully causes satisfaction and motivates employees to improve their efficiency.

Maslow is one of the founders of humanistic psychology. He made a significant theoretical and practical contribution to the creation of an alternative to behaviorism and psychoanalysis, which sought to "explain before destruction" creativity, love, altruism and other great cultural, social and individual achievements of mankind. Maslow associated all his psychological work with the problems of personal growth and development, considering psychology as one of the means that contribute to social and psychological well-being. He insists that an adequate and viable theory of personality must address not only the depths, but also the heights that each individual is capable of reaching.

With the light hand of Abraham Maslow, the concepts of motive and need, self-actualization and personal growth are among the key, even cult, in modern psychology.

The task of the work is to study the concepts: "motive", "need", as well as consideration of the hierarchy of needs, the theory of self-actualization; the essence of the theory of A. Maslow and its significance for the further development of psychology and related sciences, as well as consideration of the theory of motivation by F. Herzberg.

1. Theory of A. Maslow

Abraham Maslow developed motivation theory, which he placed at the base of the pyramid needs. This theory explains how certain things arise or are caused. motives how and in what ways motives actuated, how motivation.

A man's life is determined by his needs. Needs, both physiological, base, and spiritual, elevated. And in order to understand what goals an individual sets for himself, and what he aspires to, it is necessary to understand what needs and when an individual has or can have. This paradigm implements the systemic principle of development, i.e. upward movement from simple to complex.

The starting point of Maslow's theory is the revision of the concept of instinct. Maslow replaces the concept of instinct with the concept basic needs (basic needs) that have instinctoid nature in the sense that they express the nature and species specificity of man. Unlike instincts, they can remain undeveloped, since their innate instinctive component is weak and easily outweighed by other factors associated with external environmental (cultural) influences. Maslow identifies five groups of needs:

1) physiological (hunger, thirst, sexual desire, sleep, etc.);

2) security needs (confidence, security, order, etc.);

3) needs for contacts and love;

4) the need for recognition, evaluation, respect (including self-respect) and

5) the need for self-actualization.

According to Maslow, “Human needs are arranged in a hierarchy. In other words, the appearance of one need is usually preceded by the satisfaction of another, more urgent one. Human-This is an animal that constantly experiences certain desires.. Maslow defines five sets of goals, which he calls basic needs. The hierarchical nature of these needs or goals means that “The dominant goal monopolizes consciousness and in a certain way stimulates and organizes the various abilities of the organism required to achieve it. Less pressing needs are minimized, or even forgotten or denied.".

The lower needs - starting with the physiological ones - are at the same time more urgent. If they are not satisfied, all activity is directed to their satisfaction, while the rest of the needs simply do not exist for the individual at the moment. When the needs of the physiological level are satisfied, they cease to determine behavior; security needs come next, and so on. In general, higher-level needs can motivate behavior only if the needs of lower levels are satisfied.

Basic name only needs from physiological to respect and self-respect inclusive. The highest need, together with new cognitive (knowledge) and aesthetic needs in Maslow's system, is called metaneeds (psychological needs - cognitive and aesthetic and the needs of self-realization).

According to Maslow, some characteristic can be considered basic need if it satisfies the following conditions:

"1. Its absence leads to illness.

2. Its presence prevents disease.

3. Its restoration cures the disease.

4. In certain, very complex, situations of free choice, the subject prefers the satisfaction of this particular need.

5. In a healthy person, it may be passive, function at a low level, or be functionally absent.

People may or may not be aware of their basic needs. "The average person Maslow writes, they are much more often not realized than they are realized ... although suitable techniques and sophisticated people can help to realize them. Behavior, as noted above, is the result of many forces. It may be the result not only of a few basic needs combined in some way, but also of personal habits, past experience, individual talents and abilities, and external environment.

2 . Hierarchy of Needs

According to Maslow's theory, all these needs can be arranged in a strict hierarchical structure:

Secondary

Primary

· Physiological Needs

The most basic, most powerful, most indispensable of all human needs are those related to physical survival: the needs for food, water, shelter, sexual gratification, sleep, and oxygen. A subject who lacks food, self-esteem, and love will first of all require food and, until this need is satisfied, will ignore or push into the background all other needs. Maslow writes:

“Physiological needs are directly related to the biological survival of a person and must be satisfied at some minimum level before any higher level needs become actual, i.e. a person who fails to satisfy these basic needs will not be interested in the needs that occupy the highest levels of the hierarchy for a long time, because it very quickly becomes so dominant that all other needs disappear or recede into the background.

For a person who is very and dangerously hungry, there are no other interests than food. He dreams of her, he remembers her, thinks about her, his feelings are dedicated to her: he perceives only her and only wants her ... One can really say about such a person, but he lives by bread alone.

· Security and Protection Needs

Needs included are needs for organization, stability, law and order, predictability of events, and freedom from threatening forces such as disease, fear, and chaos. Thus, these needs reflect an interest in long-term survival. The preference for a secure job with a stable high income, the creation of savings accounts, the purchase of insurance can be seen as actions partly motivated by the search for security.

Another manifestation of the need for security and protection can be seen when people face real emergencies such as war, flood, earthquake, insurrection, civil unrest, and so on.

So under need in safety we must understand the need to preserve and prolong the steady satisfaction of lower needs. In other words, if a person is full and warm at the current moment, but has no one nearby and neither a ruble in his pocket, nor a friend in the city, or stays on an uninhabited island with a piece of bread and a bucket of water, then he, first of all, will think about what he will be provided with tomorrow. He will start looking for water, food, shelter for the night, and so on. And his anxiety will not disappear until all problems, including protection from wild animals or dangerous people, are resolved for the foreseeable future. .

Child psychologists and teachers have discovered that children need a predictable world: the child prefers consistency, regularity, a certain routine. When these elements are missing, he begins to experience anxiety and insecurity. Therefore, freedom within certain limits is preferable to complete permissiveness: according to Maslow, it is precisely such freedom that is necessary for the development in children of good adaptation to the world around them.

Insecure or neurotic adults behave much like insecure children. " Such a person Maslow says, behaves as if he is almost always in danger of a major catastrophe. He reacts to ordinary situations as if extraordinary events were taking place ... An adult neurotic seems to be afraid all the time that he will be spanked."An insecure subject needs order and stability and strives in every possible way to avoid the strange and unexpected. A psychologically healthy subject also seeks order and stability, but for him, unlike a neurotic, this is not a matter of life and death. A mature individual, however, shows interest in the new and mysterious.

· Needs of belonging and love

When the physiological and security needs are satisfied, the needs for love, affection, and dependency take center stage. As Maslow notes, now the subject "..will need emotional relationships with people, a worthy place in his group, and he will intensely pursue this goal. He will desire this more than anything and may even forget that when he was hungry, he laughed at love as something unreal, optional or unimportant" .

Love, as Maslow understands it, should not be confused with sexual desire, which can be seen as a purely physiological need. He says: " Usually sexual behavior is determined by many factors.-not only a sexual need, but also others, especially the needs for love and affection". He likes the characterization of love given by Carl Rogers, who associated it with need" be deeply understood and deeply accepted".

Maslow considers the Freudian tendency to deduce love from sexual desire a serious mistake. " Certainly he writes, Freud is not alone in this mistake... It is shared by many less thoughtful citizens. But he may be considered the most influential exponent of this view in Western civilization.... Of the various theoretical propositions put forward by Freud, the one that received the most wide support was that tenderness-it's sexuality with a retarded purpose".

Maslow found that psychology has remarkably little to say about love. " One would expect, he notes, that the authors of serious works on the problems of family, marriage and sex will consider love as one of the essential and even basic subjects of study. But I must report that none of the volumes in the library where I work dealt with this subject seriously. Most often, the term "love" is not yet in the index" .

Meanwhile, states Maslow, the lack of love inhibits personal growth and development of the potential of the individual. Clinicians have repeatedly found that babies require love. Many researchers in the field of psychopathology consider the unsatisfied desire for love as the main cause of maladjustment. " love hunger Maslow says, it's a deficient disorder like salt starvation or beriberi... No one doubts that we need iodine or vitamin C. The evidence that we need love, in my opinion, is exactly the same type." .

Love, according to Maslow, involves a relationship between two people, including mutual trust. Maslow says: Love requires both giving and receiving... We must understand love; we must be able to teach it, create it, predict it, or else the world will be consumed by hostility and suspicion." .

At this level, people seek to establish attachment relationships with others in their family or group:

The child wants to live in an atmosphere of love and care, in which all his needs are met and he receives a lot of affection.

· Adolescents seeking to find love in the form of respect and recognition of their independence and autonomy, reach out to participate in religious, musical, sports and other close-knit groups.

· young people feel the need for love in the form of sexual intimacy, that is, unusual experiences with a person of the opposite sex.

Maslow identified two types of love in adults: deficient or D-love, and existential or B-love. The first is based on a deficit need - love, which comes from the desire to get what we lack, say, self-respect, sex or the company of someone with whom we do not feel alone. It is selfish love that takes rather than gives. B-love, on the contrary, is based on the realization of the human value of the other, without any desire to change or use it. This love, according to Maslow, enables a person to grow.

· Esteem Needs

When our need to love and be loved by others is sufficiently satisfied, its influence on behavior diminishes, opening the way to the need for respect.

Maslow identified two categories of human need for evaluation: the need for self-respect and the need for evaluation by others. The first category covers such needs as the desire for self-confidence, competence, mastery, adequacy, achievement, independence and freedom. Respect from others includes such concepts as prestige, recognition, acceptance, attention, status, reputation and self-esteem. A subject with adequate self-esteem is more self-confident and therefore more productive. With low self-esteem, the individual experiences feelings of humiliation and helplessness, which can discourage him and even lead to neurotic behavior. As Maslow writes: The most enduring, and therefore the healthiest, self-esteem is based on earned respect from others, not on external celebrity and adulation." .

Satisfying the needs of self-esteem generates a sense of confidence, dignity and the realization that you are useful and necessary. Maslow suggested that the needs for respect reach a maximum level and stop growing in maturity, and then their intensity decreases.

· Needs of self-actualization

Maslow described self-actualization as the desire of a person to become what he can be. A person who has reached this highest level achieves the full use of his talents, abilities and potential of the individual, i.e. self-actualize - means to become the person we can become, reach the peak of our potential. But, according to Maslow, self-actualization is very rare, because many people simply do not see their potential, or do not know about its existence, or do not understand the benefits of self-improvement. They tend to doubt and even be afraid of their abilities, thereby reducing the chances for self-actualization. Maslow called this phenomenon Iona complex. It is characterized by a fear of success that prevents a person from striving for greatness and self-improvement.

Socialization also has an inhibitory effect on the process of self-actualization. In other words, people need an “enabling” society in which they can develop their human potential to the fullest.

Another obstacle to self-actualization mentioned by Maslow is the strong negative influence exerted by security needs. Children raised in a safe, friendly environment are more likely to develop a healthy understanding of the growth process. We will consider the need for self-actualization in more detail in the next section.

The system is flexible. When lower needs are not satisfied, the individual returns to the processes of their satisfaction, temporarily descending to the lower part of his being. Part of the needs can serve as a goal or a means (instrument) to meet other needs. Sometimes the same action (even the satisfaction of a need) can perform a function (be a tool) to satisfy another need of a higher or lower level.

Maslow considers needs as aspirations that arise subconsciously, but also admits that within the framework of the next actual need, an individual can be aware of it in the form of interest and, using attitudes, acts purposefully. Some actions may not be determined by needs at all.

All (long-term or stable since childhood) deviations from the order of realization of needs and the satisfaction of higher ones with unsatisfied lower needs are considered in Maslow's theory as pathological conditions.

Maslow warns against looking too rigidly at the hierarchy of needs. It should not be assumed that the need for security does not arise until the need for food is fully satisfied, or that the need for love does not arise until the need for security is completely satisfied. Most people in our society have most of their basic needs partially met, but some basic needs remain unmet. They are the ones that have the greatest impact on behavior. When a need is satisfied, it has little effect on motivation . "Satisfied desire Maslow says, no longer desire."

In the mid 50s. M. abandoned a rigid hierarchy, highlighting two large classes of needs coexisting with each other: the need for scarcity (need) and the need for development (self-actualization).

3 . Characteristic of self-actualization

Self-actualization is the process of unfolding and maturation of inclinations, potentialities, and possibilities originally laid down in the body and personality. In a number of theories developed in line with humanistic psychology, self-actualization is the main mechanism that explains mental and personal development.

Developing the idea of self-actualization for three decades, Maslow made it the cornerstone of not only the theory of personality, but also the whole philosophical and worldview system, which was the reason for the hundreds of thousands of copies of his books. .

In the book " Motivation and personality"Maslow defines self-actualization as a person's desire for self-embodiment, for the actualization of the potentialities inherent in him, manifested in the desire for identity:" This term expresses the "full development of man" (based on biological nature), which is (empirically) normative for the whole species, regardless of time and place, that is, to a lesser extent culturally determined. It corresponds to the biological predetermination of a person, and not to historically arbitrary, local value models ... It also has an empirical content and practical meaning» .

S. Maslow's theory began with an empirical generalization and identification of a special type of people - self-actualizing personalities, who make up about one percent of the population and are an example of psychologically healthy and maximally expressing the human essence of people. Maslow undertook a study of self-actualizing people and identified a number of traits inherent in them. " It gives the impression Maslow writes, as if humanity had a single ultimate goal, a distant goal towards which all people aspire. Different authors call it differently: self-actualization, self-realization, integration, mental health, individualization, autonomy, creativity, productivity, - but they all agree that all these are synonymous with the realization of the potentials of the individual, the becoming of a person in the full sense of the word, becoming what he can become" .

One of the weaknesses of Maslow's theory was that he argued that these needs are in a rigid hierarchy once and for all, and higher needs (for self-esteem or self-actualization) arise only after more elementary ones are satisfied. Not only critics, but also followers of Maslow showed that very often the need for self-actualization or self-respect was dominant and determined human behavior despite the fact that his physiological needs were not satisfied, and sometimes prevented the satisfaction of these needs. Subsequently, Maslow himself abandoned such a rigid hierarchy, combining all needs into two classes: the needs of need (deficit) and the needs of development (self-actualization).

At the same time, most representatives of humanistic psychology accepted the term "self-actualization" introduced by Maslow, as well as his description of the "self-actualizing personality".

Rejecting his statements about a fixed sequence of satisfaction of needs in accordance with their position in Maslow's hierarchy, he defines development through various processes that ultimately lead a person to self-actualization, and substantiates a new point of view, namely that these processes take place throughout a person's life and are due to a specific "development motivation", the possibilities of manifestation of which are no longer directly dependent on the degree of satisfaction of basic needs. Maslow recognizes that most people (perhaps all) have a desire for self-actualization and, moreover, that most people have the ability to self-actualize, at least in principle, and each individual's self-actualization is unique and unrepeatable. One of the forms of self-actualization available to everyone is the so-called peak experiences described by Maslow, moments of delight or ecstasy in love, communication with art, creativity, religious impulse or in other spheres of human existence that are significant for a person. In peak experiences, a person acquires many features characteristic of self-actualizing people, temporarily becomes self-actualizing. In Maslow's latest works, self-actualization no longer appears as the final, but as an intermediate stage of development, the transition from neurotic or infantile problems of the formation of a person to the true problems of his being as a mature, full-fledged personality "beyond" self-actualization. .

Self-actualization is associated with the ability to understand oneself, one's inner nature and learn to "attune" in accordance with this nature, to build one's behavior based on it. This is not a one-time act, but a process that has no end, it is a way " living, working and relating to the world, not a single achievement" .

Unlike psychoanalysts, who were mainly interested in deviant behavior, Maslow believed that it was necessary to investigate human nature, " studying its best representatives rather than cataloging the difficulties and mistakes of average or neurotic individuals". Only in this way can we understand the limits of human capabilities, the true nature of man, not fully and clearly represented in other, less gifted people. The group he chose for research consisted of eighteen people, nine of them were his contemporaries, and nine were historical figures (A. Lincoln, A. Einstein, V. James, B. Spinoza, etc.).

Based on these findings, Maslow names the following characteristics of self-actualizing people:

1. a more effective perception of reality and a more comfortable relationship with it;

2. acceptance (of oneself, others, nature);

3. spontaneity, simplicity, naturalness;

4. task-centeredness (as opposed to self-centeredness);

5. some isolation and need for privacy;

6. autonomy, independence from culture and environment;

7. constant freshness of the assessment;

8. mysticism and experience of higher states;

9. feelings of belonging, unity with others;

10. deeper interpersonal relationships;

11. democratic character structure;

12. distinction between means and ends, good and evil;

13. philosophical, non-hostile sense of humor;

14. self-actualizing creativity;

15. resistance to acculturation, transcending any frequent culture .

The scientist believed that it was conscious aspirations and motives, and not unconscious instincts, that constituted the essence of the human personality. However, the desire for self-actualization, for the realization of one's abilities, encounters obstacles, a misunderstanding of others and one's own weaknesses. Many people retreat before difficulties, which does not pass without a trace for the individual, stops its growth. Neurotics are people with an undeveloped or unconscious need for self-actualization. Society, by its very nature, cannot but impede a person's desire for self-actualization. After all, any society strives to make a person its template representative, alienates the personality from its essence, makes it conformal.

At the same time, alienation, preserving the "selfhood", the individuality of the individual, puts him in opposition to the environment and also deprives him of the opportunity to self-actualize. Therefore, a person needs to maintain a balance between these two mechanisms, which, like Scylla and Charybdis, guard him and seek to destroy him. Optimal, according to Maslow, are identification in the external plan, in communication with the outside world, and alienation in the internal plan, in terms of the development of self-consciousness. It is this approach that gives a person the opportunity to effectively communicate with others and at the same time remain himself. This position of Maslow made him popular among intellectuals, as it largely reflected the views of this social group on the relationship between the individual and society.

Continuing the study of self-actualizing personalities, whose life problems are qualitatively different from the neurotic pseudo-problems facing an immature personality, Maslow comes to the conclusion that it is necessary to create a new psychology - the psychology of being a person as a full-fledged, developed personality, in contrast to the traditional psychology of becoming a person by a person. In the 60s. Maslow is developing such a psychology. In particular, he shows the fundamental differences between cognitive processes in cases where they are driven by need, and when they are based on the motivation of development and self-actualization. In the second case, we are dealing with cognition at the level of Being (B-cognition). A specific phenomenon of B-cognition is peak experiences (which were discussed above), characterized by a feeling of delight or ecstasy, enlightenment and depth of understanding. Brief episodes of peak experiences are given to all people; in them everyone for a moment becomes, as it were, self-actualizing. Religion, according to Maslow, originally arose as a figurative-symbolic system for describing peak experiences, which later acquired an independent meaning and began to be perceived as a reflection of some kind of supernatural reality. Plain motivation at the level of Being is replaced by the so-called metamotivation . Metamotives are the values of Being (B-values): truth, goodness, beauty, justice, perfection, etc., which belong both to objective reality and to the personality structure of self-actualizing people. These values, like basic needs, Maslow derives from human biology, declaring them universal; the sociocultural environment plays only the role of a factor influencing their actualization, and more often negatively than positively. In recent years, Maslow has gone even further, developing the problem transcendence of self-actualization and moving to even higher levels of development. Maslow stood at the origins of transpersonal psychology, was one of the leaders of this movement in the initial period of its formation. Maslow's ideas about the direction of human development led him to the ideal model of a "eupsychic" society that creates and maintains the possibilities for maximum self-actualization of its members.

Subsequently, Maslow admitted that there was a certain flaw in his theories of motivation. It does not seem to explain why, if man as a species is growth oriented, so many people are unable to develop their potential. Thus, refuting his earlier views, Maslow recognized that favorable conditions do not automatically guarantee personal development, and that self-actualization, happiness and salvation of the soul are impossible without a meaningful vocation in the world and a focus on higher values. The categories of vocation and responsibility of the individual became central to him.

4. Two-factor theory of motivation by Frederik Herzberg

One of the pillars of the psycho-sociological approach is Frederick Herzberg. In 1959, under his leadership, studies were carried out to establish differences in the factors that lead to job satisfaction or dissatisfaction. Based on the answers of 200 engineers and accountants, Herzberg concluded that the satisfaction of needs does not increase the motivation to work. He formulated a two-factor model of motivation.

Herzberg established that a person's satisfaction with his actions and dissatisfaction with them are two poles, between which are the state and mood of a person. Depending on the motivation of a person, his mood changes, approaching one of the poles.

In the second half of the 1950s. 20th century Frederik Herzberg and his staff developed a new need-based motivation model. A team of researchers he led asked 200 engineers and clerks from a large paint company to answer the following questions: "Can you describe in detail when you felt especially good after working on duty?" and "Can you describe in detail a time when you felt particularly unwell after performing your duties?" According to Herzberg's findings, the responses received can be divided into two broad categories, which he called "factors of working conditions" ("hygiene") and "motivating factors".

In his theory, F. Herzberg identifies two types of factors that affect staff satisfaction at work, as shown in Table 1.

Table 1 - Factors affecting job satisfaction

The first group of factors (hygienic factors) is associated with the self-expression of the personality, its internal needs. as well as with the environment in which the work itself is carried out. The second group of motivation factors is related to the nature and essence of the work itself.

The leader here must remember the need to generalize the content of the work.

Factors of working conditions are associated with the environment in which the work is carried out, and motivation - with the very nature and essence of the work. According to Herzberg, in the absence or insufficient manifestation of factors of working conditions, a person develops job dissatisfaction. However, if they are sufficient, then by themselves they do not cause job satisfaction and cannot motivate a person to do anything. In contrast, the absence or inadequacy of motivation does not lead to job dissatisfaction. However, their presence fully causes satisfaction and motivates employees to improve performance.

5. The theory of F. Herzberg in the system of motivation theories

Herzberg's theory has much in common with Maslow's theory. The factors of Herzberg's working conditions correspond to physiological needs, the need for safety and confidence in the future. His motivations are comparable to the needs of the highest levels of Maslow's pyramid. But on one point the two theories sharply diverge. Maslow considered the factors of working conditions as something that causes one or another line of behavior. If the manager gives the worker the opportunity to satisfy one of these needs, then the worker will perform better in return. Herzberg believes that the worker will begin to pay attention to the factors of working conditions when he considers them unfair.

A comparison of the main theories of motivation is given in Table 2.

Table 2. - Comparative characteristics of motivational theories

Maslow's theory

Herzberg's theory

Needs are divided into primary and secondary and represent a five-level hierarchical structure, and in which they are arranged in accordance with priority

Human behavior is determined by the lowest unsatisfied need of the hierarchical structure

After the need is satisfied, its motivating effect ceases.

Needs are divided into hygiene factors (frustrators) and motivation factors.

The presence of hygiene factors only prevents the development of job dissatisfaction.

Motivations that roughly correspond to the needs of Maslow's higher levels actively influence human behavior.

In order to effectively motivate subordinates, the manager himself must delve into the essence of the work.

According to Herzberg's theory, the presence of working conditions factors will not motivate workers. It will only prevent the emergence of a feeling of dissatisfaction with the work. In order to achieve motivation, the leader must ensure the presence of motivating factors. Many organizations have attempted to implement these theoretical insights through work "enrichment" programs: work is rearranged and expanded to bring more satisfaction and rewards to its direct performer. "Enrichment" of labor is aimed at structuring labor activity in such a way as to make the performer feel the complexity and significance of the task entrusted to him, independence in choosing decisions, the absence of monotony and routine of operations, responsibility for this task, to create the feeling that a person is performing a separate and completely independent work. Although the concept of "enrichment" of work has been used very successfully in many situations, it is not suitable for motivating all people. In order to use Herzberg's theory effectively, it is necessary to make a list of motivating factors and give employees the opportunity to determine and indicate what they prefer.

While this theory has been used effectively in a number of organizations, there have been criticisms of it as well. They were mainly related to research methods. Indeed, if people are asked to describe situations when they felt good or bad after doing work, then they instinctively associate favorable situations with the role of their personality and objects that they control, and unfavorable situations with the role of other people and things that objectively do not depend on the respondents. Thus, the results that Herzberg got were, at least in part, the result of the way he asked questions. In addition, factors of working conditions and motivating factors can be sources of motivation depending on the needs of specific people. Since different people have different needs, different people will be motivated by different factors.

Herzberg suggested a strong correlation between job satisfaction and job performance. As many studies show, such a correlation does not always exist. For example, a person may love his job because he considers colleagues friends and, by communicating with them, satisfies his social needs. However, such a person may consider chatting with colleagues more important than doing the work assigned to him. Thus, despite a high degree of job satisfaction, productivity may be low. Due to the fact that social needs play a very important role, the introduction of motivating factors such as increased responsibility for the assigned task may not have a motivating effect and may not lead to an increase in productivity. This will be the case, especially if other workers perceive the increase in the productivity of this worker as a violation of the tacitly established lower production standards.

Conclusion

motivation maslow pyramid need herzberg

In his works, Maslow touched on a lot of pressing life problems that interest every person: creativity, love, moral values, personality education, improvement of society, etc. Covering various aspects of human functioning in the unity of his soul and body, A. Maslow attached fundamental importance to the improvement of personality.

The influence of A. Maslow's motivation theory on various spheres of human activity is sometimes called an imperceptible revolution. And there are good reasons for this, since the changes have affected the fundamental aspects of human reproduction in society, in particular, education, organization of work, various forms of group therapy that help relieve stress, as well as serving personal growth, a new approach to medicine.

Maslow's Hierarchy of Needs is the only concise, general theory of human motivation that is useful for understanding not only the human person, but also the current state of society, and its past and future. Its advantages are that it is suitable for the formation, development and functioning of not only an individual, but also large social groups and social institutions, analysis and forecasting of the mentality and changing the mentality of various communities and peoples.

Assessing Maslow's theory, it should be noted that he was perhaps the first psychologist who paid attention not only to deviations, difficulties and negative aspects of the personality. One of the first, he explored the achievements of personal experience, revealed the ways for self-development and self-improvement of any person.

The theory of motivation by Frederick Herzberg appeared in connection with the growing need to find out the influence of material and non-material factors on human motivation. Federik Herzberg created a two-factor model that measures job satisfaction. These factors in his theory are referred to as hygienic and motivation factors.

The first group of factors (hygienic factors) is associated with the self-expression of the individual, his internal needs, as well as with the environment in which the work itself is carried out. The second group of motivation factors is related to the nature and essence of the work itself. The leader here must remember the need to generalize the content of the work.

F. Herzberg's hygiene factors seem to correspond to physiological needs, the need for security and confidence in the future.

List of sources used

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4. Theory of F. Herzberg

It is believed that a person's satisfaction or dissatisfaction with his actions, his condition, his environment are two poles, two opposites, between which there is a person's state and mood. Depending on how the impact of a person's motivation is carried out, his mood can move from one state to another, a person can become either more satisfied or more dissatisfied. But it turns out that not everything is so simple.

At the turn of the 50-60s. In the twentieth century, Frederick Herzberg, together with a number of his colleagues, conducted a study on finding out what factors that have a motivating and demotivating effect on human behavior cause him to be satisfied or dissatisfied. The conclusion that he made on the basis of these studies turned out to be extremely original. F. Herzberg concluded that the process of gaining satisfaction and the process of growing dissatisfaction in terms of the factors that cause them are two different processes, i.e. the factors that caused the growth of dissatisfaction, when they were eliminated, did not necessarily lead to an increase in satisfaction, and, conversely, from the fact that any factor contributed to the growth of dissatisfaction, it did not follow in any way that if the influence of this factor weakened, satisfaction would increase.

The process "satisfaction - lack of satisfaction" is mainly influenced by factors related to the content of the work, i.e. with internal to work. These factors have a strong motivating effect on human behavior that can lead to good job performance. However, if these factors are not present, then their absence does not cause strong dissatisfaction. Usually such factors are called motivating.

Motivating factors are considered as an independent group of needs, which can be generally called a group of needs for growth. This group includes such needs or factors as achievement, recognition, responsibility, promotion, work itself, the possibility of growth. If these needs are met, then the person is satisfied. And since they can lead to satisfaction, they play a motivating role.

The process of "dissatisfaction - lack of dissatisfaction" is determined by the influence of factors, mainly related to the environment in which the work is carried out. These are external factors. Their absence causes a feeling of dissatisfaction among workers; the presence of factors of this group, however, does not necessarily cause a state of satisfaction. In the literature on management, they are usually called health factors (hygienic factors), as if emphasizing that these factors create normal healthy working conditions (Table 3.1).

Table 3.1

Two-factor theory by F. Herzberg

According to the theory of F. Herzberg, the presence of hygiene will not motivate employees. It will only prevent the emergence of a feeling of dissatisfaction with the work. In order to achieve motivation, the manager must ensure the presence of not only health factors, but also motivating factors. Many organizations have attempted to implement these theoretical insights through job enrichment programs, where work is rearranged and expanded to be more satisfying and rewarding for the immediate performer. The enrichment of labor is aimed at structuring labor activity in such a way as to make the performer feel the complexity and significance of the work entrusted to him, independence in the choice of decisions, the absence of monotony and routine operations, responsibility for this task, the feeling that a person is performing a separate and completely independent work.

The main characteristics of content theories are compared in Table. 3.2.

Table 3.2.

Comparison of the theories of A. Maslow, K. Alderfer, D. McClelland and F. Herzberg

Maslow's theory

1. Needs are divided into primary and secondary and represent a five-level hierarchical structure in which they are arranged in accordance with priority.

2. Human behavior is determined by the lowest unsatisfied need of the hierarchical structure.

3. After the need is satisfied, its motivating effect ceases.

Alderfer's theory

1. Three needs that motivate a person - the needs of existence, connection and growth.

2. The movement from need to need goes in both directions: up, if the need of the lower level is satisfied, and down, if it is not possible to satisfy the need of a higher level.

3. The process of moving up the level of needs is the process of satisfying needs, and the process of moving down is the process of defeat in an effort to satisfy the need.

McClelland's theory

1. Three needs that motivate a person are the need for power, success and belonging (social need).

2. Today, these higher-order needs are especially important, since the needs of the lower levels, as a rule, have already been satisfied.

Herzberg's theory

1. Needs are divided into hygiene factors and motivations

2. The presence of hygiene factors only prevents the development of job dissatisfaction.

3. Motivations that roughly correspond to the needs of the highest levels in Maslow and McClelland actively influence human behavior

3. In order to effectively motivate subordinates, the manager himself must delve into the essence of the work.

In order to effectively use the theory of F. Herzberg, it is necessary to compile a list of hygiene factors and, especially, motivating factors and give employees the opportunity to determine and indicate what they prefer.

Although the theory of F. Herzberg was effectively used in a number of organizations, critical remarks were also heard in her address. They were mainly related to research methods. Indeed, if people are asked to describe situations when they felt good or bad after doing work, then they instinctively associate favorable situations with the role of their personality and objects that they control, and unfavorable situations with the role of other people and things that objectively do not depend on the respondents. Thus, the results obtained by F. Herzberg were, at least in part, due to the way he asked questions. Both hygiene factors and motivating factors can serve as a source of motivation, and this depends on the needs of individual people. Since different people have different needs, different people will be motivated by different factors.

In addition, F. Herzberg assumed a strong correlation between job satisfaction and labor productivity. As other studies show, such a correlation does not always exist.

Motivation should be perceived as a probabilistic process. What motivates a given person in a particular situation may not have any effect on him at another time or on another person in a similar situation. Thus, although F. Herzberg made an important contribution to the understanding of motivation, his theory does not take into account many variables that determine the situations associated with it. Subsequently, researchers realized that in order to explain the mechanism of motivation, it is necessary to consider numerous behavioral aspects and environmental parameters. The implementation of this approach has led to the creation of process theories of motivation: expectancy theory, justice theory, and the Porter-Lawler complex model of motivation.

procedural theories.

1. Theory of expectations, often associated with the work of Victor Vroom, is based on the premise that the presence of an active need is not the only necessary condition for motivating a person to achieve a certain goal. A person must also hope that the type of behavior he has chosen will actually lead to the satisfaction or acquisition of the desired. The motivation model is shown in fig. 3.12.

Rice. 3.12. Motivation model according to V. Vroom

Valence is the value of the reward in the eyes of the employee.

Motivation will be weak and work results will be low if the value of any of the three factors is low. In accordance with the theory, it is necessary to establish a firm correlation between the results achieved, and the reward itself should be given only for effective work. It is necessary to formulate a high, but realistic level of results, and inspire subordinates that they can achieve this. It should be remembered that employees' assessment of their strengths largely depends on what management expects from them.

Motivation Theory: Maslow's Hierarchy of Needs The hierarchy of needs of the American psychologist Abraham Maslow is composed of six interdependent levels of basic human needs. Each level of Maslow's hierarchy below is the basis for the emergence of motivation at a higher level, well, at a higher level, motivation cannot be strong enough until the needs at a lower level are satisfied. Let's take a closer look at this hierarchy, starting at the lowest level. Hierarchy of needs Maslow: 1. Physiological level - food, shelter, clothing. 2. The level of security - from predators, their own kind, and so on. 3. Love and belonging are relationships. 4. Prosperity, prestige and honor - position in society. 5. Level of knowledge - craving for knowledge, curiosity. 6. Self-realization - creativity. It goes without saying that you will not have any motivation, or minimal motivation, for a craving for knowledge or for self-expression until the basic needs are satisfied at the first levels. Especially here it should be noted the physiological level and the level of security, on which our survival directly depends. On the other hand, often lower levels are satisfied by work at higher levels, which, however, does not make Maslow's theory untenable, but requires more detailed consideration.

Motivational Theory - Alderfer's ERG Theory ERG Theory is an acronym for Alderfer's three levels of needs: Existense (existence), Relatedness (connectedness) and Growtn (growth). Alderfer's theory, rather, is a modified or modernized (as you wish) Maslow's theory, simplified to three levels. The first two needs of Maslow's hierarchy are combined into the need for existence, the second two needs - into the need for connectedness, and the third pair of needs - into growth and self-development: Existence - the need for survival. Connectedness is separateness and connection. Growth - learning something new, increasing needs. Thus, the satisfaction of needs at the level of existence leads to the emergence of a need for connectedness - communication between people, the satisfaction of needs at which leads to the emergence of needs at the level of growth - a thirst for knowledge, self-expression.

David McClelland's theory Another model of motivation that emphasized higher level needs was David McClelland's theory. He believed that people have three needs: power, success and belonging. The need for power is expressed as a desire to influence other people. Within Maslow's hierarchical structure, the need for power falls somewhere between the needs for respect and self-expression. People with a need for power most often manifest themselves as frank and energetic people, not afraid of confrontation and striving to defend their original positions. They are often good speakers and require increased attention from others. Management very often attracts people with a need for power, because it provides many opportunities to manifest and exercise it. The need for success also lies somewhere in between the need for respect and the need for self-expression. This need is satisfied not by proclaiming the success of this person, which only confirms his status, but by the process of bringing the work to a successful conclusion. People with a highly developed need for success take moderate risks, like situations in which they can take personal responsibility for finding solutions to a problem, and want specific rewards for their results. As McClelland notes, “It doesn't matter how strongly a person's need for success is developed. He may never succeed if he does not have the opportunity to do so, if his organization does not give him a sufficient degree of initiative and reward him for what he does. Thus, if you want to motivate people with a need for success, you must set them tasks with a moderate degree of risk and the possibility of failure, delegate them sufficient authority to unleash the initiative in solving the tasks set, regularly and specifically reward them in accordance with the results achieved. Motivation based on the need for belonging according to McClelland is similar to motivation according to Maslow. Such people are interested in the company of acquaintances, establishing friendships, helping others. People with a developed need for belonging will be attracted to a job that will give them extensive opportunities for social interaction. Their leaders must maintain an atmosphere that does not limit interpersonal relationships and contacts. The leader can also ensure that their needs are met by giving them more time and periodically bringing such people together as a separate group.

Frederick Herzberg's two-factor model In the second half of the 1950s, Frederick Herzberg and his co-workers developed another model of motivation based on needs. This group of researchers asked 200 engineers and clerks from a large paint company to answer the following questions: “Can you describe in detail when you felt especially good after working on duty?” and "Can you describe in detail when you ate while on duty, you felt particularly ill?" According to Herzberg's findings, the responses received can be divided into two broad categories, which he called "hygienic factors" and "motivation." HYGIENIC FACTORS are related to the environment in which the work is carried out, and MOTIVATIONS are related to the very nature and essence of the work. According to Herzberg, in the absence or insufficient degree of presence of hygienically: factors, a person develops job dissatisfaction. However, if they are sufficient, then by themselves they do not cause job satisfaction and cannot motivate a person to do anything. In contrast, the absence or inadequacy of motivation does not lead to job dissatisfaction. COMPARISON OF DIFFERENT THEORIES OF NEEDS. Herzberg's theory of motivation has much in common with Maslow's theory. Herzberg's hygiene factors correspond to physiological needs, the need for security and confidence in the future, his motivations are comparable to the needs of Maslow's higher levels. But on one point the two theories sharply diverge. Maslow considered hygiene factors as something that causes one or another line of behavior. If the manager gives the worker the opportunity to satisfy one of these needs, then the worker will perform better in response. Herzberg, on the contrary, believes that the employee begins to pay attention to hygiene factors only when he considers their implementation inadequate or unfair.