Maslow’s theory Essay

There is an interrelationship between Maslows theory and Herzbergs theory. These two theories have a similarity in that both of them suggest employee satisf symboliseion as a motivation factor. Form the above discussion, it is possible to tell that Herzberg cites esteem postulate and self-actualization needs from Maslows theory as the motivators. Others needs do not cause motivation and failure to address them in the organization setting only leads to dissatisfaction. Criticisms Maslows theory Several criticisms exist about Maslows motivation theory.To begin with, there is limited scientific evidence if any to support the above theory. Furthermore, man-to-manized need priorities may not be in the order given by Maslow. For example, there is a possibility of social needs coming originally security needs since one must belong to a society in the first place. Another criticism is that people do not necessarily satisfy each level of need at a time. Needs tend to conflict such that a person may be actuate to achieve different needs at the same time or make priorities depending on the urgency of each need.Maslows theory is therefore prevalent and does not consider individual differences. Herzbergs theory Herzbergs theory does not also consider individual differences when analyzing factors that cause satisfaction and those that cause dissatisfaction. iodin dissatisfaction factor may be a motivator for someone else and vise versa. For example, increased responsibility could be a dissatisfier for someone who is resistant to change. Again Hertzbers model is too simplistic and only addresses factors that people would consider normal motivational factors in any workplace setting.Describe determination setting theory. pardon how this theory drive out be applied to performance appraisal and compensation This is a motivational theory developed by Edwin Locke. It is actually an improvement of the concluding causality theory advanced by Aristotle which put forth tha t purpose can lead to action. According to Locke, an individuals behavior is to a boastful extent influenced by their ambitions and goals (Latham and Locke, 2002). For this reason, goals significantly improve performance. Most individuals set goals in anticipation for something usually a reward to be obtained after achieving the set goal.Goals can be said to affect performance in three different ways (Latham and Locke, 2002). Firstly, they narrow an individuals attention so that all efforts ar directed towards activities that are relevant to achieving the set goals. Similarly, irrelevant or undesirable activities are avoided. Secondly, goals increase effort as individuals strive to achieve the set goal so as to gain the expected reward. Thirdly, goals help individuals to develop persistence. In other words, they become more willing to work even in the midst of challenges and setbacks.Goal setting is guided by factors known as moderators (Latham and Locke, 2002). These include goa l commitment, attainability and self-efficacy. In order to attain a certain goal, an individual must be ready to face every challenge that he or she finds on the way. Commitment depicts the need to achieve no matter what the circumstances. fit(p) goals must also be attainable so that individuals must not set goals that cannot be reached. Finally, self-efficacy must be present for goals to be achieved. This refers to the ability to act in a certain way so as to be able to achieve set objectives.