Contents

Maslows Hierarchy of Needs ................................................................................................................ 1 Herzbergs Motivation Hygiene Theory ............................................................................................. 3 Differences between Maslows Hierarchy of Needs and Herzbergs Motivation Hygiene Theory 4 Conclusion .................................................................................................................................. 5 Reference ............................................................................................................................... 6

Maslows Hierarchy of Needs

Abraham Maslow first presented the five-tier hierarchy in 1942. Maslows hierarchy of needs is a simple concept which has had universal appeal despite its many criticisms, and his model has endured since first proposed in 1954. In Maslows hierarchy there are five levels of needs. Maslow argues that as needs are satisfied at one level the next level become dominant.

Selfactualization

Esteem needs
Social needs Security needs

The five level of needs are : Physiological needs: Includes food, water and comfort. In the hospitality industry, shift work can play havoc with ones sleep patterns, particularly if shift are allocated randomly without allowing enough rest in between and this can result in poor motivation.

 Safety needs: The desires for security and stability to feel safe from harm. In some parts of the industry, there are very high numbers of casual staff who never know how much work they can expect. Working in a safe environment in which there are no physical or other risks. Social needs: The desires for affiliation (close @ official connection). Involve feelings of belonging. Social harmony is a special challenge for supervisors in tourisms and hospitality because staff changes constantly due to labor turnover or different work allocations and shifts. Esteem needs: The desires for self-respect and recognition from others. Esteem needs are met when employees are allowed to work autonomously and when their effort are recognized. Promotion and higher status meet esteem needs.

Self-actualization Desires for self-fulfillment and the realization of the individuals full potential. It generally occurs when a person feels they are achieving their personal goal.

Herzbergs Motivation Hygiene Theory

Frederick Herzberg proposed in 1959 that there are two types of factors, one lot of factors motivate and cause satisfaction while the other (which he called hygiene factors) may cause dissatisfaction. Herzberg suggested that only the esteem and self actualization needs suggested by Maslow motivate people to work harder. He concluded that such factors as company policy, supervision, interpersonal relations, working conditions, and salary are hygiene factors rather than motivators. According to the theory, the absence of hygiene factors can create job dissatisfaction, but their presence does not motivate or create satisfaction. Herzberg determined from the data that the motivators were elements that enriched a person's job. Herzberg found five factors in particular that were strong determiners of job satisfaction: advancement. These motivators (satisfiers) were associated with long-term positive effects in job performance while the hygiene factors (dissatisfiers) consistently produced only short-term changes in job attitudes and performance, which quickly fell back to its previous level. achievement, recognition, the work itself, responsibility, and

Differences between Maslows Hierarchy of Needs and Herzbergs Motivation Hygiene Theory
Maslow says that each stage of the 5 stages (self-actualization, esteem, social, safety, and physiological) must be fully or largely completed before advancing to the next stage. However, Herzberg suggested that there were only 2 stages (hygiene and motivators) instead of 5. Maslow said that fulfilling each stage is a motivator; however Herzberg said that fulfilling the hygiene stage only results in an employee being in neutral state and that satisfaction and motivation only comes from the 2nd stage (motivator).

Conclusion
Although Herzberg's paradigm of hygiene and motivating factors and Maslow's hierarchy of needs may still have broad applicability in the business world, at least one aspect of each, salary as a hygiene factor (Herzberg) and esteem as a lower order need thaan selfactualization (Maslow), does not seem to hold in the case of elementary and secondary school teachers. These findings may begin to explain why good teachers are being lost to other, higher paying positions and to help administrators focus more closely on the esteem needs of teachers, individually and collectively. Essentially, hygiene factors are needed to ensure an employee is not dissatisfied. Motivation factors are needed to motivate an employee to higher performance. Herzberg also further classified our actions and how and why we do them, for example, if you perform a work related action because you have to then that is classed as movement, but if you perform a work related action because you want to then that is classed as motivation. Unlike Maslow, who offered little data to support his ideas, Herzberg and others have presented considerable empirical evidence to confirm the motivation-hygiene theory, although their work has been criticized on methodological grounds.

Reference
http://wiki.answers.com/Q/Compare_and_contrast_maslow's_hierarchy_of_needs_theory_
with_herzberg's_two_factor_theory#ixzz1lb2dCPdG

www.wikipedia.org/two-factor-theory Supervision Note