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discuss Abraham Maslow’s hierachy needs theory of motivation giving suitable answers?

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dul asked:

hi this is an exam question i really didnt understand this theory and dont know how to answer this question plz help me to answer this.plz try to give examples so i can understand easilly.

and my second question is
Explain HERTZBERS two factor theory of motivation giving examples
Thanks for every one who’s trying to help me in this


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This entry was posted on Tuesday, September 4th, 2007 at 6:53 pm and is filed under Motivation. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.

2 Responses to “discuss Abraham Maslow’s hierachy needs theory of motivation giving suitable answers?”

  • 1
    honey cheeks
    September 6th, 2007 03:33

    Basically the Maslow theory is divided into a hierachy(ascending pattern) of needs. Maslow wanted to look at human nature as a whole. At the bottom of hireachy he put BODY which referred to physical needs such as hunger and thirst. Then he put SAFETY in terms of shelter, where one lives. Then he put BELONGING meaning having connections with other human beings. Then he put ESTEEM simly self esteem. Then at the top of the hireachy he had SELF ACTUALIZATION, which means being sure of oneself and having a sense of fulfillment.
    So the things go in this order.
    1. Self Actualization
    2. Esteem
    3. Belonging
    4. Safety
    5. Body
    I have no idea about your second question.
    Hope this helps,
    Honey Cheeks.

  • 2
    kmatty
    September 6th, 2007 16:31

    Maslow posited a hierarchy of human needs based on two groupings: deficiency needs and growth needs. Within the deficiency needs, each lower need must be met before moving to the next higher level. Once each of these needs has been satisfied, if at some future time a deficiency is detected, the individual will act to remove the deficiency. The first four levels are:

    1) Physiological: hunger, thirst, bodily comforts, etc.;

    2) Safety/security: out of danger;

    3) Belonginess and Love: affiliate with others, be accepted; and

    4) Esteem: to achieve, be competent, gain approval and recognition.

    According to Maslow, an individual is ready to act upon the growth needs if and only if the deficiency needs are met. Maslow’s initial conceptualization included only one growth need–self-actualization. Self-actualized people are characterized by: 1) being problem-focused; 2) incorporating an ongoing freshness of appreciation of life; 3) a concern about personal growth; and 4) the ability to have peak experiences. Maslow later differentiated the growth need of self-actualization, specifically naming two lower-level growth needs prior to general level of self-actualization (Maslow & Lowery, 1998) and one beyond that level (Maslow, 1971). They are:

    5) Cognitive: to know, to understand, and explore;

    6) Aesthetic: symmetry, order, and beauty;

    7) Self-actualization: to find self-fulfillment and realize one’s potential; and
    8) Self-transcendence: to connect to something beyond the ego or to help others find self-fulfillment and realize their potential.

    There is a beautiful illustration of this theory at
    http://chiron.valdosta.edu/whu.....aslow.html

    HERTZBERG:
    (This example is from a work-environment, so all the examples will be related to employees, office, business, etc.)
    Frederick Hertzberg, contributed to human relations and motivation in terms of organization development, two theories of motivation as follows:

    · Hygiene Theory

    · Motivation

    The first part of the motivation theory involves the hygiene theory and includes the job environment. The hygiene factors include

    · The company, Its policies and its administration, The kind of supervision which people receive while on the job, Working conditions, Interpersonal relations, Salary, Status, and Security.

    These factors do not lead to motivations but without them there is dissatisfaction.

    The second part of the motivation theory involves what people actually do on the job. The motivators are

    · Achievement, Recognition, Growth / advancement and, Interest in the job.

    These factors result from internal generators in employees, yielding motivation rather than movement.

    Both these approaches (hygiene and motivation) must be done simultaneously. Treat people as best you can so they have a minimum of dissatisfaction. Use people so they get achievement, recognition for achievement, interest, and responsibility and they can grow and advance in their work.
    http://hosting.menanet.net/~kh.....vation.htm

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