Business – 2.2 Motivation – Motivation theories | e-Consult

Answer:

1. Herzberg’s Two‑Factor Theory

   • Strengths

     • Distinguishes between hygiene factors (prevent dissatisfaction) and motivators (drive satisfaction), helping managers address both.
     • Emphasises the importance of intrinsic factors such as achievement, recognition, and responsibility.

   • Limitations

     • Empirical support is mixed; some studies find overlap between hygiene and motivator categories.
     • Assumes a universal set of motivators, ignoring individual differences and cultural variations.

   • Practical application

     • Ensure adequate salary, job security, and working conditions (hygiene) while designing jobs that offer autonomy, skill variety, and recognition (motivators).

2. McClelland’s Need Theory (Need for Achievement, Power, Affiliation)

   • Strengths

     • Focuses on learned needs, allowing managers to develop tailored motivational programmes.
     • Links specific needs to appropriate job roles (e.g., high‑achievement individuals in target‑oriented positions).

   • Limitations

     • Needs are not exhaustive; other motives (e.g., security, self‑actualisation) are omitted.
     • Measuring individual need levels can be time‑consuming and may lack reliability.

   • Practical application

     • Assign high‑achievement employees to challenging projects with clear feedback.
     • Give power‑oriented staff authority and decision‑making responsibilities.
     • Place affiliation‑oriented staff in team‑oriented or customer‑service roles.

Overall, both theories provide useful lenses for motivation design, but they work best when combined with other contemporary approaches (e.g., Self‑Determination Theory) to capture the full range of employee drivers.