Theory X and Theory Y
As proposed by Douglas McGregor, Theory X and Theory Y describe two different types of workers and how they should be managed. Theory X states that management believes that workers will do as little as possible to get by, and thus need a great deal of direction. Theory Y states that management believes that workers are interested in doing their best and, given the freedom, will perform well.| Theory X | Theory Y |
|---|---|
| The average worker has an inherent dislike of work and will avoid it if possible. | The average worker wants to be active and finds the physical and mental effort on the job to be satisfying. |
| Because of their dislike for work, most people must be controlled before they will work hard enough. | The greatest results come from willing participation, which will tend to produce self-direction toward goals without coercion or control. |
| The average worker prefers to be directed and dislikes responsibility. | The average worker seeks the opportunity for personal improvement and self-respect. |
| The average worker is not ambitious, and desires security above everything else. | Imagination, creativity, and ingenuity can be used to solve work problems by a large number of employees. |
Motivation-Hygiene Theory
Frederick Herzberg believed that the two aspects to the work environment are hygiene and motivation. He stated that hygiene factors don’t motivate a worker to perform. However, the way they are implemented — or not implemented — can lead to employee dissatisfaction. On the other hand, motivation factors lead to higher individual performance.| Hygiene Factors | Motivation Factors |
|---|---|
| Policies | Achievement |
| Administration | Recognition |
| Working conditions | Growth |
| Salary | Advancement |
| Status | Interest in the job |
| Supervision | Job challenge |
| Security |
Maslow’s Hierarchy of Needs
One of the most well-known of all motivation theories is Maslow’s Hierarchy of Needs. This theory states that human beings have basic needs and that people need to meet lower-level needs before they can move onto the next level of needs. This theory is shown as a pyramid.
ERG Theory
ERG Theory is similar to Maslow’s Hierarchy of Needs, but it focuses on existence, relatedness, and growth needs.-
Existence includes the needs for food, drink, shelter, and safety.
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Relatedness needs include the need to feel connected to other individuals or a group. Relatedness needs are fulfilled by establishing and maintaining relationships.
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Growth needs are fulfilled by personal achievement and self-actualization.
McClelland’s Theory of Needs
David McClelland posited that people are motivated by power, achievement, or affiliation, and that how you manage a person is different based on what motivates that individual.| Need | Behavior |
|---|---|
| Power | These people like to organize, motivate, and lead others. Rewards should be focused on giving them more responsibility. |
| Achievement | These people are result oriented. They like to reach a goal and be recognized for it. They like challenges that are reasonable. |
| Affiliation | These people seek acceptance and belonging. They like being part of a team. |
Vroom’s Expectancy Theory
Victor Vroom states that “intensity of work effort depends on the perception that an individual’s effort will result in a desired outcome.” Employees are motivated when they believe the following:-
Putting in more effort will yield better job performance.
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Better job performance will lead to organizational rewards, such as an increase in salary or benefits.
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These predicted organizational rewards are valued by the employee.
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