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Running head: THEORIES OF MOTIVATION

Theories of Motivation: Herzberg vs. McClelland


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Herzberg vs. McClelland

Employee motivation is essential in determining how and when organizational targets are
achieved. It is the driving force behind every human action and, as such, one of the most
researched, misunderstood and poorly practiced concepts. Frederick Herzberg and Douglas
McClelland are two respected theorists of human behavior who advanced some of the most
practiced models in empathy-based management around the world (Hersey & Blanchard, 1969).
Although both of their works outlines how to understand best and motivate employees,
Herzbergs two-factor theory differs significantly from McClellands theory of needs, and
therefore, demands deep understanding by the management to avoid clashes with their
organizations culture.
While Herzbergs motivation-hygiene theory have not been supported much by research,
it suffices to assume that if workers are dissatisfied with basic things like pay, working
conditions and job security at work, then it will even be harder to motivate them with any other
type of reward. He also believes that these satisfiers and dissatisfiers differs from person to
person and is the sole reason for workplace diversity, performance and structure. This theory is
similar to McClellands theory of needs which suggests that individuals are best motivated by
their perceived need to achieve, feel affiliated and to gain power over others. The needs are,
however, not instinctive and must be learned or acquired. This concept explains the preference
for workers of different ages in various capacities of responsibilities (Bolman & McClelland,
2013).
Both theories and associated models explore the idea of human behavior with an aim of
understanding the drivers of activity. These needs and motives are universally believed to be
different from one individual to another and are bound to change as they being acquired and

THEORIES OF MOTIVATION

experienced. Furthermore, the factors follow no distinct hierarchy, and not everyone pursues or is
motivated by all of them. The only outstanding difference in these theories is that McClelland
uses a three-factor model, whereas, Herzberg presents a two-factor approach (Hersey &
Blanchard, 1969). Some needs in the two-factor theory only act as dissatisfies and, as such, do
not motivate employees even when provided, whereas, all need in McClellands model motivates
equally.

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References

Bolman, L. G., & Deal, T. E. (2013). Reframing Organizations: The Artistry, Choice, and
Leadership (5th Edition). Somerset, NJ, USA: John Wiley & Sons, Incorporated.
Retrieved from http://www.ebrary.com
Hersey, P., & Blanchard, K. H. (1969). Management of organizational behavior. Englewood
Cliffs, NJ: Prentice-Hall.

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