Chapter 03

Central Luzon Doctors’ Hospital-Educational Institution
Department of Graduate Studies

MASTER OF SCIENCE IN NURSING
COURSE TITLE: HUMAN BEHAVIOR IN ORGANIZATION

TOPIC: Chapter III: UNDERSTANDING INDIVIDUAL NEEDS
1. Maslow’s Hierarchy of Needs
2. Herzberg’s Two Factor Theory
3. Differences between Alderfer’s ERG theory and McCllelland’s Acquired Needs
Theory
4. Different kinds of motivation
REPORTER: ALYSSA L. DANCEL RN
SECTION: MSN 1-E
I. OBJECTIVES
 Explain how employees are motivated according to Maslow’s hierarchy of needs.

 Explain how the ERG (existence, relatedness, growth) theory addresses the limitations of
Maslow’s hierarchy.
 Describe the differences among factors contributing to employee motivation and how
these differ from factors contributing to dissatisfaction.
 Describe need for achievement, power, and affiliation, and identify how these acquired
needs affect work behavior.
II. INTRODUCTION
The earliest studies of motivation involved an examination of individual needs. Specifically,

early researchers thought that employees try hard and demonstrate goal-driven behavior in
order to satisfy needs. For example, an employee who is always walking around the office
talking to people may have a need for companionship, and his behavior may be a way of
satisfying this need. At the time, researchers developed theories to understand what people
need. Four theories may be placed under this category: Maslow’s hierarchy of needs, ERG
theory, Herzberg’s two-factor theory, and McClelland’s acquired-needs theory.
III. LEARNING CELL
Motivation
 Defined as the desire to achieve a goal or a certain performance level, leading to

goal-directed behavior.
 It is a process which begins with a physiological or psychological need or deficiency
which triggers a behaviour or a desire that is aimed at a goal or an incentive. (Fred
Luthans)
 The processes that account for an individual’s intensity, direction, and persistence of
effort towards attaining a goal.
Motivation Theories
1. Content Motivation Theories

2. Process Motivation Theories
NEED THEORIES OF MOTIVATION

Motivation theories that specify the kinds of needs people have and the conditions under
which they will be motivated to satisfy these needs in a way that contributes to performance.
 Maslow’s hierarchy of needs

 Herzberg’s two factor theory (motivation-hygiene theory)
 Alderfer’s ERG theory
 McClelland’s theory of needs
Maslow’s Hierarchy of Needs

The Hierarchy of Needs theory was coined by psychologist Abraham Maslow in his 1943
paper “A Theory of Human Motivation”.
The crux of the theory is that individuals’ most basic needs must be met before they
become motivated to achieve higher level needs.
Maslow’s Hierarchy of Needs
 Physiological – Food, clothing, Shelter and other bodily needs.

 Safety- includes security and protection from physical and emotional harm
 Social/ Love and Belongingness- Affection, belongingness, acceptance, Friendship
 Esteem– includes internal esteem factors such as self-respect, autonomy, and
achievement; and external esteem factors such as status, recognition, and attention.
 Self-actualization– the drive to become what one is capable of becoming; includes
growth, achieving one’s potential, and self-fulfilment.
According to the hierarchy of needs, you must be in good health, safe and secure with
meaningful relationships and confidence before you are able to be the most that you can be.
Relevance of Maslow’s Theory for Managers

- Effective managers can anticipate emerging needs based on individual need profiles and
provide opportunities for fulfilment.
- The esteem level of needs satisfied by jobs and recognition provides managers with the
greatest opportunity to motivate better performance.
Specific examples of these types are given below, in both the work and home context. (Some of
the instances, like "education" are actually satisfiers of the need.)
Need Home Job

self- education, religion, hobbies,
training, advancement, growth, creativity
actualization personal growth
approval of family, friends,
esteem recognition, high status, responsibilities
community
teams, depts, co-workers, clients, supervisors,
belongingness family, friends, clubs
subordinates
safety freedom from war, poison, violence work safety, job security, health insurance
physiological food water sex Heat, air, base salary
Herzberg’s Motivation-Hygiene Theory

The two-factor theory (also known as Herzberg's motivation-hygiene theory and dual-factor
theory) states that there are certain factors in the workplace that cause job satisfaction, while a separate
set of factors cause dissatisfaction. It was developed by psychologist Frederick Herzberg, who theorized
that job satisfaction and job dissatisfaction act independently of each other.
1. Motivator factors – Simply put, these are factors that lead to satisfaction and motivate
employees to work harder. Examples might include enjoying your work, feeling
recognised and career progression.
2. Hygiene factors – These factors can lead to dissatisfaction and a lack of motivation if
they are absent. Examples include salary, company policies, benefits, relationships with
managers and co-workers.
According to Herzberg’s findings, while motivator and hygiene factors both influenced
motivation, they appeared to work completely independently of each other.
While motivator factors increased employee satisfaction and motivation, the absence of
these factors didn’t necessarily cause dissatisfaction. Likewise, the presence of hygiene factors
didn’t appear to increase satisfaction and motivation but their absence caused an increase in
dissatisfaction.
According to the Two-Factor Theory there are four possible combinations:
1. High Hygiene + High Motivation: The ideal situation where employees are highly motivated and
have few complaints.
2. High Hygiene + Low Motivation: Employees have few complaints but are not highly motivated.
The job is viewed as a paycheck.
3. Low Hygiene + High Motivation: Employees are motivated but have a lot of complaints. A
situation where the job is exciting and challenging but salaries and work conditions are not up to
par.
4. Low Hygiene + Low Motivation: This is the worst situation where employees are not motivated
and have many complaints.
Alderfer’s ERG Theory

In an attempt to line up Maslow's Theory of Needs with empirical studies, Alderfer's ERG Theory
elicits three core requirements: Existence, Relatedness, and Growth. This categorization reduction is the
result of earlier research on Maslow Hierarchy of Needs that indicates some overlap within the middle
levels. According to Alderfer, the needs aren't in any order and any desire to fulfil a need can be activated
at any point in time. This results in the the lower level needs not requiring to be satisfied in order to
satisfy a higher level need. Alderfer's ERG Theory can actually be utilized as a frustration-regression
principle where an already satisfied lower level need can be "re-activated" when confronted with the
impossibility of satisfying a higher level one.
1. Existence Needs
include all material and physiological desires (e.g., food, water, air, clothing, safety, physical love and
affection). Maslow's first two levels.
2. Relatedness Needs
Encompass social and external esteem; relationships with significant others like family, friends, co-
workers and employers. This also means to be recognized and feel secure as part of a group or family.
Maslow's third and fourth levels.
3. Growth Needs
Internal esteem and self-actualization; these impel a person to make creative or productive effects on
himself and the environment (e.g., to progress toward one's ideal self). Maslow's fourth and fifth levels.
This includes desires to be creative and productive, and to complete meaningful tasks. Even
though the priority of these needs differ from person to person, Alberger's ERG theory prioritises in
terms of the categories' concreteness. Existence needs are the most concrete, and easiest to
verify. Relatedness needs are less concrete than existence needs, which depend on a relationship
between two or more people. Finally, growth needs are the least concrete in that their specific
objectives depend on the uniqueness of each person.
Maslow's Needs Alderfer's ERG Theory
Self-Actualization Growth
Self-Esteem
Relatedness
Social Needs
Safety Needs
Existence
Physiological Needs
McClelland’s THEORY OF ACQUIRED NEEDS
Mc Clelland’s theory of needs is one such theory that explains this process of motivation by
breaking down what and how needs are and how they have to be approached. David McClelland was an
American Psychologist who developed his theory of needs or Achievement Theory of Motivation which
revolves around three important aspects, namely, Achievement, Power and Affiliation. This theory was
developed in the 1960’s and McClelland’s points out that regardless of our age, sex, race or culture, all of
us possess one of these needs and are driven by it. This theory is also known as the Acquired Needs as
McClelland put forth that the specific needs of an individual are acquired and shaped over time through
the experiences he has had in life.
Psychologist David McClelland advocated Need theory, also popular as Three Needs Theory.
This motivational theory states that the needs for achievement, power, and affiliation significantly
influence the behavior of an individual, which is useful to understand from a managerial context.
a. Need for Achievement

The need for achievement as the name itself suggests is the urge to achieve
something in what you do. It is the need that drives a person to work and even struggle for the
objective that he wants to achieve.
b. Need for power
The need for power is the desire within a person to hold control and authority over
another person and influence and change their decision in accordance with his own needs or
desires. The need to enhance their self-esteem and reputation drives these people and they
desire their views and ideas to be accepted and implemented over the views and ideas over
others.
c. Need for Affiliation
The need for affiliation is urge of a person to have interpersonal and social
relationships with others or a particular set of people. They seek to work in groups by
creating friendly and lasting relationships and has the urge to be liked by others. They tend to
like collaborating with others to competing with them and usually avoids high risk situations
and uncertainty.
The following two steps process can be used to apply McClelland’s theory:
Step 1: Identify Motivational Needs of the team
Step 2: Approaching Team According to their Need type
IV. EVALUATION

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Central Luzon Doctors’ Hospital-Educational Institution

Department of Graduate Studies

COURSE TITLE: HUMAN BEHAVIOR IN ORGANIZATION

 Explain how employees are motivated according to Maslow’s hierarchy of needs.

The earliest studies of motivation involved an examination of individual needs. Specifically,

III. LEARNING CELL

 Defined as the desire to achieve a goal or a certain performance level, leading to

1. Content Motivation Theories

NEED THEORIES OF MOTIVATION

 Maslow’s hierarchy of needs

Maslow’s Hierarchy of Needs

Maslow’s Hierarchy of Needs

 Physiological – Food, clothing, Shelter and other bodily needs.

Relevance of Maslow’s Theory for Managers

Need Home Job

Herzberg’s Motivation-Hygiene Theory

According to the Two-Factor Theory there are four possible combinations:

Alderfer’s ERG Theory

McClelland’s THEORY OF ACQUIRED NEEDS

a. Need for Achievement

b. Need for power

c. Need for Affiliation

Step 1: Identify Motivational Needs of the team

Step 2: Approaching Team According to their Need type

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