actualization plays an important role in organizational motivation efforts.
Herzberg's theory of motivation is called the two factor model, which divided the factors involved in an individual's organizational life into two groups, which are referred to as (1) hygiene factors and (2) motivation factors (Kimberly and Rottman, 1987, pp. 596 619). While there appears to be a significant similarity between the motivational theories of Maslow and Herzberg, in fact, they are far from being identical (Kimberly and Rottman, 1987, pp. 596 619).
Herzberg included such factors as compensation, working conditions, and similar in the hygiene group (Kimberly and Rottman, 1987, pp. 596 619). An unsatisfactory status of any of these hygiene factors in the organizational life of an individual could result in a disincentive for the individual to perform productively. A satisfactory status for the factors, however, would not motivate the individual to exceptional levels of performance. Herzberg's motivational factors included opportunities to achieve, opportunities to gain recognition, and similar factors (Kimberly and Rottman, 1987, pp. 596 619). An unsatisfactory status of these motivational factors in the organizational life of an individual would not result in any disincentive on the part of the individual to perform. A satisfactory status for these factors, however, would motivate an individual to seek exceptional levels of performance.
These two theories of motivation (the hierarchy of needs, and the two factor model), although they are essentially drive theories, have provided the bases upon which most of the effective content, and many of the process motivational techniques have been developed.
Power Styles, Autocratic Managers, andthe Trend Toward Participation
In the first half of the twentieth century, the authoritarian, task oriented manager was the prototype leader. Subordinates were told what to do and how to do it....