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Needs and Satisfaction Theories of Motivation What are the things that will motivate my employees and make them satisfied with their jobs? These questions are the focus following four theories: Maslow's hierarchy of needs, McClelland's acquired needs theory, Deci and Ryan's self-determination theory, and Herzberg's two-factor theory. This activity is important because managers can use a knowledge of these theories craft jobs, work environments, and managerial strategies that increase the likelihood that their employees will be motivated a satisfied on the job. The goal of this exercise is to challenge your knowledge of the needs and satisfaction theories of motivation. First, hover over each term to read a short description. Then, click and drag each term to the theory of motivation that its description best exemplifies. Careful-some of the terms seem like they could fit with more than one theory but there is only one way that all of the labels fit into the figure to make the entire activity accurate. Weeks An employee hates going to work because the air conditioner has been broken for weeks and it is extremely hot in the office. Three Maslow's Hierarchy of Needs McClelland's Acquired Needs Theory Deci and Ryan's Self- Determination Theory Herzberg's Two-Factor Theory Needs

Answer 1

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Maslow’s Hierarchy of needs	McClelland’s acquired theory of needs	Deci and Ryan self-determination theory	Herzberg’s two-factor theory
Focuses-"focuses on needs such as love, esteem, psychological needs, safety, and self-actualization."	Needs-"Power, affiliation, and achievement"	Three-"Focuses on three needs of relatedness, autonomy, and competence"	Factors-"Focuses on motivating and hygiene factors in a job."
Continues-An employee continues to work at a job because it allows him to put a roof over his family's head.	Promotion- an employee seeks out promotion because it allows him or her to have authority over more workers		Weeks-An employee hates going to work because the air conditioner has broken for weeks and it is extremely hot in the office.
			How-Employees are motivated at their jobs because they are given a lot of discretion about how to do their work, and their supervisor doesn’t micromanage them.

Explanation of all theories:

Ø The Maslow's theory of the hierarchy of needs states that a person needs are divided into levels, the individual has to fulfill each need level to start aspiring for the next need level. Therefore, a person is driven and motivated to achieve need one i.e. physiological needs to start moving towards need two i.e. safety needs, followed by need three i.e., love and belonging, then need four i.e. self-esteem and finally need five i.e. need for self-actualization.

Ø Herzberg’s two-factor theory states is a motivation theory. They attempt to explain what motivates individuals through identifying and satisfying their individual needs and desires. The theory aims to satisfy desires. The theory divides the needs into motivation factors and hygiene factors.

The two separate needs are first to avoid unpleasantness and discomfort and second is the need for personal development. A shortage of positive motivating factors will result in employees focusing on other non-job-related hygiene factors.

The most important factor of the motivation theory is that the main motivating factor is not the job environment but the intrinsic value and job satisfaction gained from the job itself. Hence the challenge from the job is to have enrichment for the job holder and should be of interest to the employee.

Ø McClelland’s acquired needs theory identified three motivators that he believes we all had which includes a need for achievement, a need for affiliation and a need for power. The people have different characteristics based on their dominant motivator. The dominant motivator is dependent on our culture and life experiences.

Ø Edward Deci and Richard Ryan developed the theory of human motivation. According to the theory, motivation is what makes us act. The theory is based on inherent human tendency, which is to grow. The three core needs that facilitate growth are autonomy, competence, and relatedness. Competence is the need to feel that we have done a good job. Autonomy refers to the feeling that we are in control. Relatedness refers to having a relationship with others where we feel connected to and experience caring for others.