Compare and Contrast Theories: Maslow, McClelland and Herzberg

The three major theories: Maslow, McClelland and Herzberg all share distinct similarities. Maslow proposed that all people desire to satisfy five basic kinds of needs; Psychological, Safety, Love, Self-esteem, and Self-Actualization, the hierarchy of each need in the stated order, with the most basic being - physiological and safety needs - at the bottom. Maslow believes that the lowest-level needs must be met before a person will strive to satisfy needs higher up in the hierarchy, such as self-esteem. Maslow described needs that people seem to be born with, whereas McClelland suggested refining some of Maslow's higher-order needs to make them relevant to life in organizations.

McClelland theorized that individuals have three basic motivational needs: affiliation, power, and achievement. The affiliation motive can be explained as a strong desire for individual and/or group approval, and it reflects the desire for social acceptance and friendship. The power motive can be satisfied by being in control, and it can be expressed as a strong desire to change events and to exercise influences over others. The achievement motive is based on the need to achieve and win; it is characterized by working hard, and succeeding. For management, all three motives - affiliation, power, and achievement are import when it comes to motivating employees.

Adopting an approach different from Maslow's and McClelland's, Herzberg theory people have two sets of needs: motivator needs and hygiene needs. Motivator needs are related to the nature of the work itself and the outcomes such as responsibility, being able to grow and develop on the job, and a sense of accomplishment and achievement help to satisfy motivator needs. Herzberg believes that in order to have a highly motivated and satisfied employee, managers should take steps to ensure that employee's motivator needs are being met. Hygiene needs are related to the physical or psychological, it is satisfied by outcomes such as pleasant working conditions, pay, and job security. Herzberg believes, when hygiene needs are not met, employees will be dissatisfied, on the flip side when hygiene needs are met, employees will be satisfied. For motivation to be high, motivator needs must be met.

In conclusion all three theories are similar in nature in they suggest specific things that management can do to help their employees become self-actualized. See diagram below and note that 'Self-Actualization is in the center and joins all three theories. Maslow provides a hierarchical needs explaining motivation. McClelland uses a three-factor approach, whereas, Herzberg presents a two-factor model, both parallel Maslow's theory. Each one approached motivation from a different perspective yet arrived at the similar conclusions.