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Theories of Inspiration Comparison and Analysis

Most contemporary ideas recognize that drive begins with specific needs. Needs are deficiencies that energize or result in behaviors to meet those needs. At some point in your life, it's likely you have a strong dependence on food and shelter. At other tomes, your public needs may be unfulfilled. Unfulfilled needs create a

tension that makes you want to find ways to lessen or fulfill those needs. The more robust your needs, a lot more encouraged you are to satisfy them. Conversely, a satisfied need does not motivate. On this section, we will look at the four content theories of inspiration that dominate organizational thinking today

Maslows theory: Matching to Maslow, human being needs from hierarchy, starting at the bottom with the physiological needs and attaining to the best needs of self applied actualization.

He says when one set of needs are satisfied, they make an effort to full fill the next need from hierarchy.

physiological needs: these are the basic essentials of human life like food, clothing, shelter etc. He says until these needs are satisfied to the required level, man does not shoot for the satisfaction of next more impressive range needs.

As for a group is concerned these needs include basic needs like pay, allowance, bonuses and benefits

security safety needs: these refer to the needs to be free from physical danger or the sensation of loss of food, job or shelter these needs as far as organization is concerned include conformity, security programs, regular membership in union, severance pay etc.

Social needs: physiological and security needs are satisfied these cultural needs begin occupying your brain of man. This is why he looks for the connection of other human beings and strives hard to be accepted b its group; sociable needs at work place include real human relations, formal and casual work group.

Esteem needs: these needs are vitality, prestige, status and self-confidence. Every man has a sense of importance and he wants others to regard him highly. These needs make people target high and make sure they are achieve something great. These needs for employees include staus mark, awards, promotions, game titles etc.

Self actualization: this is actually the highest need in hierarchy. This refers to the desire to become what an example may be capable of becoming. Man tries to increase his probable and complete something, when these needs are turned on in him.

As said before the individuals processed from physiological needs to safety needs and so on etc only when each need is satisfied. If any need is not satisfied, the average person sticks compared to that need and strives to satisfy that need.


Herzberg theory(1959)

Maslows theory has been changed by herzberg and he called it two factor theory of inspiration. Relating to him the first groups of needs are things such as company insurance policy and administration, guidance, working conditions, social relations, salary, status, job security and personal life. Herzberg called this factor as dissatisfiers rather than motivators. These are also refered to as health factors.

Maintenance factors or dissatisfiers desire factors or satisfiers

  • Job context - job content
  • Extrinsic factor - intrinsic factor
  • Company coverage and supervision - achievement
  • Quality of supervision - recognition
  • Relations with supervisors - work itself
  • Work conditions - responsibility
  • Pay - advancement
  • Peer relationships - probability of growth
  • Personal life
  • Relations with subordinates
  • Status
  • Job security

Second group are satisfiers, in the sense they are motivators. These factors are related to job content. He included the factors like success, popularity, challenging work, advancement and expansion in this category. Presence of the factors will produce thoughts of satisfaction.

Herzberg theory is also called as motivation cleanliness theory. Herzberg conducted a report by requesting questions. What do folks want for a job? He asked the respondents to describe situations are occasions when they feel exceedingly bad and the good about their job.

Herzberg didn't the cover the relationship between job satisfaction and output, though he assumed that there is a marriage between both of these factors.

Alders ERG theory(1972)

Alder also feels that needs should be grouped and that there is a basic distinction between lower order needs and higher order needs. alder identified three sets of needs Life, Relatedness and Progress and that's the reason his theory is called ERG theory. the life needs are based mostly with survival, or physiological well-being. the relatedness talk about the value of interpersonal and social romance. The growth needs are worried with the individuals intrinsic desire for personal development.

This theory is some what just like maslows and herzberg theory. but unlike maslows and herzberg he will not assert that lower needs has to be satisfied before more impressive range needs. so a people record and culture environment may make him think of relatedness needs or expansion needs though his existency needs are unfulfilled.

Alders simplification of maslows need hierarchy:

  • Needs are arranged to be able of importance
  • Unsatisfied needs stimulate individuals

Alders theory shows that specific needs can be split into three groups

  1. existence (physiological and safe practices)
  2. relatedness (cultural)
  3. growth (esteem and self applied actualization)

alders theory is different from maslows theory in several important respects.

Alderfer argued that it was easier to think in conditions of continuum rather than a hierarchy. From concrete exixtence must least concrete progress needs and argued that you can move along this in either way.

Maslow argued that whenever satisfied a need becomes less important to a person, but alderfers argues that relatedness or progress needs become more important when satisfied. which means that team working agreements can continue steadily to motivate employees and are not necessarily superseded by progress needs.

Mc Clellands theory:

this theor originated by David McClelland a Harvard physiologist and his affiliates. the theory focuses on three needs

In his acquired-needs theory, David McClelland suggested an individual's specific needs are purchased over time and are molded by one's life encounters. Many of these needs can be classed as either accomplishment, affiliation, or vitality. A person's drive and effectiveness using job functions are affected by these three needs. McClelland's theory sometimes is known as the three need theory or as the discovered needs theory.

1. Dependence on achievements: (n Ach) need for achievement refers to the drive to stand out, to achieve with regards to set standards and and also to make an effort to succeed

McClelland from his research that high achievers distinguish themselves from others by doing the same work in various ways. they perform best when they understand their probability of success as being 0. 5. they seek quick give food to back on their performance in

Order to improve or correct the action before it goes wrong. They allow personal responsibility for success or inability.

  • Want for taking personal responsibility for resolving problem
  • Goal oriented set moderate, realistic, attainable goal
  • Seek challenge, quality and individuality
  • Take calculated, average risk
  • Willing to work hard and desire concrete feedback on their performance

Need for ability (n pow) need for power refers to the desire to make others behave in a manner that they might not normally have behaved in. Quite simply need for ability is the desire o have impact, to be important and control others.

  • Want to control the situation and want control over others
  • Enjoy competition and winning, do nothing like to lose
  • willing to confront others

Need for affiliation: (n Aff)

  • seek close relationship with others and to be well-liked by others
  • enjoy tons of interpersonal activities
  • seek to belong, sign up for teams and organization


Process theories are concerned with the idea processes that affect behaviour. Two such ideas are Expectancy theory and Collateral theory

A) Vrooms expectancy theory: Vrooms solution: desire=expectancy X value

According to this theory drive of anybody depends on the desired goal and power of his expectation of reaching goals. A vrooms model is built mainly on three concepts valency, instrumentality and expectancy.


"The value a person places on the results or prize "

vroom says that valency is the effectiveness of individual's choice for a specific outcome. it could be used as an exact carbon copy of value, incentive, attitude and expected power. for the value to be positive the individual must prefer attaining the out come to not to achieve the outcome. A valency of zero occurs, when the average person is indifferent towards the outcome. the valency is negative when the average person prefers not attaining outcome to attaining it.

Expectancy: "A person conception of the likelihood of accomplishing an objective"

the third major variable in vrooms theory is expectancy. though expectancy and instrumentality appear to be the same at the first glance they are quite different.

Expectancy is a possibility (ranging from 0 to at least one 1) or strength of a belief that a particular action or work will leave to a specific first level end result. Instrumentality

refers to the amount to which an initial level final result will lead to the next level final result. vroom says the total of these parameters is drive.

Expectancy theory is most effective with employees who've n internal locus of control.

To encourage using the expectancy theory:

  • clearly define objectives
  • clearly define necessary performance needed to achieve them
  • tie performance to rewards
  • be sure rewards are of value to the employees
  • Make sure your employees imagine you will do as you guarantee.

Vrooms theory also advises:

  1. Both interior (needs) and external (environment) factors impact behaviour
  2. Behaviour is the individual's decision
  3. People have different needs, wants and goals
  4. People make behaviour decisions predicated on their belief of the results.

Adam's Collateral Theory: based on the comparison of perceived inputs to outputs. People understand themselves in another of three positions

Both the inputs and outputs of person and others or based after the people perceptions. Age, making love, education monetary and social position, skill, experience, training, work, education, earlier performance, present performance, degree of difficulty, position in the organization etc, are examples of perceived input variables.

Outcomes consist of rewards like pay position advertising and intrinsic interest in the job.

Equitably compensated:( they are simply satisfied that there inputs and outputs are similar)

Inputs and outputs are perceived as being equal.

Under rewarded: (they understand there inputs go beyond their productivity)

  • Efforts to lessen inequity by endeavoring to increase outputs
  • Reducing inputs(working less, absenteeism)
  • Rationalizing(creating a conclusion for the inequity)
  • Changing others inputs or outputs
  • Leaving
  • Changing the objective of comparision

Over compensated: people don't usually get upset when they are over rewarded, however they may increase inputs or reduce outputs to keep equity)

  • Increasing inputs (working more, longer time, etc)
  • Reducing output(going for a pay slice)
  • Rationalizing (I'm worth it)
  • Increasing other outputs

Inequity occurs when :

Person's outcomes other's outcomes

--------------------- --------------------

Person's inputs other's inputs

Person's results other's outcomes

--------------------- --------------------

person's inputs other's inputs

Equity occurs when:

Person's outcomes other's outcomes

---------------------- = --------------------

Person's inputs other's inputs


  • Time
  • Effort
  • Loyalty
  • Hard Work
  • Commitment
  • Ability
  • Adaptability
  • Flexibility
  • Tolerance
  • Determination
  • Enthusiasm
  • Personal sacrifice
  • Trust in superiors
  • Support from co-workers and colleagues


Outputs are thought as the negative and positive consequences an individual perceives a participant has incurred because of his/her marriage with another. If the proportion of inputs to results is close, than the staff should have much satisfaction using their job. Outputs can be both tangible and intangible (Walster, Traupmann & Walster, 1978). Typical benefits include any of the following:

  • Job security
  • Esteem
  • Salary
  • Employee benefit
  • Expenses
  • Recognition
  • Reputation
  • Responsibility
  • Sense of achievement
  • Praise

Forming collateral perceptions:

Step 1: a person evaluates how they're being treated by the firm.

Step 2: the person forms a perception of what sort of "comparision other" is being treated

Step 3: the individual compares his or her own circumstances with those of the comparision other

Step 4: on the strength of this feeling, the individual might want to pursue a number of alternatives.

It is important to also consider the Adams' Equity Theory factors when striving to improve an employee's job satisfaction, inspiration level, etc. , and what can be done to market higher degrees of each.


Job satisfaction, a worker's sense of achievement and success, is normally recognized to be straight linked to efficiency as well concerning personal wellbeing. Job satisfaction signifies performing a job one loves, carrying it out well, and being suitably compensated for one's attempts. Job satisfaction further signifies enthusiasm and pleasure with one's work.

For the business, job satisfaction of its staff means a work force that is encouraged and committed to high quality performance. Increased productivity-the number and quality of result each hour worked-seems to be always a byproduct of much better quality of working life. It is important to notice that the literature on the relationship between job satisfaction and production is neither conclusive nor consistent. However, studies dating back to Herzberg's (1957) show at least low relationship between high morale and

high production, and it does seem logical that more satisfied staff will have a tendency to add more value to a business. Unhappy employees, who are encouraged by concern with job loss, won't give 100 percent of their work for lengthy. Though dread is a powerful motivator, it is also a temporary one, and as soon as the risk is lifted performance will decline.

Creating job satisfaction:

  • Flexible work agreements, possibly including telecommuting
  • Training and other professional expansion opportunities
  • Interesting work that offers variety and challenge and allows the employee opportunities to "put his or her personal" on the finished product
  • Opportunities to utilize one's talents also to be creative
  • Opportunities for taking responsibility and immediate one's own work
  • A stable, secure work environment which includes job security/continuity
  • An environment in which workers are recognized by an accessible supervisor who provides well-timed feedback as well as congenial team members
  • Flexible benefits, such as child-care and exercise facilities
  • Up-to-date technology
  • Competitive salary and opportunities for promotion
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