Chapter 9
HRM & Motivational Theories
Motivational Theories
• Definition: Motivation is the force that drives
a person to achieve an objective. It is the
desire to work well.
• Q. What can a HRM do to motivate
employees? p192 (4 dot pts)
Motivational Theories are used by HRM as a
tool for analysing employee motivation. i.e.
HRM try to find ways to achieve higher
productivity & workplace harmony
Psychologist Abraham Maslow believed that our
needs are the forces that motivate individuals.
A need is a personal requirement therefore; Maslow
assumed that these needs could be arranged
according to their importance in a series of steps
known as Maslow’s hierarchy of needs.
1. MASLOW’S HIERARCHY of NEEDS
• Maslow believed that needs are arranged in a
hierarchy of importance
• An employees level of need on the hierarchy must be
satisfied before moving to the next level
• When basic needs are satisfied, they no longer
provide motivation & higher order needs become
more significant
• Once a level of need is satisfied, it is no longer
effective in motivating an employee’s behaviour
• Lower-order needs are likely to be satisfied externally.
• Higher-order needs are likely to be satisfied internally.
5. SELF-ACTUALISATION
- Realisation of potential, personal growth
Maslow’s hierarchy of
needs theory
4. SEF- ESTEEM NEEDS
-Self-esteem, respect from others
3. SOCIAL NEEDS
- Friendship, affection, acceptance by others
2. SAFETY NEEDS
- security, stability, freedom from fear or threat
1. PHYSIOLOGICAL NEEDS
- food, water, air, shelter
5. SELF-ACTUALISATION
- Interesting & challenging work
- Participation in decision-making
- Freedom to decide how to do the job
Maslow’s hierarchy of
needs theory & HRM:
4. ESTEEM
-Impressive job title
- High status job
- Performance bonus
3. SOCIAL
-Friendly co-workers
-Friendly supervisors
- Social & sporting activities
2. SAFETY
- Safe & healthy workplace
-Job security
-Secure wage & guaranteed benefits
1. PHYSIOLOGICAL
- Basic wage
- Employment / job
In the late 1950s, Frederick Herzberg interviewed
approximately 200 engineers and accountants, and
asked them what made them feel good about their
work.
He then asked them what factors had made them
feel that way.
This research led Herzberg to expand on Maslow's
theory by identifying two levels of needs: hygiene
factors and motivation factors. This idea he
referred to as the motivation–hygiene theory
5. SELF-ACTUALISATION
4. ESTEEM
3. SOCIAL
2. SAFETY
1. PHYSIOLOGICAL
Motivators are higher order
needs for achievement. These
are intrinsic and include
recognition, intrinsic interest
in the work, responsibility and
achievement. These
determine job satisfaction
Hygiene factors are lower order needs are
extrinsic, and are met by pay, safe working
conditions, and company policy. Herzberg
argued that these factors do not motivate
but can prevent motivation from occurring.
Dr Edwin Locke did research on goal setting and
motivation during the 1960s
He concluded that employees were motivated by
clear goals and appropriate feedback regarding
their achievement
He found that specific and difficult goals led to
better performance than vague goals or goals that
were too easy to achieve.
1. Set Goal
- clear, specific, challenging but not overwhelming & must be
accepted by employee
2. Motivation
- Increased by feedback on: goal achievement & recognition for
effort
3. Performance
- Improved as a result
Ethical and socially responsible human
resource management
• HRM develops the code of conduct
• The code of conduct is a document which outlines principles
which guide employee expected behaviours
• For example, refer to Woolworth’s Code of Conduct &
Virgin Blue’s Code of Conduct
HRM will also be required to…..
Solve day-to-day problems where questions of
ethics arise. For example, there may be a
dispute over an employee being promoted, or
situations where company funds have been
misused.
The CEO of the company, Ray Williams, actually went to jail after pleading guilty to
making misleading statements about the financial position of the company. The
organisation fostered a culture of cover-ups and corruption.
Ray Williams's behaviour has also been questioned. He gave favoured employees
gold watches worth $10 000 as gifts, and gave some employees interest-free loans
Some ethical and legal issues arising in the
workplace, and the benefits of dealing with them
successfully
Specific human resource dilemmas
Recruitment
Representation
Electronic privacy
Performance evaluation
Employee promotion or dismissal
HRM & Motivation Theories
• HRM & Maslow’s Theory- HRMs would need to be aware that employees
will be at different stages of development, therefore a range of strategies
might need to be applied. E.g team building weekend for employees on
the ‘social needs’ level.
• HRM & Herzberg’s Theory- In order to increase motivation levels long
term, HRM would need to focus on the aspects that are important to
employees, such as achievement and recognition.
• HRM & Locke’s Theory- employees are set goals; some are determined by
employers, some are set together, others are set by the employee
themselves. By ensuring the goals set are specific & challenging, HRMs
may be able to motivate them. Providing feedback is essential.