Theories of Employee Motivation
There are many theories pertaining to Employee motivation. This blog will discuss the following theories of Motivation
•           Maslow's hierarchy of needs theory
•           Herzberg's two- factor theory

Maslow's Hierarchy of needs theory
Maslow's hierarchy of needs is a motivational theory in psychology comprising a five-tier model of human needs, often illustrated as hierarchical levels within a pyramid (McLeod, 2007) According to Maslow, employees have five levels of needs physiological, safety, social, ego, and self- actualising. Maslow argued that lower level needs had to be satisfied before the next higher level need would motivate employees.

Figure 01 - Pyramid of Maslow’s Hierarchy Needs Theory


                       
                                                                                        (Source: Mcleod, 2007)

As a practical example I wish to relate how the Maslow’s hierarchy of needs theory could be applied in our organization in order to motivate employees across all levels. Our Company has a proud history over 160 years and it is currently been owned by the Sri Lankan richest person. We have committed, dedicated and motivated employees who are geared to achieve the overall objectives of the organization.

Biological /Physiological Needs – Overall Employee remuneration packages offered to the staff across all levels are high when compared with similar organization operating in Sri Lanka. The labourers & Clerical staff are been provided with meal and travel allowances in addition to the medical and Insurance scheme which they too enjoy like the other employees in our organization. The labour turnout rate is kept at bare minimum which is a KPI for the Group Human Resource Department.

Safety Needs - The Group Human Resource Department guarantees that the Employee Jobs are secured by carrying out performance appraisals on a Quarterly, Half & Annually to guide, identify training and development needs for staff who are behind in achieving the agreed KPI set by the organization.

Love & Belonging - Our organization ensures that a pleasant & friendly working environment is maintained across all levels to carry out their day to day office activities. Despite having a hierarchical structure in our organization, we have a common lunch room, recreational club for all staff irrespective of the position that they hold in the organization. We inculcate a common set of values, believes system among all staff to create a pleasant working environment in order to motivate the staff to achieve the overall objectives of the organization. Hence, we consider each employee and make them feel that they are part of the team whilst maintaining a friendly relationship between the superior and the subordinates.

Esteem Need - The organization recognises employees at Annual award ceremonies for the Contribution, efforts he or she has made for the overall growth of the organization. This type of working culture which has been practised over the years Motives the employees to perform better on year on year basis as the company values and recognised the contribution made by each employee.  The Company provides luxury vehicles, entertainment allowances, exclusive hotels and foreign travel for Senior Management to maintain their status quo in the organization.

Self-Actualization - This is been practised by Our Chairman who contributes  part of his earnings on CSR projects initiated by himself to commemorate his Birthday. On various occasions he has donated high valued medical equipment to needy Hospital in the Country. To name few of the projects undertaken by him are donating of 1000 ICU / Hospital Beds, Donating of Neuro Navigation System to Neuro Theatre of National Hospital of Sri Lanka. Donating of Physiology lab to Medical Research Institute (MRI).

Herzberg's two- factor theory
Herzberg’s two factor theory also called as the Theory of Motivation and Hygiene Factors which is a well-known theory of motivation.

Figure 02 – Herzberg’s two factor theory


Motivators
(Leading to Satisfaction)

Hygiene
(Leading to Dissatisfaction)  
Achievement
Recognition
Work Itself
Responsibility
Advancement
Growth
Company Policy
Supervision
Relationship with Boss
Work Conditions
Salary
Relationship with Peers
Security
                                                                                                   (Source: Keijerz, 2010) 

Same practical example used in this blog to explain the Hierarchy of needs will be applied to support Herzberg two factor theory. Our organization gives priority to Motivators than the Hygiene factors to improve the performance of the employees by creating a healthy working environment. We at Delmege practice open door policy where the Junior Employees are encouraged to discuss issues with their immediate superiors for any work related issues in the event that it affects his or her task / responsibilities assigned by the organization. The organization has a clear set of standard operating procedures (SOP’s)  to guide each employees on the responsibilities assigned to them by the organization. The training needs of employees are discussed at the annual performance appraisals. The employees are empowered to perform his or her task under the clear guidance of the immediate superior.

Conclusion
The two motivation theories captured in this blog make some contribution to an understanding of the process that affect motivation. Although the ideas developed by Maslow & Herzberg have had considerable appeal to many people, the prevailing view in the academic literature is that the specific prediction of these theories are not supported by practical evidence. On the other hand it would be a mistake to underestimate the influence that these theories have had on research and practice. ( Gerhart and Rynes, 2003 ).

List of References
McLeod, S. A. (2007) Maslow's Hierarchy of Needs. HCC Certificate in Counselling Skills,1(1) 1-8. 
Gerhard, B. and Rynes, S.L ( 2003).Compensation : Theory, evidence and strategic implications. Thousand Oaks CA :Sage




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