Question

define the following words and how they relate to the theories below:
· physiological needs
· security needs
· social needs
· esteem needs
· self - actualization
· achievement need
· affiliation need
· power need
· hygiene factors
· motivators
give a detailed explanation of the following theories. include what they mean, who they benefit, why they were created, examples of how they work and if they work, history behind who created them.
· maslows hierarchy of needs
· mcclellands achievement motivation
· herzbergs two - factor theory
the assignment must be uploaded to canvas by friday, september 19th, no exceptions.

Explanation:

The terms are defined based on well - known psychological theories of motivation. Maslow's hierarchy provides a broad framework of human needs, McClelland focuses on specific achievement - related needs, and Herzberg differentiates between factors that cause dissatisfaction and those that drive motivation. Each theory has its historical background, meaning, and practical applications in understanding and influencing human behavior in the workplace and in general life.

Answer:

1. Definitions and relations of the needs - related terms to the theories

• Physiological needs: These are the most basic needs for survival such as food, water, shelter, and sleep. In Maslow's Hierarchy of needs, they are at the base of the pyramid. They are the starting - point for motivation as individuals must satisfy these needs before moving up the hierarchy.
• Security needs: Involve safety and stability, including physical safety, financial security, and protection from harm. In Maslow's theory, they follow physiological needs and are necessary for an individual to feel secure enough to pursue higher - level needs.
• Social needs: Also known as love and belonging needs, they include friendship, intimacy, and a sense of belonging to a group. In Maslow's hierarchy, they come after security needs. They are related to McClelland's Affiliation need as well, which is the desire for friendly and close interpersonal relationships.
• Esteem needs: Comprise self - esteem (self - respect, achievement, independence) and the esteem of others (recognition, status). In Maslow's hierarchy, they are above social needs. They are related to McClelland's Achievement and Power needs as achieving success and having power can contribute to one's self - esteem and the esteem of others.
• Self - actualization: It is the highest level in Maslow's hierarchy, representing the realization of one's full potential, creativity, and personal growth. It is the end - goal of motivation in Maslow's theory.
• Achievement need: According to McClelland, it is the desire to accomplish something difficult, attain a high standard of success, and master complex tasks. It is related to the higher - level needs in Maslow's hierarchy, especially esteem and self - actualization needs.
• Affiliation need: McClelland's concept of the need to be liked and accepted by others. It is similar to Maslow's social needs and is a key factor in group dynamics and social relationships.
• Power need: McClelland defined it as the need to have impact on others, control, and influence. It can be related to the esteem needs in Maslow's hierarchy as having power can lead to recognition and status.
• Hygiene factors: In Herzberg's Two - Factor Theory, these are factors that, if absent or inadequate, cause dissatisfaction. Examples include company policy, supervision, salary, and working conditions. They are related to the lower - level needs in Maslow's hierarchy such as physiological, security, and social needs.
• Motivators: In Herzberg's theory, motivators are factors that lead to job satisfaction and motivation. These include achievement, recognition, the work itself, responsibility, and growth. They are related to the higher - level needs in Maslow's hierarchy like esteem and self - actualization needs.

2. Explanation of the theories

• Maslow's Hierarchy of needs:
• Meaning: A five - level model of human motivation with physiological needs at the base, followed by security, social, esteem, and self - actualization needs. As lower - level needs are satisfied, individuals are motivated to fulfill higher - level needs.
• Benefit: Helps organizations understand employee motivation by recognizing that different employees may be at different levels of the hierarchy. It can be used to design appropriate rewards and incentives.
• Creation reason: Abraham Maslow created it to understand human motivation and behavior, aiming to explain why people strive for different things at different times.
• How it works: For example, an employee who is struggling to pay rent (physiological and security needs) will be more focused on getting a higher salary than on career development (self - actualization). Once basic needs are met, they will start to seek social connection, recognition, and self - growth.
• History: Maslow first introduced the concept in 1943 in his paper "A Theory of Human Motivation".
• McClelland's Achievement Motivation:
• Meaning: Focuses on three needs: achievement, affiliation, and power. People are motivated by different combinations of these needs.
• Benefit: Useful for organizations in selecting employees for different roles. For example, employees with a high achievement need may be good for sales or project - based roles.
• Creation reason: David McClelland developed it to study how different needs influence work - related behavior and performance.
• How it works: For instance, a person with a high achievement need will set challenging goals for themselves and be motivated by feedback on their progress. A person with a high affiliation need may prefer teamwork and social interaction in the workplace.
• History: McClelland's work was developed in the 1950s and 1960s.
• Herzberg's Two - Factor Theory:
• Meaning: Distinguishes between hygiene factors (which prevent dissatisfaction) and motivators (which lead to satisfaction and motivation).
• Benefit: Helps organizations improve job satisfaction and motivation by focusing on providing motivators and ensuring adequate hygiene factors.
• Creation reason: Frederick Herzberg wanted to understand what factors in the workplace actually led to employee motivation and job satisfaction.
• How it works: For example, if a company only focuses on salary (a hygiene factor) and neglects providing opportunities for achievement and growth (motivators), employees may not be truly satisfied or motivated in the long - run.
• History: Herzberg first presented his theory in 1959 in his book "The Motivation to Work".