Motivation maintenance
I will compare and contrast the motivation maintenance approach to motivation and the hierarchy of needs. Motivation maintenance is the approach that appears to me as minimal prior knowledge of reading. It is an underlying concept of motivation generated from the employees rather than the managers and the hygiene and the motivation factors (Kinicki and Williams, 2018). Such motivator factors may include achievements and recognitions that must represent the truth of motivation to happen.
The hierarchy of needs can be termed to be based on the assumption that people get motivated by something that satisfies significant needs for which money can be used as a motivator factor either directly or indirectly satisfy only a number of these needs (Kinicki, & Williams, 2018, p. 399). Motivation maintenance style defines that if an employee is undeformed, the manager has an alternative of going through a hierarchy of hygiene factors ranging from the highest basic salary to the highest achievements similar to the hierarchy of needs, to be able to identify which factors are met and follow the application of motivation to achieve the individual’s needs and drive (Torres, 2020). I the hierarchy of needs, the manager has a mandate of determining the level of needs a particular employee is attempting to satisfy and therefore offer the means through which a worker can satisfy such needs (Kinicki, & Williams, 2018, p. 402-405). Moreover, such aspects are similar to that motivation that originates from personal levels rather than from the manager. For the hierarchy of needs, an individual can be motivated when their basic needs are met.
However, these two approaches are not that similar to each other as per the way they view motivation. According to Kinicki and Williams (p. 399-400), the needs hierarchy suggests that “the lowest-level unsatisfied need causes behavior.” This means that for this needs to be satisfied, it would end up causing motivation. Moreover, according to the motivation maintenance approach, the right hierarchy of maintenance and hygienic factor only prevails an individual from being highly unsatisfied, which has no capacity of causing such an individual to be motivated (Torres, 2020).
Reference
Kinicki, A., & Williams, B. K. (2018). Management: A Practical Introduction (8th ed.). Pages 399-404. New York, NY: McGraw-Hill Education.
Torres, R. (2020). What it takes to be a great leader. Ted.com. Retrieved 12 October 2020, from https://www.ted.com/talks/roselinde_torres_what_it_takes_to_be_a_great_leader.