Nursing

Management
Motivational Theory

Describe Maslows theory & other theories

related to management.
How these theories applicable in managing
people/nurses.
Why you choose such theory in
management
Reflect your experience in ward

Maslows theory
Maslow (1970) believed that people are

motivated to satisfy certain needs, ranging

from basic survival to complex psychological
needs, and that people seek a higher need
only when the lower needs have been
predominantly met.

Maslow's Hierarchy of Needs Chart

OTHER THEORIES
AND
HOW THOSE THEORIES
APPLICABLE IN MANAGING
PEOPLE/NURSE

Skinner: skinners (1953) research on

operant condition and behavior modification

demonstrates that people can be conditioned
to behave in a certain way based on a
consistent reward or punishment system.
Herzberg (1977): Herzberg maintained that

motivators, or job satisfiers are present in the

work itself and encourage people to want to
work a d to do that work well. Hygiene or
maintenance factors keep that worker from
being dissatisfied or demotivated but do not
act as true motivator.

Herzbergs motivators and Hygiene Factors

Motivators

Hygiene Factors

Achievement

Salary

Recognition

Supervision

Work

Job security

Responsibility

Positive working condition

Advancement

Personal life

Possibility for growth

Interpersonal relationships
Company policy
status

Vroom (1964): Vrooms expectancy model

says that peoples expectations about their

environment or a certain event will influence
their behavior.
McClelland (1971): McClellands studies state

that all people are motivated by three basic

needs: achievement, affiliation, and power.

Gellerman (1968): Gellerman states that most

managers in organizations over manage,

making the responsibilities too narrow and
failing to give employees any decision
making power to stretch them often enough.
McGregor(1960): it shows the importance of a

manager;s assumptions about workers on the

intrinsic motivation of the worker. These
assumption; Theory X and Theory Y.

McGregors Theory X and Theory Y

Theory X Employees

Theory Y Employees

Avoid work if possible

Like and enjoy work

Dislike work

Are self directed

Must be directed

Seek responsibility

Have little ambition

Are imaginative and creative

Avoid responsibility

Have underutilized intellectual

capacity

Need threats to be motivated

Need only general supervision

Need close supervision

Are encouraged to participate

in problem solving

Are motivated by rewards and

punishment

Alderfers ERG Theory

Clayton Alderfer's ERG (Existence,
Relatedness, Growth) theory, collapses
Maslow's five levels of needs into three
categories. Existence needs, Relatedness
need and Growth needs.

Why you choose such theory

in management?
Because motivation influences productivity,

manager need to understand and motivate

employee. Motivation is driving force within
individuals, thus the manager (motivator)
should influence factors that motivate
employees to gain higher levels of
productivity.
Motivation theories are important to

managers in attempting to be effective

leaders.

Maslows hierarchy of Needs identifies five

levels of needs.
Level one consist of physiological needs which

are the most basic human needs. They

included food water and comfort. This helps to
satisfy the employees physiological need by a
pay check.
Level two is safety need which are the desire

for security and stability, to feel safe from

harm. Helps to satisfy employees need by
benefits.

 Level three social needs, desires for affiliation .

they include friendship and belonging. The

manager can help fulfil social needs by showing
direct care and concern for the employees
Level four - esteem needs, desires for self-

respect and respect or recognition from others.

Helps to satisfy employees' esteem needs by
matching the skills and abilities of the employee
to the job. Manager can help fulfill esteem needs
by showing workers that their work is appreciated.

Level five - self-actualization needs, desires

for self-fulfillment and the realization of the

individual's full potential. Manager can help
fulfil self-actualization needs by assigning
tasks that challenge employees' minds while
drawing on their aptitude and training.

REFLECTION