Abraham Maslow’s theory on the hierarchy of human needs was an influence on Frederick Herzberg’s later theory regarding the factors which motivate workers. While Maslow considered the needs of a person to all be on the one hierarchical list, Herzberg felt that there were two very separate elements of the plan. To look at Maslow’s list, one would feel that as the requirements as set out in the pyramid were met, the level of satisfaction would rise while, at the same pace, the dissatisfaction would drop. It was Herzberg’s contention that this is not the case. Herzberg felt that satisfaction and dissatisfaction were actually wholly separate and that both needed to be attended to.
Herzberg and Maslow created two separate theories, and while much of what is set out in the hierarchy of needs is backed up by the theories in the “two factor” theory, it is expanded upon and honed. While to look at Maslow’s model one would feel that as long as certain needs were met, satisfaction would rise and dissatisfaction fall in equal measure, Herzberg holds that one could have a high level of satisfaction from carrying out their tasks in an efficient manner and meeting their targets, yet if they were constantly worried that they could lose their job for reasons separate to performance, they would not be as motivated as they could be.
There is, however, something to be said of Maslow’s hierarchy, in that the pyramid as he set it out could be split into sections. In this case, the top sections (and particularly the peak) would correspond somewhat to Herzberg’s “motivation” factors and the lower sections to his “hygiene factors. Herzberg’s theory is not a contradiction of Maslow’s, but at the same time is not a direct application of it. There are certainly differences between the two. They both have their part to play in employee motivation, however, and they have a lot more in common than to separate them.