How do I analyse employee motivation using Maslow, Herzberg and expectancy theory?
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The question
My organisational behaviour assignment asks me to analyse low employee motivation using Maslow, Herzberg and expectancy theory.
I need to compare the theories and apply them to a staff retention problem.
Short answer
Use Maslow to discuss needs, Herzberg to separate hygiene factors from motivators, and expectancy theory to explain whether employees believe effort will lead to valued rewards. A strong answer applies each theory to the workplace problem.
Full expert answer
Organisational behaviour tutor
MSc Human Resource Management
Motivation theory assignments usually test whether you can connect theory to workplace behaviour. The best answers do not simply define Maslow, Herzberg and expectancy theory. They show how each theory explains a different part of the case.
What the question is asking
The question is asking why employees are not putting in effort, staying with the organisation or performing at the expected level. A useful answer considers pay, security, recognition, job design, career development, fairness, workload and whether employees believe performance will actually be rewarded.
Key concepts to cover
- Maslow: needs from basic security to esteem and self-actualisation
- Herzberg: hygiene factors and motivators
- Expectancy theory: effort, performance and reward links
- Intrinsic and extrinsic motivation
- Job satisfaction versus performance
- Retention, absenteeism and productivity outcomes
Mini workplace example
Imagine a call centre with high turnover. Maslow suggests workers may be worried about pay, job security and belonging. Herzberg suggests poor supervision and stressful policies may cause dissatisfaction, but recognition, responsibility and progression are needed for real motivation. Expectancy theory asks whether staff believe extra effort improves performance scores and whether those scores lead to rewards they value.
Together, the theories suggest a practical response: fix unfair scheduling and poor supervision first, then redesign roles with coaching, recognition and progression. Also make reward criteria transparent.
Sample questions and short answers
1. Is Herzberg the same as Maslow?
No. Maslow groups needs in a hierarchy. Herzberg separates factors that prevent dissatisfaction from factors that create satisfaction.
2. Why is pay not always a motivator?
Pay can reduce dissatisfaction, especially if it is unfair or too low. But long-term motivation often also needs recognition, achievement, responsibility and growth.
3. What does expectancy theory add?
It explains the employee's belief system: "If I try harder, will I perform better, and will that performance lead to a reward I care about?"
4. Which theory is best?
Do not choose one automatically. Use each theory for the part of the case it explains best.
Common student mistakes
- Writing definitions with no case application
- Treating Maslow's hierarchy as rigid for every person
- Saying salary never matters
- Ignoring line managers and job design
- Forgetting to recommend practical action
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Academic use note
Use this guide to plan your own analysis. Match the theory to the evidence in the case, not to a generic workplace.
Sources and further reading
This answer explains a method for you to apply to your own work. Copying it into a submission would count as plagiarism, and it is indexed by similarity checkers.
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