How can you combine Maslow's hierarchy of needs with other motivational models?

1 Herzberg's two-factor theory

Herzberg's two-factor theory is based on the idea that there are two types of factors that affect employee motivation: hygiene factors and motivators. Hygiene factors are the basic conditions that prevent dissatisfaction, such as salary, security, and working environment. Motivators are the factors that increase satisfaction, such as recognition, achievement, and growth. According to Herzberg, hygiene factors are necessary but not sufficient for motivation, while motivators are the true drivers of performance and engagement. You can combine Herzberg's theory with Maslow's by ensuring that you meet the lower-level needs of your employees as hygiene factors, and then focus on providing them with motivators that correspond to their higher-level needs.

2 McClelland's theory of needs

McClelland's theory of needs is based on the idea that people have three dominant needs that shape their behavior: need for achievement, need for affiliation, and need for power. Need for achievement is the desire to accomplish challenging goals and excel in one's field. Need for affiliation is the desire to belong and maintain harmonious relationships with others. Need for power is the desire to influence and control others and situations. According to McClelland, these needs vary among individuals and can be influenced by culture and education. You can combine McClelland's theory with Maslow's by identifying the dominant needs of your employees and aligning them with the appropriate level of Maslow's hierarchy. For example, if your employee has a high need for achievement, you can motivate them by offering them opportunities for self-actualization and esteem.

3 Vroom's expectancy theory

Vroom's expectancy theory is based on the idea that motivation is the product of three factors: expectancy, instrumentality, and valence. Expectancy is the belief that one's effort will lead to a desired performance. Instrumentality is the belief that one's performance will lead to a desired outcome. Valence is the value that one assigns to the outcome. According to Vroom, motivation is high when all three factors are high, and low when any of them is low. You can combine Vroom's theory with Maslow's by ensuring that you create a clear link between the effort, performance, and outcome of your employees, and that the outcome matches their needs and values. For example, if your employee values recognition and respect, you can motivate them by offering them feedback and rewards that reflect their esteem and self-actualization needs.

4 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?