motivation
1 Theories of Motivation
Motivation is regarded as one of the most important areas of study in the field of organizational behavior (Cadwallader, S. K. 2003). In a general way, the term motivation theory is concerned with the processes that describe how and why human behavior is directed and activated. How to improve and enhance the industry or company is based on how to motivate employees, which is an effective method to increase competitive businesses’ advantage and extend their value (Rahman, M., et al. 2013). It means all personal factors and forces that are responsible for the fulfillment of some performance, actions and persistence level of the employees in the working space. Connection between the performance of the employees and their motivation is obvious. People can get a higher level of the performance only through the effective motivating of employees (Mirea, V., et al. 2012). Therefore, there are a number of views on the topic of what motivates the workers, such as Maslow 's needs hierarchy theory, Victor Vroom’s Expectancy Theory, McClelland 's learned needs theory and Four-drive Theory. In spite of so many theories, Maslow’s theory of hierarchy of need and McClelland’s theory of learned needs will be discussed in this article. Compared the two theories，it seems that McClelland’s theory is more appropriate for the level of employee motivation in the workplace.
2 Maslow’s needs hierarchy theory
The most famous theory of human motivation is Maslow’s needs hierarchy theory. As mentioned in Maddi (1977), Maslow points out that these needs aims, to drive and motivate people increase and decrease tension. It is into a hierarchy of five basic categories: physiological needs, safety needs, social needs, esteem needs and self-actualization needs. It ranked from a lowest level to a highest level. The physiological need is the basic human requirements to sustain their own survival, including hunger, thirst and shelter. If these needs cannot be satisfied,
Motivation is regarded as one of the most important areas of study in the field of organizational behavior (Cadwallader, S. K. 2003). In a general way, the term motivation theory is concerned with the processes that describe how and why human behavior is directed and activated. How to improve and enhance the industry or company is based on how to motivate employees, which is an effective method to increase competitive businesses’ advantage and extend their value (Rahman, M., et al. 2013). It means all personal factors and forces that are responsible for the fulfillment of some performance, actions and persistence level of the employees in the working space. Connection between the performance of the employees and their motivation is obvious. People can get a higher level of the performance only through the effective motivating of employees (Mirea, V., et al. 2012). Therefore, there are a number of views on the topic of what motivates the workers, such as Maslow 's needs hierarchy theory, Victor Vroom’s Expectancy Theory, McClelland 's learned needs theory and Four-drive Theory. In spite of so many theories, Maslow’s theory of hierarchy of need and McClelland’s theory of learned needs will be discussed in this article. Compared the two theories，it seems that McClelland’s theory is more appropriate for the level of employee motivation in the workplace.
2 Maslow’s needs hierarchy theory
The most famous theory of human motivation is Maslow’s needs hierarchy theory. As mentioned in Maddi (1977), Maslow points out that these needs aims, to drive and motivate people increase and decrease tension. It is into a hierarchy of five basic categories: physiological needs, safety needs, social needs, esteem needs and self-actualization needs. It ranked from a lowest level to a highest level. The physiological need is the basic human requirements to sustain their own survival, including hunger, thirst and shelter. If these needs cannot be satisfied,
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